Conflict management

1. Organizational
Behavior
Topic-Conflict

2. Presenting by
 Sauban Aklekar - 02
 Adnan Dawre - 04
 Saaquib Khan - 16
 Abdullah Patel - 29

3. Introduction to conflict
 A process that begins when an
individual or group perceives different
and opposition between itself and
another individual or group about
interest and resources, beliefs, values,
or practices that matter to them.

4. Types of conflicts
 External conflict.
 Internal conflict.

5. External conflict
 A character struggles against an
outside force, such as nature, a
physical obstacle, or another
character.
 There are 3 kinds of external conflict:
- Character vs. character.
- Character vs. nature.
- Character vs. society.

6. Internal conflict
 The struggle take place
within a character’s mind,
often as the character
choose between two course
of action.
 There are 1 kind of internal
conflict.
-Character vs. self.

7. Video on conflict resolution

8. Conflict at workplace
 The workplace is
the most
dangerous place
to be in.

9. Why workplace conflict rise?
 Attitude problem.
 Rule breaker.
 Does not play well with others.
 Excuse for everything.
 Intentionally difficult.
 Constant complainer.

10. Attitude.
 Attitude problems
◦ Identify the real
issue.
◦ Motivation.
◦ Address as
appropriate.

11. Rule Breaker
◦ Testing?
◦ Showing off?
◦ Pushing the
limits?
◦ Leader of the
group?

12. Does not play well with
others.
◦ Source of
conflict
◦ Motives?

13. Intentionally difficult
◦ Agenda.
◦ Defense
mechanism.
◦ Zero
tolerance.

14. Constant Complainer
◦ Negativism
◦ Subject of
dissatisfaction

15. Video on how to resolve conflict.

16. Five Styles of Conflict
Management You will experience some form of internal or
external conflict while working with different
type of people in your career.
Understanding how you handle conflict is
important in helping you decide how to deal
with stress and manage certain situations.

17. Accommodating
People who
accommodate are
unassertive and very
cooperative.
 Give up during a
conflict.
 Put relationships first,
ignore issues, and try
to keep peace at any
price.
 Effective when the
other person or party

18. Avoiding
People who avoid conflict
are generally
unassertive and
uncooperative.
 Avoid the conflict
entirely or delay their
response instead of
voicing concerns.
 Can create some space
in an emotional
environment.
 Not a good long-term
strategy.

19. Collaborating
Collaborators are both
assertive and cooperative.
 Assert own views while also
listening to other views and
welcoming differences.
 Seek a “win-win” outcome.
 Identify underlying
concerns of a conflict.
 Create room for multiple
ideas.
 Requires time and effort
from both parties.

20. Competing
People who approach conflict in a
competitive way assert
themselves and do not
cooperate while pursuing their
own concerns at another’s
expense.
 Takes on a “win-lose” approach
where one person wins and one
person loses.
 Does not rely on cooperation
with the other party to reach
outcome.
 May be appropriate for
emergencies when time is
important.

21. Compromising
Compromisers are moderately
assertive and moderately
cooperative.
 Try to find fast, mutually
acceptable solutions to conflicts
that partially satisfy both parties.
 Results in a “lose-lose”
approach.
 Appropriate temporary solution.
 Considered an easy way out
when you need more time to
collaborate to find a better
solution.

22. Which one is best?
There is no BEST way to handle conflict.
Each conflict is different and requires a
different response.
As a society, we teach:
“Kill your enemies with kindness.”
(Accommodating)
“Leave well enough alone.” (Avoiding)
“Two heads are better than one.”
(Collaborating)
“Might make it right.” (Competing)
“Split the difference.” (Compromising)

23. As a society, we teach:
“Two heads are better than one.”
(Collaborating)
“Kill your enemies with kindness.”
(Accommodating)
“Split the difference.” (Compromising)
“Leave well enough alone.” (Avoiding)
“Might make it right.” (Competing)

24. Conclusion
 Different conflict management styles
may be used when faced with different
situations.
 Knowing yourself and fully understanding
each situation will help you understand
the conflict management style needed.
 Try a scenario-based approach to test
the effectiveness of different approaches
to specific situations.

25. THANK
YOU.