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This document discusses conflict management and resolution. It defines conflict as a disagreement, struggle, or fight between incompatible elements. Conflict can have both positive and negative consequences. Positively, it can increase creativity, clarify views, and create social change. Negatively, it can lead to violence, broken relationships, and communication breakdowns. The main sources of conflict include aggressive behavior, limited resources, frustration, clashing values and interests, cultural differences, misinformation, roles and status issues, and triggers. The document provides strategies for managing conflict successfully, including active listening, empathy, understanding other perspectives, compromise, and finding win-win solutions that satisfy all parties.
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23 conflict management
This document discusses conflict management and resolution. It defines conflict as a disagreement, struggle, or fight between incompatible views. Conflict can have both positive and negative consequences. Positively, it can increase creativity, clarify views, and create social change. Negatively, it can damage relationships, polarize views, and destroy communication. The main sources of conflict listed include competition, frustration, clashing values, cultural differences, misinformation, roles/status issues, and triggers. The document outlines strategies for managing conflict successfully, including active listening, empathy, understanding different perspectives, compromise, and finding win-win solutions that satisfy all parties involved.
23 conflict management
This document discusses conflict management and resolution. It defines conflict as a disagreement, struggle, or fight between incompatible views or interests. Conflict can have both positive and negative consequences. Positively, it can increase creativity, clarify views, and create social change. Negatively, it can damage relationships, polarize views, and destroy communication. The main sources of conflict listed include aggressive behavior, competition over limited resources, frustration, clashes of values and interests, cultural influences, and role/status issues. The document outlines strategies for resolving conflicts through compromise, active listening, empathy, and finding a win-win solution that satisfies all parties.
23 conflict management
This document discusses conflict management and resolution. It defines conflict as a disagreement, struggle, or fight between incompatible elements. While a lack of conflict can indicate over conformity, conflict can have both positive and negative consequences. Positively, conflict can increase creativity, clarify views, and create social change. However, it can also lead to violence, broken relationships, and communication breakdowns. The document outlines the main sources of conflict, such as limited resources, frustration, and cultural differences. It then discusses managing conflict through strategies like active listening, empathy, and finding win-win solutions that satisfy all parties involved in the conflict.
Conflict management presentation
This document discusses conflict management and resolution. It defines conflict as a disagreement, struggle or fight between incompatible views. While a lack of conflict can indicate over conformity, conflict also has both positive and negative consequences. The main sources of conflict are listed as aggressive behavior, competition for resources, frustration, clashes between values and interests, cultural influences, and misinformation. The document outlines strategies for managing conflict successfully, including active listening, empathy, and aiming for a win-win resolution where all parties achieve their desired outcome through collaboration and problem solving.
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This document provides information and guidelines for managing conflict as a leader. It discusses understanding different types of conflict, styles of resolution, and the benefits of addressing conflict. Key points include that 60-80% of workplace conflict stems from strained relationships, a manager spends 25-40% of their time resolving issues, and properly handled conflict can have positive impacts like increased productivity and morale. The document outlines tips for leaders such as preparing, listening, making expectations clear, and problem-solving to effectively address conflicts in the workplace.
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The document discusses the causes and types of conflict in the workplace. It states that conflict is a natural and sometimes beneficial part of organizations, arising from differences in personalities, perspectives, goals, and structural factors like ambiguous responsibilities. Conflict occurs when one party can negatively impact another, such as in supervisor-subordinate, team member, or customer interactions. The document outlines various reasons for conflict, including communication problems, power struggles, dissatisfaction with leadership, and organizational changes. It also distinguishes between constructive conflict that produces useful change and dysfunctional conflict that hinders performance and morale.
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This is a presentation on Conflict Management. It is a session on how to better manage Conflict in an organization. We all know that conflict in inevitable in any organization. What is required is an effective management of Conflict. In this session I will take you through different reasons why conflict occurs and different styles of managing conflict. I am sure after going through this presentation, you will learn better ways to manage conflict. Enjoy this presentation.
