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Resolving conflits
Conflict arises when individuals have differing views, interests or goals that they perceive as incompatible. There are various types and causes of conflict including interpersonal conflicts between individuals with different personalities, and intragroup conflicts within teams. The document outlines techniques for constructively resolving conflicts through open communication, understanding different perspectives, focusing on interests rather than positions, and finding solutions where all parties achieve their goals.
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Resolving conflits
- 1. Presented by:- Presented to Anshul Goyal Prof. Gautam Bansal Karan Sachdeva Nitin Bansal Rohit Kumar
- 2. Conflict Conflict exists when individuals who depend on each other express different views, interests, or goals and perceive their views as incompatible or oppositional.
- 3. What is Conflict? Conflict is… Conflict is not… •Perceived difference •Sign of a bad relationship • needs, values and goals •Negative experience •Part of a relationship •Mistake •Consequence of •Struggle between right and • growth wrong • change
- 4. Conflict is • Natural • Inevitable • Potentially constructive
- 5. Why Conflict Arises Type “A” Personality Vs. Type “B Personality
- 6. Type ”A” Personality • Highly Competitive • Strong Personality • Restless when inactive • Seeks Promotion Punctual • Thrives on deadlines • Maybe jobs at once
- 7. Type “B” Personality • Works methodically • Rarely competitive • Enjoys leisure time • Does not anger easily • Does job well but doesn’t need recognition • Easy-going
- 8. Types of Conflict • Within an individual • Between two individuals • Within a team of individuals • Between two or more teams within an organization
- 9. Types of Conflict Being late to work…
- 10. Types of Conflict Personal phone usage at work… Minor Conflict
- 11. Types of Conflict Personal phone usage at work… Major Conflict!
- 12. Types of Conflict Fighting in the workplace…
- 13. Causes of conflict • Conflict of aims- different goals • Conflict of ideas- different interpretations • Conflict of attitudes - different opinions • Conflict of behavior- different behaviors are unacceptable
- 14. Sources of Conflict • Fear • Mishandling conflict in • Dishonesty the past • Boundaries • Hidden agenda • Negligence • Revenge • Need to be right • Fighting the “last war” • Miscommunication
- 15. Levels and Types of Conflict Level of conflict Type of conflict Organization Within and between organizations Group Within and between groups Individual Within and between individuals
- 16. Types of Conflict Intrapersonal Interpersonal Intragroup Intergroup
- 17. Causes of conflict • Conflict of aims- different goals • Conflict of ideas- different interpretations • Conflict of attitudes - different opinions • Conflict of behavior- different behaviors are unacceptable
- 18. Personalities who cause conflict • Aggressor • Passive • Absentee • Error prone • Negative attitude • Chatterbox • Do nothing
- 19. Personalities who cause conflict • Unreliable • Time waster • Resentful person
- 20. WAC method What’s botheringyou? A -What do you want to Ask the person to do? Check in to see if what you’ve asked for can happen
- 21. Disadvantages of Conflict • Time consuming • Disrupts progress/ problem solving • Detracts from job at hand • Keeps people apart; if unresolved • Poor quality, lowers productivity • Reduces team effectiveness
- 22. CONFLICT RESOLUTION TECHNIQUES • Attack the problem not the person: • Define the problem • Explore each person's perception of the problem • Try to understand and respect each point of view without judging
- 23. Cont. • Concentrate on interests, not positions • The position is the outcome you are interested in getting • The interest is why you want that outcome • Come up with options in which both sides can win (Win-Win options) • Cooperate together to solve the problem fairly • A fair solution respects the interests of both sides
- 24. • PROBLEM SOLVING •FACE TO FACE MEETING OF CONFLICTING PARTIES. • SUPERORDINATE GOALS • CREATING A SHARED GOAL. • EXPANSION OF RESOURCES • WHEN A CONFLICT IS CAUSED BY SCARCITY OF A RESOURCE – EXPANSION OF RESOURCES CAN CREATE A WIN-WIN SOLUTION.
- 25. Reducing Conflict • Overview • Lose-lose methods: parties to the conflict episode do not get what they want • Win-lose methods: one party a clear winner; other party a clear loser • Win-win methods: each party to the conflict episode gets what he or she wants
- 26. Reducing Conflict (cont.) • Lose-lose methods • Avoidance • Compromise • Similarities
- 27. Reducing Conflict (Cont.) • Win-lose methods • Dominance • Authoritative command: • Majority rule
- 28. Reducing Conflict (Cont.) •Win-win methods • Problem solving • Integration • Superordinate goal
- 29. Reducing Conflict (Cont.) • Summary • Lose-lose methods: compromise • Win-lose methods: dominance • Win-win methods: problem solving
- 30. The Seven Stepsto Effective Conflict Resolution • Identify and clearly define the real problem. • Brainstorm solutions. • Evaluate the solutions. • Choose the best win/win solution. • Implement this solution. • Choose a follow up date to evaluate. • Celebrate your success!
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