4. CONTENTS
Intro to Conflicts
Definition of Conflicts
Nature of Conflicts
Views on Conflicts
Types of Conflicts
Positive & Negative
Conflicts
Process & levels of
conflicts
Conflicts Resolution &
importance
Conclusion
5. Introduction to Conflicts
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 unfriendliness or
opposition negative attitude and misunderstading .
6. Definition of conflict
It is a process that begins when one party perceives and another party
has negatively affected or is about to negatively effect something that
the first party cares about.
Conflict is a psychological state of mind when 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
Conflicts occurs when individual are not able to choose among
available alternative courses of action.
Conflict b/w two individual implies that they have conflicting
perception values and goals.
Conflict is a dynamic process as it indicates a series of events.
Conflict must be perceived by the parties to it if no one is aware of
conflict then it generally agree that no conflict exists.
8. Views on conflict
Traditional views
The early approach to conflict assumed that all conflict was viewed
that all conflict was bad conflict was viewed negatively and it was
used synonymously with such term as violence destruction.
Human relation views
The human relation position argued that conflict was natural
occurrence in all groups and organizations conflict was inevitable it is
accepted and there are even when conflict may benefit groups
performance.
9. Views on conflict
Modern views
This view is based on the belief that conflict is not only a positive
force in group but is also necessary for a group to perform effectively.
This approach encourages groups leaders to maintain an ongoing
minimum level of conflict enough to keep the group viable self critical
and creative.
10. Types of conflict
Functional
Support the goals of the group and improves its performance
Stimulant for change
Creativity and innovation
Group cohesion
Avoidance of tension
Weakness
challenge
11. Types of conflict
Dysfunctional conflict
Conflict that hinders group performance
Resignation of personnel
Tension
Dissatisfaction
Creation of distrust
Goal displacement
Weakening of organization
12. Positive and negatives of conflict
Positives
Increased involvement
Increased cohesion
Innovation and creativity
Personal growth and change
Clarification of key issues
Organizational vibrancy
Individual and group identities
13. Positives and negatives of conflict
Negatives
Unresolved anger
Personality clashes
Less self esteem
Inefficiency
Diversion of energy from work
Wastage of resources
Negative climate
Group cohesion disrupted
14. Process of conflict
Latent conflict
Perceived conflict
Felt conflict
Manifest conflict
15. Process of conflict
Latent
when two or more parties need each other to achieve desired
objectives here is potential for conflict latent conflict often arises
when change occurs conflict is likely to be caused by budget cutback
a change in organizational direction a change in personal goals or the
assignment of new project to already overloaded team.
Perceived conflict
This is the stage at which members become aware of problem
incompatibility of needs is perceived and tension begins as the parties
being to worry about what will happen but no party feels that it is
being overly threatened.
16. Process of conflict
Felt conflict
At this stage parties become emotionally involved and begin to focus
on differences of opinion and opposing interest internal tensions and
frustration being to crystallize and people begin to build and
emotional commitment to their position.
Manifest conflict
At this stage parties engage in actions that help to achieve their own
objectives and ruin those of others conflict behaviors vary from the
subtle indirect and highly controlled forms of interface to direct
aggressive violent and uncontrolled struggle at the organization level
strikes or lock outs are the result.
17. Levels of conflict
Individual level conflict
Group level conflict
Organizational level conflict
18. Levels of conflict
Group level conflict
In group conflict refers to disputes among some or all of group
members which often affect the group performance family run
business can be especially prone to severe in group and other types of
conflicts these conflict typically become more intense when an owner
of founder approaches retirement actually retires or dies.
19. Conflict resolution in group
Problem solving
Avoidance
Smoothen
Compromise
Expansion of resources
Organization redesign
Superordinate goals
20. Skills for conflict resolution
Good and patient listener
The pitch and the tone have to be taken great care of
Adopt a positive attitude
Never criticize anyone or make him feel small
Prefer the conference room board room or any suitable place for
presentation seminars and discussions
The superiors must ensure that the team members are assigned
responsibilities according to their specializations
Avoid gossips and rumors.
21. Importance of conflict resolution
Facilitates employees to concentrate on their work
Strengthens bonds amongst employees
Helps finding a middle way an alternative to any problem and
successful implementation of any idea
Motivates employees to strive hard to live up to the expectation and
contribute to the organization inn best possible way
Prevention is better than cure.
22. Conclusion
The better able team members are to engage speak listen hear
interpret and respond constructively the more likely their teams are
to leverage conflict rather than be leveled by it.
