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Lecture 1, what is conflict

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Noorulhadi Qureshi
Noorulhadi Qureshi

The document discusses the topic of conflict in business organizations. It defines conflict and describes different types of conflict including goal conflict, affective conflict, cognitive conflict, and procedural conflict. It then discusses different views of conflict in business, including the traditional view that conflict is bad, the human relations view that conflict is inevitable, and the interactionist view that functional conflict can be good. The document outlines the stages of conflict including potential opposition, cognition and personalization, behavior, and outcomes. It also discusses methods for resolving conflict such as passive resolution, win-win solutions, structured problem solving, confronting conflict, and selecting a better alternative.

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What is Conflict Noorulhadi (MS, M.com) GCMS Peshawar [email_address]
Objective of the Lectures ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
What is Conflict? ,[object Object],This definition of conflict is taken from the article, “Conflict and Negotiation Processes in Organizations,” by K.W. Thomas in the Handbook of Industrial and Organizational Psychology.
Type of Conflict ,[object Object],[object Object]
[object Object],[object Object],Type of conflict
[object Object],[object Object],Type of conflict
[object Object],[object Object],Type of conflict
A Few Questions ,[object Object],[object Object],[object Object],[object Object]
Conflicts About Conflict’s Role ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Different Views ,[object Object],[object Object],[object Object],[object Object],[object Object]
Different Views ,[object Object],[object Object],[object Object]
Different Views ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Conflict Process ,[object Object],[object Object],[object Object],[object Object],[object Object]
The Conflict Process ,[object Object],[object Object],[object Object],[object Object],[object Object],1. Information concerning the conflict process is taken from Stephen P. Robbins book, Essentials of Organizational Behavior . 2. Communication – Poor communication can lead to conflict. Misunderstanding of communication, not enough information and too much information can all lead to conflict. 3. Structure – “the term structure is used, in this context, to include variables such as size; degree of routinization, specialization, and standardization in the tasks assigned to group members; heterogeneity (gender) of the group; leadership styles; reward systems; and the degree of dependence between groups.” (Robbins) All of these different factors can be a cause of conflict in a group. 3. Personal variables – People’s personality and personal values can be a source of conflict.
The Conflict Process ,[object Object],[object Object],[object Object],In stage 2 of the conflict process, a person becomes aware of one of the conditions in stage 1 and is somehow frustrated by it. A conflict can exist without it becoming personalized. When a conflict is personalized, the person feels frustration, tension, anxiety (nervous) about it.
The Conflict Process ,[object Object],[object Object],[object Object],In stage 3, an action is actually taken that conflicts with another parties desires or goals. In this stage, both parties become aware of the conflict and a method to handle the conflict is initiated. These different methods are shown in figure 1 on the next slide.
 
Continue :…. ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Conflict Process ,[object Object],[object Object],[object Object],[object Object],[object Object]
Conflict Resolution ,[object Object],[object Object]
Methods for Resolving Conflict ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Methods for Resolving Conflict ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Methods for Resolving Conflict ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Continue
[object Object],[object Object],Continue…..
Methods for Resolving Conflict ,[object Object],[object Object],[object Object],[object Object],1. “Selecting a better alternative. Sometimes there is an alternative neither of the parties to the conflict has considered. The leader then asks the conflicting parties to pursue an alternative plan of action.” (Foster)
Methods for Resolving Conflict ,[object Object],[object Object],[object Object]
Summary ,[object Object],[object Object],[object Object],[object Object]

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Lecture 1, what is conflict

  • 1. What is Conflict Noorulhadi (MS, M.com) GCMS Peshawar [email_address]
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Editor's Notes

  1. 1.
  2. 1. These methods and information regarding the methods on subsequent slides are taken from the book by S. Thomas Foster, Managing Quality: An Integrative Approach .
  3. Passive conflict resolution is the most common method. The leader may not want to get involved or may feel that the workers are better off working the problem out on their own. Win-win - “One form of this is called balancing demands. This happens when the manager determines what each person in the conflict wants as an outcome and looks for solutions that can satisfy the needs of both parties.” (Foster)
  4. (Foster)