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Conflict Management
Presented By Vivek Jakate
Nikita Soni
Ami Shah
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FLOW OF PRESENTATION
Introduction to conflict
Types of conflict
Reasons for conflict
Organizational conflict managementChanging views of conflict
Conflict management styles
Conclusion
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CONFLICT
Conflict is a natural disagreementbetween two or more people.
It is a process in which one party ( or
person ) perceives that its interestsare being opposed or negativelyaffected by the other party.
It exists when one or more partiesbelieve that the behavior of the otherprevents them from achieving theirgoals.
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Types of Conflict
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Intrapersonal Conflicts
Approach - Approach Conflict Here, the individual must decide between two
positive choices, such as hiring one of two well-qualified candidates to fill a vacant position.
Avoidance - Avoidance Conflict Here, the choice is between two negative
alternatives, such as whether to lay off workers ordeclare bankruptcy.
Approach - Avoidance Conflict
Each choice has positive as well as negativecharacteristics. For example, a financial managermight have to decide between a high-risk, high-return investment and a low-risk, low-returninvestment.
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Interpersonal Conflict
Occurs when two or moreindividuals perceive that
their goals, attitudes,behaviour etc are in
opposition.
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Intra group Conflicts
Occurs between themembers of a same group
that results in the groupseffectiveness.
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Inter-group Conflict
Refers to the disputes,disagreements, opposition
between different teams,groups etc.
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CONSTRUCTIVE CONFLICT
Results in positive benefits to individuals, thegroup, or the organization.
Opens up an issue in a confronting manner Develops clarification of an issue
Improves problem-solving quality Increases involvement Provides more spontaneity in communication Initiates growth
Strengthens a relationship when creativelyresolved
Helps increase productivity
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DESTRUCTIVE CONFLICT
Works to the disadvantage ofindividuals, the group, or theorganization.
diverts energy from real task destroys morale polarizes individuals and groups deepens differences
obstructs cooperative action produces irresponsible behavior creates suspicion and distrust decreases productivity
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REASONS FORCONFLICT
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Reasons for Conflict
Law of individual differences.Limited resources.Difference in perception.Different values.Varied beliefs.Cultural differences.Job designIncompatible needs.
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WHY
ORGANIZATIONSUSE CONFLICT
MANAGEMENT ?
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Effective & efficient achievement ofgoals
To have a shared vision of what they
are striving to achieve the clearobjectives for department andindividual.
For recognizing and resolving conflictsto promote co-operation.
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CHANGING VIEWSOF CONFLICT
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Changing Views of Conflict
Traditional Views
Avoidable.
Caused by
management errors. Disrupts organisation
& prevents optimalperformance.
Task is to eliminatesconflict.
Removal of conflict.
Current Views
Not avoidable.
Caused by various
reasons. Contributes & detracts
from organizationalperformance.
Task is to manage levelof conflict.
Moderate level ofconflict.
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CONFLICT
MANAGEMENTSTYLES
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Asser
tiv
en
ess
Cooperativeness
CompetingCompeting CollaboratingCollaborating
CompromisingCompromising
AvoidingAvoiding AccommodatingAccommodating
High
Low High
Conflict Management Styles
Assertiveness : Confidently aggressive or self-assured
Cooperativeness : working or acting together willingly for a common purpose or benefit.
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Conflict Management Styles
Competing style :
WIN LOSE approach. High on assertiveness andlow on cooperativeness.
Here, people try to achieve their own goals without
the concern of others. Results in de-motivation of subordinates. Thus reduces the commitment of employees to
higher productivity. Used when a decision has to be taken in
emergency, or a stern action is to be taken againstan employee, or when you have to take a importantdecision and there are varied opinions among thegroup.
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Conflict Management Styles
Accommodating Style :LOSE WIN approach. Cooperative and
unassertive behavior. Submission to the wishes of others.
Encourages cooperation.May be perceived as weak and submissive
in nature and hence may be taken for
granted. Used when relationships are crucial,maintaining harmony and avoidingdisruption are important in the situation.
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Conflict Management Styles
Collaborating Style :WIN WIN approach.
Strong cooperative and assertive approach.Here, conflict is recognized openly and evaluated
by all concerned parties, reasons are found outand solutions are derived so that all the partiesinvolved will be satisfied.
Used when there is a culture of openness,
required time and energy can be affordable,there is support from the management.
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Conflict Management Styles
Compromising Style :WIN SOME LOSE SOME approach.
Intermediate level of assertiveness
and cooperativeness.Works only in the short run. A
workable solution is somehow found.
Used when the parties concernedcompromise with something fornothing, or when win win is notpossible.
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Conflict Management Styles
Avoiding Style :
LOSE LOSE approach.
Unassertive and uncooperative behavior.
A person here tries and remains neutral,ignores disagreements and stays away fromconflict.
Used when the issue is not very importantor is temporary, the individual needs time todeal with the conflict, the other party is toostrong or someone else can deal more
effectively.
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CONCLUSION
Effective to resolve conflicts.Speak with your mind & heart.
Listen well.
Express strong feelings appropriately.
Summarize and ask questions.
Give and take. Avoid all harmful statements
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BEST SOLUTION
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THANK YOU
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ANY
QUESTIONS ??
?