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Conflict resolution
- 1. CONFLICT RESOLUTION MADE BY:-MOHIT KUMAR RAI
- 2. INTRODUCTION Conflict is anevitable part of personal, organizational and societal life. Conflict arise due to competitions, differences in values, attitudes, experiences, goals and preceptior of limited resources i.e. time, raw materials, money, human resources and many more. For example :- Pepsi and coke India and Pakistan for Kashmir Delhi and Haryana for water Jio and airtel Conflict can occurs on interpersonal, groups, intergroup and organizational conflicts in the nature.
- 3. “Perfect organizational healthis not from freedom from conflict. On the contrary, if properly handled, conflicts can lead to more effective and appropriate adjustments” Professor Kelly (1970)
- 4. Conflict as aprocess where one party perceives that another party adversely affected or has tried to affect adversely something that the first party values
- 5. Conflict : Functionalor Dysfunctional
- 6. Functional Conflict DysfunctionalConflict • It’s healthy disagreement • It’s unhealthy disagreement. • People primarily differ on ideas or perceptions. • People primarily differ in believes and values. • People are open minded they joint exploration on ideas or principles, new awareness. • It involves anger, frustration, hostility and antagonism among the people. • Lead to innovation and creativity, thus open possibility for high performance and organizational improvement. • Conflict engage in win-lose or lose game.
- 7. Managers find itdifficult to identify whether a conflict is functional or dysfunctional So, what to do?
- 8. DL NELSON andJC Quick (2000) suggest using following questions to diagnose as to whether a conflict is functional and dysfunctional: • Are the parties to conflict hostile to each other? • Is the outcome likely to be negative one for the organizational? • Do the potential losses of the parties exceed any potential gains? • Is energy diverted from goal accomplishment?
- 9. Another situation whenyou as a manger would like to stimulate conflict is when group is in the process of groupthink and is not willing to examine various alternatives and its creativity has gone down.
- 10. Conflict: TYPES ANDFORMS
- 11. HAIMAN CONFLICT MODEL INTRINSICEXTRINSIC Conflict has rational, ideational or intellectual contents. Conflict has psychological and emotional Resolving requires analytical approach and skills. Resolving requires social tact and diplomacy.
- 12. COSER REALISTIC NON-REALISTIC Conflict haverational, task or goal oriented, confrontation Conflict are related to projected frustrations and emotions
- 13. Guetzko and Gyr Substantiveconflict • Task related conflicts Affective conflict • Socio-emotional or interpersonal relations issues
- 14. Morton and Deutschsuggested Resources Preferences and Nuissances Values Beliefs Nature of relationship between parties
- 15. Deutsch proposed sixtypes of conflict Veridical Conflict Contingent Conflict Displaced Conflict Misattributed Conflict Latent Conflict False Conflict
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- 17. Level of Conflictin an Organization Inter-organizational Conflict Inter- Group Conflict Inter-Personal Conflict Inter-Role Conflict Personal Role Conflict
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- 19. Pareek has proposedseven main sources of conflict
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- 23. STYLES OF CONFLICTMANAGEMENT FIVE CONFLICT MANAGEMENT STYLES CONTINGENCY APPROACH TO CONFLICT MANAGEMENT PAREEK’S MODEL OF CONFLICT MANAGEMENT
- 24. FIVE CONFLICT MANAGEMENTSTYLES FORCING COLLABORATION COMPROMISING AVOIDING ACCOMODATING
- 25. CONTINGENCY APPROACH TOCONFLICT MANAGEMENT
- 26. PAREEK’S MODEL OFCONFLICT MANAGEMENT