2. Conflict Management

8/8/2019 2. Conflict Management

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SpeakerSpeaker : Dr. Nay: Dr. Nay ZinZin LattLatt

VenueVenue : India: India

DateDate : 7: 7thth.10.10.10.10


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Conflict .. Clash , oppose, battle , antagonism.( Disagreement between two or more parties , on one or

more issues )

It is sometimes happened by

Lack of communication

knowledge gap

difference of understanding.

others.


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A process in which one party consciously

interferes in the goal-achievement efforts of

another.

Can be between a supervisor and a worker

Can be between two parties

Can be between two managers

Can be between departments

Can be between Managers and boss


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Sources of Conflict


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Types of Conflict


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Types of Conflict

Interpersonal Conflict

@ Conflict between individuals due to differences in their

goals or values.

Intragroup Conflict

@ Conflict within a group or team.

Intergroup Conflict

@ Conflict between two or more teams or groups.

Interorganizational Conflict

Conflict that arises across organizations.


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Level 1

Coping

Encourage people to

look at both sides

Use what if thinking

Ask people to tell you

how they feel

Skirmishes

Every Day Situations


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Level 2

Confrontations (Bigger blow-ups; frequent,but not everyday)

Managing

Keep safe environment

Emphasise facts, not people

Dont Dump

Challenge only extreme

behaviour

Maintain group

accountability


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Level 3

FullFull--Scale WarScale War

(The rare, Im going to kill

you stage)

Intervening

Get details and take charge.

Dont waste time on Why;dont bother with reason

and logic.

Set goals and obtain

commitment; This is what

we are going to do. Keep focused on goals.


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Basic Techniques for Resolving Conflicts.Basic Techniques for Resolving Conflicts.

Accommodation

Forcing

CollaborationCollaboration

CompromiseCompromise

Avoidance

Concern for Self

High

Low High

Concern

for

others


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Managing Conflict 5 Methods

Avoidance

Accommodation

Forcing

Compromise

Collaboration

Lose -lose

Lose - lose

Win - lose

Win - lose

Win-win

Copyrights@2007 by Dr. NZ Latt. All rights reserved


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SummaryModel of Conflict Management

Diagnosis Selection Implementation Outcome

Source/Typeof Conflict

Situational

Considerations

Personal

Preferences

Conflict

Management

Approach

Collaborative

Problem

Solving

Dispute

Resolution


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7 Negotiating Styles for

Resolving Conflict

Passive

Denial

Withdrawal

Placating ( appease )

Suppression ( force )

Active

DominanceDominance

CompromiseCompromise

CollaborationCollaboration

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COMPROMISE works when ?

- Power

-A

uthority- Knowledge

The parties have equal PAK .

When both parties are right.

When I want to keep relationships open.


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When COMPROMISE does not work ?

The other party has no PAK .

(Dont compromise: You dont have to and youll be half

wrong!)


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Dialogue and Discussion:Dialogue and Discussion:the Differencesthe Differences

Conversation

Lack of understanding, disagreement, divergentpoints of viewDialogue Discussion

Result Result

Reveal feelings

Explore assumptionsSuspend convictions

Build common ground

Long-term, innovativesolutions , Unified groupShared meaning

Transformed mind-sets

State positions

Advocate convictionsConvince othersBuild oppositions

Short-term resolutionAgreement by logicOpposition beaten downMind-sets held onto

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Copyrights@2007 by Dr. NZ Latt. All rights reserved


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2010 is historically transitional period.2010 is historically transitional period.

UnityUnity

ofof

InterestInterest

MutualMutual

TrustTrust

BeliefBelief

on Democracyon Democracy

&&

Free marketFree market

Between RefereeBetween Referee

& Players& Players

In the abilityIn the ability

ConfidenceConfidence

Absolute CredenceAbsolute Credence


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STRIVESTRIVE

SS Start moving

TT Think possibilities

RR Reach a little further

II Invest wisely

VV Visualize success

EE . Expand carefully


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MaslowsMaslows

Hierarchy of NeedsHierarchy of Needs


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Always aim at completeharmony of thought and

word and deed.

Always aim at purifying

your thoughts,

And everything will bewell.


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Personal RenewalPersonal Renewal

Physical

Spiritual

Emotional

Mental

Dimensions


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Capacity DevelopmentCapacity Development

Human

Resources

Development

(HRD)

InstitutionalDevelopment

(ID)

OrganizationalDevelopment

(OD)


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Capacity DevelopmentCapacity Development

Effective

Hard -

tangible

deliverables

&

technical

skills

Soft

intangible -leadership,

motivation,

shared values,

etc., the why

and the how


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Happiness is whenHappiness is when

what youwhat you thinkthink,,

what youwhat you saysay, and, andwhat youwhat you dodo are inare in

harmony.harmony.


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Dr. Nay Zin Latt

Documents

2. Conflict Management