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Conflict
Management
Diksha GargRoll no. 1213007MBA 3rd sem
What is a Conflict?
A Conflict is a situation in which someone believes that his or
her own needs have been denied.
A Conflict is a predictable social phenomenon and should be
channeled to useful purposes.
Conflict is an inevitable and unavoidable part of our everyday
professional and personal lives
Definition of CONFLICT
“ conflict has been defined as referring to all kinds of opposition or antagonistic interaction”- S.P. Robbins
Features of conflict
Dynamic process
Based on issues
Ineviatble factor of organisation
Caused by managerial errors
Resolution is must
A large number of forums
Need not be between two parties
Levels and Typesof Conflict
Organization
Group
individual
Type of conflictLevel of conflict
Within and between individuals
Within and between groups
Within and between organizations
Levels of conflict
Level of conflict
Individual level
Intra-personal
Goal conflict Role conflict
Inter-personal
Group level
Intra-group Inter-group
Organisationallevel
Intra-organisational
Inter-organisational
Intra-personal conflict
“it refers to that conflict which arises within an individual member of the organisations”.
Inta-personal conflict
Goal conflict
Role conflict
Inter-personal conflict
“it refers to that conflict which arises from differences of opinions regarding the choices made by two or more persons in the organisations”.
Inter-personal
Vertical conflict
Horizontal conflict
Diagonal conflict
Intra-group conflict
“it refers to that conflict which arises when differences of opinions over an issue crop up between the group members”
Inter-group conflict“it refers to that conflict which arises between
various groups in the organisations
Intra-organisationalconflict“it refers to that conflict which arises within an
organisation on the basis of its structure”.
Intra-organisational
Functional conflict
Hierarchialconflict
Line-staff conflict
Inter-organisationalconflict“it refers to that conflict which arises between
various organisations,generally,by the way of competition”.
Sources of conflict
Shortage of resources
Difference of values
Informational factors
Unsuccessful communication
Difference in status
Faulty reward system
Process of conflict
Latent conflict Perceived conflict Felt conflict
Mainfest conflict Conflict resolution
Conflict aftermath
• If resolved satisfactorily
• All is well
• If supperessed
Aspects of conflict
Functional conflict
Dysfunctional conflict
Consequences of functional conflict
Acts as motivating factor
Acts as need satisfier
Provide creative and supportive ideas
Introducing variety
Create understandings
Consequences of dysfunctional conflict
Insubordination
Drop in productivity
Lack of direction
Lack of new ideas
Issues involved in conflicts
Facts
Goals
Values
Methods
Conflict management
“it is the process of planning to avoid conflict where possible and organising to resolve conflict where it does happen, as rapidly and smoothly as possible”.
19
5 ways to manage conflict
Avoidance
Competition (A)
Accommodation (B)
Compromise (C)
Collaboration (D)
20
Conflict Continuum
I win, you lose (competition—A)
I lose or give in (accommodate—B)
We both get something (compromise—C)
We both “win”(collaborate—D)
A B C D
22
Competition
Plus
The winner is clear
Winners usually experience gains
Minus
Establishes the battleground for the next conflict
May cause worthy competitors to withdraw or leave the organization
23
Accommodation
Plus
Curtails conflict situation
Enhances ego of the other
Minus
Sometimes establishes a precedence
Does not fully engage participants
24
Compromise
Plus
Shows good will
Establishes friendship
Minus
No one gets what they want
May feel like a dead end
25
Collaboration
Plus Everyone “wins”
Creates good feelings
Minus Hard to achieve since no one knows how
Often confusing since players can “win” something they didn’t know they wanted
26
What This Means
Managing conflict means you need to develop several styles and decide which is valuable at any given point of conflict
27
Tips for Managing Workplace Conflict Build good relationships before conflict occurs
Do not let small problems escalate; deal with them as they arise
Respect differences
Listen to others’ perspectives on the conflict situation
Acknowledge feelings before focussing on facts
Focus on solving problems, not changing people
If you can’t resolve the problem, turn to someone who can help
Remember to adapt your style to the situation and persons involved
Thanks