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23 conflict management
This document discusses conflict management and resolution. It defines conflict as a disagreement, struggle, or fight between incompatible views. Conflict can have both positive and negative consequences. Positively, it can increase creativity, clarify views, and create social change. Negatively, it can damage relationships, polarize views, and destroy communication. The main sources of conflict listed include competition, frustration, clashing values, cultural differences, misinformation, roles/status issues, and triggers. The document outlines strategies for managing conflict successfully, including active listening, empathy, understanding different perspectives, compromise, and finding win-win solutions that satisfy all parties involved.
23 conflict management
This document discusses conflict management and resolution. It defines conflict as a disagreement, struggle, or fight between incompatible views or interests. Conflict can have both positive and negative consequences. Positively, it can increase creativity, clarify views, and create social change. Negatively, it can damage relationships, polarize views, and destroy communication. The main sources of conflict listed include aggressive behavior, competition over limited resources, frustration, clashes of values and interests, cultural influences, and role/status issues. The document outlines strategies for resolving conflicts through compromise, active listening, empathy, and finding a win-win solution that satisfies all parties.
23 conflict management
This document discusses conflict management and resolution. It defines conflict as a disagreement, struggle, or fight between incompatible elements. While a lack of conflict can indicate over conformity, conflict can have both positive and negative consequences. Positively, conflict can increase creativity, clarify views, and create social change. However, it can also lead to violence, broken relationships, and communication breakdowns. The document outlines the main sources of conflict, such as limited resources, frustration, and cultural differences. It then discusses managing conflict through strategies like active listening, empathy, and finding win-win solutions that satisfy all parties involved in the conflict.
Conflict management presentation
This document discusses conflict management and resolution. It defines conflict as a disagreement, struggle or fight between incompatible views. While a lack of conflict can indicate over conformity, conflict also has both positive and negative consequences. The main sources of conflict are listed as aggressive behavior, competition for resources, frustration, clashes between values and interests, cultural influences, and misinformation. The document outlines strategies for managing conflict successfully, including active listening, empathy, and aiming for a win-win resolution where all parties achieve their desired outcome through collaboration and problem solving.
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The document discusses the causes and types of conflict in the workplace. It states that conflict is a natural and sometimes beneficial part of organizations, arising from differences in personalities, perspectives, goals, and structural factors like ambiguous responsibilities. Conflict occurs when one party can negatively impact another, such as in supervisor-subordinate, team member, or customer interactions. The document outlines various reasons for conflict, including communication problems, power struggles, dissatisfaction with leadership, and organizational changes. It also distinguishes between constructive conflict that produces useful change and dysfunctional conflict that hinders performance and morale.
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I have added my voice also on this presentation so put on slide show and keep your computer volume high.
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- Definitions of conflict and assumptions people have about it.
- Types of conflict including inner, interpersonal, and group conflict with various roots.
- Strategies for dealing with conflict including lose-lose, win-lose, and win-win approaches.
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SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
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This document discusses conflict management and provides a framework for understanding and analyzing conflict situations. It begins by defining conflict and explaining that conflict is a natural part of human relationships. It then discusses common feelings and actions associated with conflict, as well as different conflict styles. The rest of the document provides a model for understanding the sources and escalation of conflict, and gives strategies for de-escalating conflict through listening, using "I-messages", and analyzing the issues, goals, and perspectives of each side. The goal is to help people have more productive conflicts by focusing on issues rather than personal attacks.
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The document discusses conflict management and resolution. It defines conflict and explains that conflict is normal and can be constructive when resolved properly. It outlines the phases of conflict resolution as understanding the issues, generating solutions, and agreeing on a solution. It also discusses communication patterns that can exacerbate conflict and different conflict styles like passive, aggressive, passive-aggressive and assertive. The document provides tips for resolving conflict through listening, generating solutions, finding agreement and ensuring satisfaction.
