The document discusses conflict management, outlining the types and causes of conflicts, their effects on organizations, and methods for dealing with and preventing conflicts. It describes conflicts as occurring between individuals and groups, being competitive or disruptive in nature. Antecedent conditions like scarce resources, communication barriers, and unresolved prior issues can lead to perceived and actual conflicts. Methods for addressing conflicts include competition, accommodation, avoidance, compromise, and collaboration approaches. Steps are provided for resolving conflicts, and ways to prevent conflicts through open communication, clear roles, and being a fair leader. The conclusion notes that while conflict is inevitable, managing it well can stimulate productivity, whereas poor management leads to negative attitudes and problems.

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Conflict Management

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Types of conflict
• Inter-personal and intra-
personal
• Inter-group and intra-group
• Competitive and Disruptive

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Conflict Process
Antecedent conditions
Perceived conflict Felt Conflict
Manifest behavior
Conflict Resolution
Or Suppression
Resolution aftermath

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Antecedent Conditions
• Scarce Resources
• Conflicting attitude
• Ambiguous jurisdiction
• Communication barriers
• Need for consensus
• Unresolved prior conflicts
• Knowledge of self and others

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How to create conflict?
• Not being a role model
• Take credit, no recognition
• Be judgmental
• Send written messages
• Make yourself inaccessible to your team
• Individual Vs team approach
• Telling them? Consulting them? Or deciding with
them?
• Introduce change without consultation or discussion

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General Causes of Conflicts
• Poorly defined goals
• Divergent personal values
• Lack of cooperation/trust
• Competition of scarce resources
• Unclear roles/lack of job
description

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Effects of conflict in organizations
• Stress
• Absenteeism
• Staff turnover
• De-motivation
• Non-productivity

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Conflict Table
Win-Win Lose-Win
Win-Lose Lose-Lose
I win I lose
You win
You lose

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Methods to deal with conflicts
• Competition (win-lose situation)
• Accommodation (win-win situation)
• Avoidance (lose-lose situation)
• Compromise (lose-lose situation)
• Collaboration (win-win situation)

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Steps to resolve conflicts
• Assure privacy
• Empathize than sympathize
• Listen actively
• Maintain equity
• Focus on issue, not on personality
• Avoid blame
• Encourage feedback
• Identify alternate solutions
• Give your positive feedback
• Agree on an action plan

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How to prevent conflicts
• Frequent meeting of your team
• Allow your team to express openly
• Sharing objectives
• Having a clear and detailed job description
• Distributing task fairly
• Never criticize team members publicly
• Always be fair and just with your team
• Being a role model

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Conclusion
Conflict is unavoidable
• Complexity of organizational
relationship
• Interaction among workers
• Dependence of workers on one
another

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Conclusion (Cont’d)
• Conflict is a healthy sign not a
negative process
• It reflects dynamics

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Conclusion (Cont’d)
• Poorly managed conflicts
– Unfavorable with counter productive results
– Problems and negative attitude
• Well managed conflicts
– Stimulate competition
– Identify legitimate differences
– Powerful source of motivation

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