ppt for organisational behaviour

1. CONFLICT
ANVESHA SINGH [230021]

2. CONTENTS
Conflict Management Strategies
Introduction to Conflict
2
1
3 Conclusion
Concepts of Conflict
Types of Conflict
Stages of Conflict
5
4
6

3. Introduction To Conflict
WHAT IS CONFLICT ?
Conflict is a disagreement or clash between two or more parties. It can be caused by a variety of factors,
such as differing opinions, goals, or values. Conflict can be constructive or destructive. Constructive conflict
can lead to positive change and innovation, while destructive conflict can damage relationships and hinder
productivity.
The Positive and Negative Aspects of Conflict :
Conflict can have both positive and negative consequences. On the one hand, conflict can lead to increased
creativity, improved decision-making, and stronger relationships. On the other hand, conflict can lead to
decreased productivity, increased stress, and damaged relationships.
The Prevalence of Conflict in Organizations :
Conflict is a natural part of organizational life. It is estimated that 60-80% of employee time is spent
dealing with conflict.

4. Concepts of Conflict
Sources of
Conflict
Styles of Conflict
Management
Levels of
Conflict
Scarcity of resources: When
resources are limited, individuals
may compete for them, leading to
conflict.
Incompatible goals: When
individuals or groups have
different goals, they may come
into conflict as they pursue their
objectives.
Differing perceptions: People often
perceive situations differently
based on their experiences,
values, and beliefs. This can lead
to misunderstandings and conflict.
Intrapersonal conflict: This occurs
within an individual, who may
experience conflicting thoughts,
emotions, or values.
Interpersonal conflict: This occurs
between two or more individuals,
who may disagree about tasks,
goals, or personal matters.
Intragroup conflict: This occurs
within a group, where members may
have different opinions or
preferences.
Intergroup conflict: This occurs
between two or more groups, who
may compete for resources or have
different values.
Accommodating: This style involves
giving in to the other party's demands,
often without attempting to negotiate or
compromise.
Avoiding: This style involves avoiding the
conflict altogether, either by ignoring it
or withdrawing from the situation.
Compromising: This style involves finding
a middle ground between the two parties'
positions, often through negotiation.
Collaborating: This style involves working
together to find a solution that meets the
needs of both parties.
Competing: This style involves trying to
win at the expense of the other party,
often through assertiveness or aggression.

5. Relationship
Conflict
There are three types of conflict:-
Types of Conflict
This type of conflict
arises from
differences in
opinion about how
to accomplish a
task.
1
2 3
Task Conflict Value Conflict
This type of conflict
arises from personal
disagreements or
tentions between
indivisuals.
This type of
conflict arises from
fundamental
disagreements
about values or
beliefs.

6. This is the latent stage,
where there is an underlying
tension or disagreement that
has not yet been fully
recognizedor expressed.
POTENTIAL CONFLICT
Stages of
Conflict
This is the stage where the
conflict becomes apparent to
the parties involved.
AWARENESS
ESCALATION
CLIMAX
RESOLUTION
POST-CONFLICT
This is the stage where the
conflict intensifies, as
emotions and tensions rise.
This is the peak of the
conflict, where the
parties may openly
confront each other or
engage in destructive
behaviours.
This is the stage where the
parties work to find a
solution to the conflict.
This is the stage where the
parties attempt to rebuild
relationships and learn from
the experience.

7. Conflict
Management
Strategies
1
Prevention
This involves
identifying and
addressing potential
conflict sources
before they escalate.
Intervention
This involves
addressing conflict in
its early stages to
prevent escalation.
Negotiation
This is a process of
reaching a mutually
agreeable solution
through discussion and
compromise.
Mediation
This is a process of
using a neutral third
party to facilitate the
negotiation process.
Arbitration
This is a process of
using a third party to
make a binding
decision.

8. Case Study
Conflict between the Marketing and Sales Teams
Company: Acme Corporation; Industry: Technology; Employees: 500
Background
Acme Corporation is a technology company that develops and sells software solutions
to businesses. The company has two main departments: marketing and sales. The
marketing team is responsible for developing and executing marketing campaigns to
generate leads. The sales team is responsible for contacting leads and closing
deals.
Conflict
In recent months, there has been a growing conflict between the marketing and sales
teams. The marketing team is frustrated that the sales team is not closing enough
deals. The sales team is frustrated that the marketing team is not generating enough
high-quality leads.

9. Different goals: The marketing and sales teams have different goals. The
marketing team is focused on generating leads, while the sales team is
focused on closing deals. This can create tension between the two teams, as
they may not always be on the same page about what is important.
Lack of communication: There is a lack of communication between the
marketing and sales teams. The two teams do not always share information
with each other, which can lead to misunderstandings and frustration.
Different work styles: The marketing and sales teams have different work
styles. The marketing team is more creative and focused on big-picture
thinking, while the sales team is more detail-oriented and focused on
execution. This can create tension between the two teams, as they may not
always understand each other's work styles.
Causes of Conflict
There are a number of factors that have contributed to the conflict between the
marketing and sales teams. These include:

10. Establish clear goals: Acme Corporation should establish clear goals for both the
marketing and sales teams. These goals should be aligned and measurable.
Improve communication: Acme Corporation should improve communication
between the marketing and sales teams. This could involve regular meetings,
shared dashboards, and a more open communication culture.
Train employees on conflict resolution: Acme Corporation should train employees
on conflict resolution techniques. This could help employees to communicate
more effectively and to resolve conflicts in a constructive way.
Impact of Conflict
The conflict between the marketing and sales teams has had a negative impact on
Acme Corporation. The company has seen a decrease in both lead generation and
sales. The conflict has also created a negative work environment for employees.
Recommendations
There are a number of things that Acme Corporation can do to resolve the conflict
between the marketing and sales teams. These include:

11. Conclusion
Conflict is an inevitable part of life, but it does not
have to be destructive. Effective conflict management
can help to resolve conflict constructively and lead to
positive outcomes. By understanding the different types
of conflict, the stages of conflict, and the different
conflict management strategies, you can be better
equipped to deal with conflict in a healthy and
productive way.

12. References
Robbins, S. P., & Judge, T. A. (2020). Organizational
behavior. Pearson Education.
Luthans, F., & Kreitner, R. (2019). Organizational
behavior. McGraw-Hill Education.
Davis, K., & Newstrom, J. W. (2010). Human behavior at
work: Organizational behavior. McGraw-Hill/Irwin.

13. Thank you for
your time!
Have a
good day!