Presented By:Prashant kalivadaDhara Raghuvirsinh

sarvaiya

Department of Business Administration, Bhavnagar University.

INTRODUCTION AND MEANING. CONFLICT IN ORGANIZATION. NATURE OF CONFLCT. LEVELS OF CONFLICT. SOURCES OF CONFLICT. EFFECTS OF CONFLICT. MODEL OF CONFLICT. ASSERTIVE BEHAVIOUR. TRANSACTIONAL ANALYSIS. APPLICATION OF TRANSACTIONAL ANALYSIS. POWER AND POLITICS. ORGANIZATIONAL POLITICS. TACTICS USED TO GAIN POLITICAL POWER. CONCLUSION.

• Organizations, by definition, require people to work together and communicate with one another – often in pairs. This is known as interpersonal communication.

•These interpersonal relationship will produce some degree of conflict across the time. Whether these conflicts will destructive or constructive depends on the attitudes and skills of participants.

• Interpersonal behaviour: it means how a person reacts in different situations with different people. There are a number of factors affecting a person’s behavior depending on the surrounding factors.

NATURE OF CONFLICTS:- Conflict arises from disagreement over

the goals to attain or the methods used to accomplish these goals.

In organization everywhere conflicts among different interest is inevitable and some times the amount of conflict is substantial.

One survey reported that managers spend an estimated 20% of their time daily with conflict.

INTRAPERSONAL CONFLICTS Conflict can occur within an employee,

between individuals or groups and across organization as they compete.INTERPERSONAL CONFLICTS

This conflicts are serious problem to many people because they deeply affect a person’s emotions. This conflict develop from failure of communication or differences in perception.

INTRAGROUP CONFLICTS This happens between different

departments within the organization. This can also cause serious problem.

Each group sets out to undermine the other, gain power, and improve its image. Conflicts arise from such causes as different viewpoints, group loyalties and competition for resources.

Interpersonal conflict arise from variety of sources such as

ORGANIZATIONAL CHANGE PERSONALITY CLASHES DIFFERENT SETS OF VALUES THREATS TO STATUS CONSTACTION PERCEPTION

Conflict is often seen by participants as destructive, but this is a limited view. Conflict is not at all bed, but rather may result in either productive or nonproductive outcomes.

So, it has it’s own advantages and disadvantages. That we will see……

Advantages :- People are stimulated to

search for improved approaches that lead to better results.

It energizes them to be more creative and to experiment with new ideas.

Once hidden problems are brought to the surface, where they may be confronted and solved.

Disadvantages :- If the conflict lasts a long period

of time or becomes too intense. At interpersonal level cooperation

and teamwork may deteriorate. Distrust may grow among people

who need to coordinate their efforts.

For individual, some may feel defeated, self image of other will decline, and their stress level may rise. Predictably, motivation level of some employee will reduced.

Conflict arises from many sources & directions.

Conflict can be constructive or destructive. Managers, therefore must know when to stimulate conflict and when to resolve it.

Causes of Conflict• Organizational Change•Personality Clashes•Different Set of Values• Threats to status• Contrasting Perceptions

Perception of Conflict Constructive Destructive

Participant Intentions Winning Losing

Resolution Strategies Avoiding SmoothingForcingConfronting

Conflict Outcomes Lose – LoseLose – Win Win – Lose Win - Win

Lose - Win

Lose - Lose

Avoiding :– Physical or Mental withdrawal from the conflict.

Smoothing :- Accommodating the otherparty ‘s interests.

Forcing :- Using Power tactics to achieve a win.

Confronting :- Facing the conflict directly, And working it through to a mutually satisfactory

resolution.

RESOLUTION STRATEGY PROBLEM OUTCOME

Avoidance Lose - Lose

Smoothing Lose – Win

Forcing Win – Lose

Confronting Win - Win

Confronting conflict is not easy for some people. Some managers may feel inferior or be in awe of the other person’s power. Under these conditions they are likely to suppress their feelings or to strike out in unintended anger. Both the response are truly nonproductive.

Assertiveness is the process of expressing feelings, asking for logically acceptable changes, giving and receiving honest feedback.

Assertive person are direct, honest and expressive.They feel confident, gain self respect and make other feel valued.

Whereas Aggressive people may humiliate other person which is less effective to achieve desired goal.

Being assertive in a situation involves five stages.STAGE EXAMPLE

1. Describe the behavior. “ When you do this…”

2. Express your feeling “ I feel..”

3. Empathize “ I understand why you…”

4. Negotiate a change “ I want you to….”

5. Indicate consequences “ If you do ( don’t) ,I will…”

When people interact in assertive or nonassertive ways,

there is a social transaction in which one person

responds to another.

The study of these social transactions between people is

called transactional analysis ( TA).

Note : The transactional analysis was developed by Eric Berne in 1950s. It’s application soon popularized by Berne's book “ “Games that People Play” by Harris, Jongeward and others.

STROKING Type of strokes

Positive stroke Negative strokeMixed strokeConditional strokeUnconditional stroke

TA AND LEADERSHIP TA AND CONFLICT RESOLUTION BENEFITS OF TA

Types of POWER(1) Personal Power(2) Legitimate Power(3) Expert Power(4) Reward Power(5) Coercive Power

ORGANISATIONAL POLITICS Politics is common in most organization. Manager must be good at politics to succeed. Politics become more important at higher levels. Politics can detract from organizational efficiency.

Tactics Used To Gain Political Power

There are a number of tactics that leaders can use to gain political power. Some Examples are as follows.

Two most popular ones are social exchanges and alliances of various types.

Social exchange “ If you do something for me, I’ll do something for you.”

Tactics Used To Gain Political Power

Social exchange Alliances Identification with higher authority Control of information Selective service Power & Status symbols Power plays Networks

Accept Responsibility Consideration Think Win/Win Choose your words carefully Don’t Criticize and Don’t Complain Always keep smile on your face Be a good listener Give honest & sincere appreciation When you make a mistake, accept it immediately

and willing. Discuss but don’t argue

Don’t Gossip Turn your promises into commitment Forgive and forget Practice honesty, integrity and sincerity Develop good sense of humor To have friend be a friend

Organizational Behavior & Human Behavior at Work--- By John w. newstrom & Keith

Devis

You Can Win--- By Shiv Khera

Interpersonal Skill & Conflict Management

--- By D. Sctotish & J.M. Marcos