This document discusses various techniques for resolving organizational conflicts, including domination, third party negotiation, confrontation, effective communication, structural reforms, and maintaining a healthy climate and culture. It provides details on each technique, such as using domination through separation, forcing, or voting. Third party negotiation can utilize arbitration, mediation, conciliation, or consultation. Confrontation is a rare method used when parties are rigid. Effective communication minimizes ambiguities. Structural reforms can modify the organizational structure. Finally, a healthy climate and culture can promote cooperation.

1. ORGANIZATIONAL
CONFLICT - IV
Dr. Smriti Mathur
Assistant Professor
Babu Banarasi Das University, Lucknow
PhD (Commerce), UGC NET (Commerce)
M.Com (Applied Economics)

2. Conflict
Resolution
Techniques
or Methods
Content

3. Conflict Resolution Techniques / Methods
Domination
Third Party
Negotiations
Confrontation
Effective
Communication
Structural
Reforms /
Changes
Healthy climate
and culture

4. Domination
• To exercise control over parties involved in conflict
• Due to authority or power or position in an organization.
• Can be done through :
 Separating i.e. physical separation of parties to avoid conflict
 Forcing i.e. Forcing parties to reduce their differences
 Voting method i.e. party which gets more support is favoured.

5. Third Party Negotiation
• Third party is involved to find a solution.
• According to robbins, four methods are used to resolve conflict by a third
party negotiator:
Arbitration Mediator Conciliator
Consultant

6. Confrontation
• Useful when the impact of conflict on organization is not useful.
• When parties are rigid and are not ready to compromise.
• Manager asks them to resolve themselves.
• Rarely used method

7. Effective Communication
• Useful method to resolve conflicts.
• Right message is conveyed by the right sender to the right receiver
through the right channel in the right manner at the right time.
• Minimizes ambiguities and clarifies the matter.
• Keeps people informed, connected and active

8. Structural Reform/ Changes
• Creating appropriate organiztional structure.
• Modifying organizational structure when required.
• Promote and maintain satisfactory level of conflict
Healthy Climate and Culture
• Creating and maintaining healthy climate is culture is helpful in promoting
cooperation.

9. Conflict Resolution Model
Source:
https://www.pinterest.cl/pin/474496510719936460/?amp_client_id=C
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• Given By Dr. Kenneth W. Thomas
and Dr. Ralph H. Kilmann.
• Known as The Thomas–Kilmann
Conflict Mode Instrument (TKI).
• Influenced by Moutan and Blake axes.
• Based on two dimensions -
Cooperativeness and
assertiveness.
• Cooperativeness is the degree to
which one party attempts to satisfy
the other's concerns
• Assertiveness is the degree to which
one party attempts to satisfy its own
concerns.