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This document provides information on becoming a conflict capable leader. It discusses:
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SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
Conflict Management
This document discusses conflict management and provides a framework for understanding and analyzing conflict situations. It begins by defining conflict and explaining that conflict is a natural part of human relationships. It then discusses common feelings and actions associated with conflict, as well as different conflict styles. The rest of the document provides a model for understanding the sources and escalation of conflict, and gives strategies for de-escalating conflict through listening, using "I-messages", and analyzing the issues, goals, and perspectives of each side. The goal is to help people have more productive conflicts by focusing on issues rather than personal attacks.
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- 2. Working together isn’t always easy
- 3. What is conflict? How would you describe it?
- 4. What is conflict? Dictionary definition: –disagreement, struggle, fight, incompatible
- 6. Lack of conflict is a sign of over conformity.
- 7. It is unhealthy when there is no conflict
- 12. It forces people to clarify their views
- 13. It can produce constructive social change
- 14. It gives people the opportunity to test their capacities
- 15. •development of group and organization cohesion
- 17. Violence
- 19. polarization of views into static positions
- 20. A breakdown of collaborative ventures
- 22. The cost of conflict • Relationship costs
- 23. The cost of conflict • Costs to the individual
- 24. The cost of conflict • Costs to the company
- 25. Main sources of conflict • The aggressive or competitive behaviour of human beings
- 26. Main sources of conflict • Competition for limited resources
- 27. Main sources of conflict • Frustration
- 28. Main sources of conflict • The Introduction of
- 29. Main sources of conflict • Clashes between values and interest
- 30. Main sources of conflict • Cultural influences
- 31. Main sources of conflict • Misinformation, assumptions and expectations
- 32. Main sources of conflict • Role and status issues
- 33. Main sources of conflict • Mind games
- 34. Main sources of conflict • Triggers.
- 35. The Emotional v The Rational Brain
- 36. Emotional brain
- 37. Emotional Vs Rational • The 'Emotional' brain • Quickly processes incoming information • Filters for potential threat
- 38. Fight or Flight? • Body produces adrenaline • Natural animal instinct • Bodies response to perceived threat • Blood redirected to major muscle groups • Hearing level drops off • Eyesight improves
- 39. Emotional Vs Rational • The 'Rational' brain • Allows objectivity • Makes sense of any risk
- 40. Red rag phrases - barriers • “I think the best way would be to….” • “Yes, but…” • “Yes, but I still think…” • “What you don’t seem to realise is…” • “Whatever you say, but what I am going to do is.”
- 41. Inhibitors • Social or legal consequences • Self control • Personal values • Fear that the other person will fight back
- 43. Attitude & Behaviour Cycle Your Attitude Your Attitude affects affects Your Your Behaviour Behaviour affects affects My Attitude My Attitude affects affects My My Behaviour Behaviour affects affects
- 44. How can conflict be managed successfully?
- 45. Strategies to Resolve Conflicts • Assume you do not have all the answers. • Ask questions to understand the other person(s). • Be prepared to compromise or make a deal.
- 46. Active listening • Really listen to what they are saying • Focus your attention on them • Use non-verbal cues (e.g. nodding the head) • Paraphrase what they have said, to show that you have understood.
- 47. These are all the same -
- 48. A piece of cheese! A B
- 49. Empathy • It works because it acknowledges people’s feelings – Try to put yourself in their shoes – Acknowledge their feelings – Step alongside them, try to see things from their point of view
- 50. Outcomes of conflict Lose – lose Win – lose Win - win
- 51. Resolving the Conflict Looking for a win-win
- 52. How can conflict be managed successfully? Win-win conflict. Both parties achieve their desires. Collaboration or problem solving are forms of win-win conflict.
- 53. Reaching win-win
- 57. To Achieve Win/Win Results Gain participation from everyone involved in the conflict. State the reason to work on a solution.
- 58. Components of Conflict When you have to deal with conflict tackle the emotional issues first then address values and interests