Date post: | 10-Apr-2018 |
Category: |
Documents |
Upload: | the-vimokkha-online-journal |
View: | 218 times |
Download: | 0 times |
of 28
8/8/2019 2. Conflict Management
1/28
SpeakerSpeaker : Dr. Nay: Dr. Nay ZinZin LattLatt
VenueVenue : India: India
DateDate : 7: 7thth.10.10.10.10
8/8/2019 2. Conflict Management
2/28
8/8/2019 2. Conflict Management
3/28
Conflict .. Clash , oppose, battle , antagonism.( Disagreement between two or more parties , on one or
more issues )
It is sometimes happened by
Lack of communication
knowledge gap
difference of understanding.
others.
8/8/2019 2. Conflict Management
4/28
A process in which one party consciously
interferes in the goal-achievement efforts of
another.
Can be between a supervisor and a worker
Can be between two parties
Can be between two managers
Can be between departments
Can be between Managers and boss
8/8/2019 2. Conflict Management
5/28
Sources of Conflict
8/8/2019 2. Conflict Management
6/28
Types of Conflict
8/8/2019 2. Conflict Management
7/28
Types of Conflict
Interpersonal Conflict
@ Conflict between individuals due to differences in their
goals or values.
Intragroup Conflict
@ Conflict within a group or team.
Intergroup Conflict
@ Conflict between two or more teams or groups.
Interorganizational Conflict
Conflict that arises across organizations.
8/8/2019 2. Conflict Management
8/28
8/8/2019 2. Conflict Management
9/28
Level 1
Coping
Encourage people to
look at both sides
Use what if thinking
Ask people to tell you
how they feel
Skirmishes
Every Day Situations
8/8/2019 2. Conflict Management
10/28
Level 2
Confrontations (Bigger blow-ups; frequent,but not everyday)
Managing
Keep safe environment
Emphasise facts, not people
Dont Dump
Challenge only extreme
behaviour
Maintain group
accountability
8/8/2019 2. Conflict Management
11/28
Level 3
FullFull--Scale WarScale War
(The rare, Im going to kill
you stage)
Intervening
Get details and take charge.
Dont waste time on Why;dont bother with reason
and logic.
Set goals and obtain
commitment; This is what
we are going to do. Keep focused on goals.
8/8/2019 2. Conflict Management
12/28
Basic Techniques for Resolving Conflicts.Basic Techniques for Resolving Conflicts.
Accommodation
Forcing
CollaborationCollaboration
CompromiseCompromise
Avoidance
Concern for Self
High
Low High
Concern
for
others
8/8/2019 2. Conflict Management
13/28
Managing Conflict 5 Methods
Avoidance
Accommodation
Forcing
Compromise
Collaboration
Lose -lose
Lose - lose
Win - lose
Win - lose
Win-win
Copyrights@2007 by Dr. NZ Latt. All rights reserved
8/8/2019 2. Conflict Management
14/28
SummaryModel of Conflict Management
Diagnosis Selection Implementation Outcome
Source/Typeof Conflict
Situational
Considerations
Personal
Preferences
Conflict
Management
Approach
Collaborative
Problem
Solving
Dispute
Resolution
8/8/2019 2. Conflict Management
15/28
7 Negotiating Styles for
Resolving Conflict
Passive
Denial
Withdrawal
Placating ( appease )
Suppression ( force )
Active
DominanceDominance
CompromiseCompromise
CollaborationCollaboration
22
8/8/2019 2. Conflict Management
16/28
COMPROMISE works when ?
- Power
-A
uthority- Knowledge
The parties have equal PAK .
When both parties are right.
When I want to keep relationships open.
8/8/2019 2. Conflict Management
17/28
When COMPROMISE does not work ?
The other party has no PAK .
(Dont compromise: You dont have to and youll be half
wrong!)
8/8/2019 2. Conflict Management
18/28
Dialogue and Discussion:Dialogue and Discussion:the Differencesthe Differences
Conversation
Lack of understanding, disagreement, divergentpoints of viewDialogue Discussion
Result Result
Reveal feelings
Explore assumptionsSuspend convictions
Build common ground
Long-term, innovativesolutions , Unified groupShared meaning
Transformed mind-sets
State positions
Advocate convictionsConvince othersBuild oppositions
Short-term resolutionAgreement by logicOpposition beaten downMind-sets held onto
16
Copyrights@2007 by Dr. NZ Latt. All rights reserved
8/8/2019 2. Conflict Management
19/28
8/8/2019 2. Conflict Management
20/28
2010 is historically transitional period.2010 is historically transitional period.
UnityUnity
ofof
InterestInterest
MutualMutual
TrustTrust
BeliefBelief
on Democracyon Democracy
&&
Free marketFree market
Between RefereeBetween Referee
& Players& Players
In the abilityIn the ability
ConfidenceConfidence
Absolute CredenceAbsolute Credence
8/8/2019 2. Conflict Management
21/28
STRIVESTRIVE
SS Start moving
TT Think possibilities
RR Reach a little further
II Invest wisely
VV Visualize success
EE . Expand carefully
8/8/2019 2. Conflict Management
22/28
MaslowsMaslows
Hierarchy of NeedsHierarchy of Needs
8/8/2019 2. Conflict Management
23/28
Always aim at completeharmony of thought and
word and deed.
Always aim at purifying
your thoughts,
And everything will bewell.
8/8/2019 2. Conflict Management
24/28
Personal RenewalPersonal Renewal
Physical
Spiritual
Emotional
Mental
Dimensions
8/8/2019 2. Conflict Management
25/28
Capacity DevelopmentCapacity Development
Human
Resources
Development
(HRD)
InstitutionalDevelopment
(ID)
OrganizationalDevelopment
(OD)
8/8/2019 2. Conflict Management
26/28
Capacity DevelopmentCapacity Development
Effective
Hard -
tangible
deliverables
&
technical
skills
Soft
intangible -leadership,
motivation,
shared values,
etc., the why
and the how
8/8/2019 2. Conflict Management
27/28
Happiness is whenHappiness is when
what youwhat you thinkthink,,
what youwhat you saysay, and, andwhat youwhat you dodo are inare in
harmony.harmony.
8/8/2019 2. Conflict Management
28/28
Dr. Nay Zin Latt