Upload
maryum-sarwar
View
132
Download
1
Tags:
Embed Size (px)
Citation preview
Topic: Managing Conflict
Presented To:Ma’am Tabassum Saba
Presented By:
Nimra Noor ul Ain 470
Tehmina Kamran 473
Mahreen Iqbal 476
Rahima Noor 477
Maryum Sarwar 478
Selection of strategy
why the conflict arise
what to do when the
conflict arise
Points to ponder while selecting the strategies:
1st consideration:
Assessing your goals
What are the personal or
organizational goals
How important is to achieve these goals
REGARDING RELATIONSHIP SOME QUESTION
Is relationship is long term or passing
Is relation is more important to me than matter
Is relationship is substantive
Avoiding
Not to deal with issue or persons involved
Goes away from situation
Hoping that it may resolved itself
Contd.
Suitable when emotions are high and other could resolve
This is Lose-Lose strategy
Harmful when not given attention and ignored
Accommodating (smoothing)
More concerned with maintaining the
relationship then accomplishing a
specific goal through interaction
Contd.
Appropriate when issue Is not
important for you but the harmony
This is I loss you win strategy
It is harmful when you are
build up resentment
over
Compromising
We agree to give up a part of our
goal and part of our relationship in
order to reach an agreement
Contd.This strategy is effective for achieving temporary result
when both parties are Comparable level and in
pressure
It is LOSE SOME WIN SOME strategy
COMPETING
It is a forcing strategy
Work to achieve your goals at all cost
Relationship are sacrificing in it
I win, you loss strategy
Time is less for the decision because of the welfare of the organization
COLLABORATING
integrating strategy
Win- Win strategy
Involves energy, commitment, and excellent
skills
Required plenty of time
Satisfying solutions
Relationship are maintained
Gains
competition
• chance to win everything
• exercise own sense of power
Compromise• no one returns home empty-handed
Contd.
Avoidance
• No energy and time expenditure
Accommodation:
• Other may view as supportive
Collaborating:
• both sides win
• creativity in problem solving
Losses.
Competition:
• Chance to loss everything
• Potentially larger scale conflicts in the future
Avoidance:
• Less stimulation
• Little understanding of the needs of others
Accommodation
• Loss of power
• Absence of your unique contribution to the situation
Contd.
Compromise:
• Neither side realizes determination fully
Collaborating: • Loss of sense of autonomy
BE CALM:
Our response to the conflict
can change the
intensity of the problem.
Control your temper.
Respect the feelings of
others.
LISTEN ACTIVELY:
By listening half or your problems will
be solved.
It gives knowledge and information.
ANALYZE THE CONFLICT:
Clarify the specific problem
Don’t react impulsively
Take the time
Select a conflict
strategy.
SHARE YOUR INTERESTS:
Share their true
interests
Work together
Discuss your
differences
Develop a balanced
plan.
SEARCH FOR A COMMON GOAL:
Select your best options
Work for a win-win situation
Understand the other’s
goals.
Techniques to Minimize Conflict
Team Building
Diversity Training
Open Communication
Conflict Management
Training
Resource Allocation
Communication
Managing others’
Expectations
Team Building
Setting clear objectives
Developing shared goals
Establishing norms
Stages through which teams progress
Clarifying expectations
Planning project and meeting deadlines
Diversity Training
Self awareness.
Individual differences.
Valuing differences.
Maximizing each person’s
strengths.
Understanding and reduces
discrimination.
Legal guidelines.
Cross-training and
Cross-functional
team training
Open CommunicationRegular
staff meetings.
Internal newsletters.
Employee attitude surveys.
360-degree feedback.
Conflict Management Training
Handle conflict constructively.
Respect the others’ points of view , feelings and perceptions.
Listen actively.
Communicate assertively.
Problem-solve collaboratively.
Contd.
Support conflict constructively.
Help others avert
unnecessary strife.
Use communication
skills.
Anticipate and act accordingly.
Be aware problems .
“I” LANGUAGE AND NON-
VERBAL CUES
Take responsibility don’t blame.
Control our temper.
Aids in problem solving
Ends the argument.
EXPECTATION AND CONFLICT.
When our expectations are not met there
is a sense of “all is not right in the world”.
There is a sense of frustration and/or a
feeling of being disrespected or
disregarded.
FOCUS ON OTHER’S
Showing your ideas are superior can motivate other’s to be defensive
Using you language can raise the fire of conflict.
PREVENTION TECHNIQUES.
Anticipating others objective
First consider other’s benefit.
Appeal other’s self-interest.