This document discusses conflict and conflict resolution. It defines conflict as occurring when one party perceives another has negatively affected something they care about. Common causes of conflict include scarce resources, differing attitudes and poor communication. There are different levels of conflict including organizational, group and individual. Conflict management strategies include competing, collaborating, compromising, avoiding and accommodating. Resolving intra-group conflict involves recognizing members' roles and realizing unity is stronger than division. Effective conflict resolution requires remaining calm, addressing issues not people, and finding a private space for discussion.

1. CONFILCT AND CONFLICT
RESOLUTION

2. Group #14
Ahsan Ali ()
Liaba
Mueez Malik
Shehroz

3. Agenda
 Introduction to Conflict
 Definition of Conflict
 Nature of Conflict
 Conflict resolution

4. Introduction
 The concept of conflict , being an outcome of
behaviors, is an integral part of human life.
Where ever there is interaction, there is
conflict.
 Conflict can be considered as an expression of
hostility(unfriendliness or opposition), negative
attitudes, antagonism, aggression, rivalry and
misunderstanding.

5. Defination
 It is a process that begins when one party
perceives that another party has negatively
affected, or is about to negatively affect
something that the first party cares about.
 Conflict is a psychological state of mind when
people are in a dilemma whether to do or not to
do a thing, is a state of conflict.

7. Nature of Conflict
 Conflict between two individuals implies that
they have conflicting perception, values and
goals.
 Conflict is a dynamic process

8. Common causes of conflict
 Scarcity of resources (finance, equipment,
facilities, etc)
 Different attitudes, values or perceptions
 Disagreements about needs, goals, priorities
and interests
 Poor communication
 Poor or inadequate organizational structure
 Lack of teamwork
 Lack of clarity in roles and responsibilities

9. Who do we come into conflict
with?

10. SHEHROZ

11. Level of conflict Types of conflict
Organization
Group
Individual
Within & between
organization
Within & between group
Within & between individual

12. Group Conflict
Intragroup conflict:
• conflict among members of a group
• early stages of group development
• ways of doing tasks or reaching
group’s goals
Intergroup conflict:
• between two or more groups

13. Individual Conflict
Interpersonal conflict:
• between two or more people a differences in views
about what should be done
• differences in orientation to work and time in
different parts of an organization
Intrapersonal conflict:
• A conflict that occurs solely person's own mind.

15. Conflict Management
is defined as “the opportunity to
improve situations and strengthen
relationships”

17. MUEEZ
MALIK

18. 5 ways to manage conflict
•Competition (A)
•Compromise (B)
•Collaboration (C)
•Avoidance (D)
•Accommodation (E)

19. Conflict Continuum
I win, you lose (competition—A)
I lose or give in (accommodate—B)
We both get something (compromise—C)
We both “win”(collaborate—D)

20. Competetion
 A competing style is one in which the concerns
and the position of the opposition are
completely ignored. Winning the argument is
the only metric, and any concession to the
other side is seen as a sign of weakness
 It is assertive

21. Collaborating style
 Motto: "Let's find a solution that works for
all of us.
 Sometimes called a 'win/win' strategy, the
collaborating style strives to make sure that
both sides are satisfied. It requires an open
discussion of all the issues and concerns,
exploration of alternative solutions, and
honesty and commitment from all the parties

22. Compromising style
 You win some, you lose some
 You are willing to trade some of your needs in
order to win concessions from the other
side. This style can be effective when both
parties are equally powerful and willing to
cooperate, and they want to preserve the
relationship for the future.

24. LIABA

25. Avoiding style
 "I'll think about that tomorrow."
 The goal of the avoiding style is to avoid
making a decision at whatever cost. Neither
your concerns nor the concerns of the other
party need be satisfied. Obviously, this style is
only appropriate when the issues are of low
importance, or it is clear to both parties that
the consequences of delay in making a
decision will be minimal

27. Accommodating style
 "Whatever."
 The accommodating style is one of sacrifice,
selflessness and low assertiveness. You are
willing to give up just about everything in order
to preserve the relationship with the other
party

29. Conflict Resolution in Groups
 Resolving Intra-Group Conflict : Conflict with in
a family can be resolved if the members
recognize and respect roles of family
members. All the members need to realise
that devided they stand, united they fall.
Probably a family friend may intervene to
resolve the dispute if the members fail to
resolve the conflict themselves

30. • Be a model of calm and control
• Don't assume people are being difficult
intentionally
• Find a quiet place in to resolve conflicts....privately
@Set some ground rules for the discussion:
• No raising of voices
• This is not a debate
• Confront the issues, not the people

31. Reaching win-win

35. Reference
 Special thanks to
https://www.dougsguides.com/collaborating
 http://Slide share.net/N.N.V. Krishna Kanth
 http://smallbusiness.chron.com/5-conflict-
management-strategies-16131.htmlHimalaya.