Group ConflictGroup members:Oon Seok Khim Nik Fazlin Binti Abd.RahimAS100235 AS100227

Khor Tzy Chii Zuraida Binti IbrahimAS100207 AS100288

Fleming Kou Ping Lin Nurfarhani Binti MustafaAS100201 AS100232

IntroductionPsychological and behavioral reaction

to a perception that another person is either keeping you from reaching a goal, taking away your right to behave in a particular way, or violating the expectancies of a relationship.

Level of conflict that occur is a function of the importance of the goal, behavior, or relationship.

Most conflict results in lower team performance and lower member satisfaction(De Dreu & Weingart,2003).

Group Conflict

Types of

Conflict

Cause of

Conflict

Conflict Styles

Resolving

Conflict

Types of Conflict

•Occurs between two individuals.

Interpersonal Conflict

•Occurs between individual and a group

•Occur when the individual’s needs are different from the group’s needs, goals, or norms

Individual-Group

Conflict

•Occur between two or more groups

Group-group

Conflict

Causes of Conflict

Competition for resources

Task inter-dependence

Jurisdictional ambiguity

Communication barriers

Beliefs

Personality

•there is not enough resources to satisfy the needs for every person or group.

Competition for resources

•performance of some group members depends on others.

Task interdependen

ce

•geographical boundaries of authority are unclear.

Jurisdictional ambiguity

•it can be physical, cultural, and psychological.

Communication barriers

•they are superior to other people or groups

•have been mistreated by others

•cannot trust others and powerless or helpless.

Belief

• the result of people with incompatible personalities who must work together

Personality

Conflict Styles

Avoiding Styles

Accommodating Styles

Forcing StyleCollaborating Style

Compromising Style

Conflict Styles1. Avoiding StyleTo ignore the conflict and hope it will resolve itself.Not the best way to handle.2. Accommodating StyleIntent on settling a conflict that he gives in and risks hurting himself.Usually viewed as cooperative but weak.3. Forcing StyleHandle conflict in a win-lose fashion and does what it take to win, with little regard for the other person.Effective in winning but also can damage relation so badly

4. Collaborating StyleWin-win solutions –that is, ways in

which both sides get what they want.The best to use whenever possible.5. Compromising StyleGive and take tactics that enable

each sides to get some of what it wants but not everything it wants.

Involve a good deal of negotiation and bargaining.

Resolving conflict• Employees should receive

training on the causes of conflict, ways to prevent and strategies for resolving conflicts.

Prior to conflict

occurring• Encouraged to use the conflict

resolution skills they learn in training.

• To reduce tension and increase trust between them.

• Meet in a private location to address the problem.

When conflict first

occurs

•Mediation : asked to help both parties reach a mutually agreeable solution to the conflict.•Arbitration : listens to both sides arguments and then makes a decision.

Third-party intervention

ConclusionConflict usually results from factors

such as competition for resources, task interdependence, jurisdictional ambiguity, communication barriers, and personality.

People react to conflict by ignoring it through withdrawal, trying to win at all costs, trying to persuade the other side to resolve the conflict in their favor, bargaining for an agreement, or asking for third party help.

THANK YOU