UNIT VII Power & Conflict

8/9/2019 UNIT VII Power & Conflict

1/35


2/35


3/35


4/35


5/35


6/35


7/35


8/35


9/35


10/35


11/35


12/35


13/35


14/35


15/35


16/35


17/35


18/35


19/35


20/35


21/35

BY-PROF.RASHMI GUPTA

INT RA PER S O NAL CO NF LICT

FR US TRA TIO N: It occurs when a motivated drive is blocked before a person reaches a desired goal.

CO GNITIV E DISS O NA NCE: It occurs

when individuals recognize inconsistency in their own thoughts or behavior.


22/35


23/35


INT ER PER S O NAL CO NF LICT

Inter means between two or more individuals. Inter personal conflict arises mainly because of difference in perception, temperaments, personalities, values, systems, socio- cultural factors and role

ambiguities.


24/35


INT RA GRO UP CO NF LICT

It refers to disputes among some or small or all of a groups members which often affect the groups performance. Family run business is prone to this type of conflict. These conflicts typically become more

intense when an owner- founder approaches retirement, actually retires or die.


25/35


INT ER GRO UP CO NF LICT

It is also called Organisational conflict refers to the conflict between groups, departments or sections in an organisation. Conflict between groups is frequent and highly visible.


26/35


Reasons for inter-group

conflictsTask inter-dependenceTask ambiguityCompetition for limited resourcesCompetitive reward systemGoal incompatibilityIntra-personal and Inter-personal conflicts.


27/35


EFFECTS OF CONFLICTS

POSITIVE EFFECTS :Increase involvementIncrease cohesionIncrease innovation and creativityPersonal growth and changeClarification of key issuesOrganisational vibrancyIndividual and group identities


28/35


NEGATIVE EFFECTS:

Unresolved anger Personality clashesLess self esteem

InefficiencyDiversion of energy from work Psychological well being threatenedWastage of resources

Negative climateGroup cohesion disrupted


29/35


RESOLUTION OF CONFLICTS

CONFLICT RESOLUTION

Avoidance Smoothing Compromising Confronting

Forcing


30/35


Dimensions of Conflict-

Handling Intentions


31/35


Stages

C ompeting

A desire to satisfy one s interests, regardless of theimpact on the other party to the conflict.

C ollaborating

A situation in which the parties to a conflict eachdesire to satisfy fully the concerns of all parties.

Avoiding

The desire to withdraw from or suppress a conflict.


32/35


Stages

Accommodating

The willingness of one party in a conflict to place theopponent s interests above his or her own.

C ompromising

A situation in which each party to a conflict iswilling to give up something.


33/35


C onflict Resolution TechniquesP

roblem solvingSuperordinate goals

Expansion of resources

Avoidance

SmoothingC

ompromiseAuthoritative command

Altering the human variable

Altering the structural variables

C onflict Resolution TechniquesP

roblem solvingSuperordinate goals

Expansion of resources

Avoidance

SmoothingC

ompromiseAuthoritative command

Altering the human variable

Altering the structural variables

C ommunication

Bringing in outsiders

Restructuring the organization

Appointing a devils advocate

C ommunication

Bringing in outsiders

Restructuring the organization

Appointing a devils advocate


34/35


Conflict-IntensityContinuum


35/35


THANKYOU!!!!!!!

Documents

UNIT VII Power & Conflict