Welcome

ByGroup - “Good for Everything”

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Group Members Name ID

Md. Abu Jauad Khan Aliv 11105137

Ab-e-zamzam 11105199

Gazi Masuduzzaman 11105062

Ali Hasan 11105108

Md. Zahurul Islam 11105064

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Conflict Management

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Objective

What conflict is

How can we resolve conflict

Why conflict occurs

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“Conflict is a form of interaction among parties that differ in interest,

perceptions, and preferences”

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Conflict Management“Whenever you're in conflict with someone,

there is one factor that can make the difference between damaging your relationship and deepening it. That factor is attitude.” –William James

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Types of ConflictAffective Conflict / Relationship Conflict

Substantive Conflict / Task Conflict

Conflict of Interest / Clash of Interests

Conflict of Values

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Level of Conflict:

3 Levels

1.Intrapersonal Conflict

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2.Interpersonal Conflict

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3. Intergroup Conflict

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Major Reason for Conflict

Conflict comes for differences in --

Beliefs Values Expectation

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Conflict May Arise Insufficient information Competition for limited resources People Have different points of view Communicate to one another differently Spend large amounts of time together Depend on one another to “get the job done”

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Lack of cooperation/trust Personal, self, or group interest Tension and stress Power and influence Two members or sub-groups use different sources or interpret the same source differently

Conflict May Arise

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Personalities Who Cause Conflict

Aggressor Passive Absentee Error prone Negative attitude Chatterbox Do nothing

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Unreliable Time waster Resentful person

Personalities Who Cause Conflict

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Functions of Conflict Conflict establishes identity Serves as a safety valve to hold the group

together Increases group cohesion Tests the strength of individuals & groups Conflict spurs needed change

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Mobilizes energy Causes competition to improve performance Enhances communication Ends non productive association

Functions of Conflict

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Negative Factors of Conflict

Diverts energy from work Lowers morale Threatens psychological well-being Wastes resources Creates a negative climate Breaks down group cohesion Can increase hostility and aggressive behaviors

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Conflict is not Always Negative

Positive Consequences of Conflict

Leads to new ideas Stimulates creativity Motivates change Promotes organizational vitality Helps individuals and groups establish identities Serves as a safety valve to indicate problems Leads to better communication and understanding of both sides

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Healthy vs. Damaging Conflict

Healthy Conflict Disagreements that are

communicated in a supportive environment that foster the generation of new

ideas or ways to problem solve

Tension that increases awareness or sheds light on a growing workplace problem

Damaging Conflict Name Calling

Personal Attacks Silent and Withdrawn, afraid

to speak up Cliques, gossip and rumors

Lack of Mutual Respect

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Common Type of Conflicts Involve Manpower resources Equipment & facilities Capital expenditures Costs Technical options & trade-off Priorities Administrative procedure Scheduling Responsibilities Personality clashes 24

Effects of conflict in organizations

Stress Absenteeism Staff turnover De-motivation Non-productivity

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5 Reasons a Dose of Conflict Might Be Healthy For Your Team

Elephants aren’t allowed to hide in the room

Social loafing is squashed Decisions are held to a higher standard Leadership skills are challenged and

strengthened

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International Association of Conflict Management Founded to encourage scholars and

practitioners to develop and disseminate theory, research, and experience

Useful for understanding and improving conflict management in family, organizational, societal, and international settings

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IACM Community Includes

More than 400 active faculty, practitioners, and students who have made it their professional home Members span over 36 countries around the world About 200 attend annual conference and connect in person 28

Conflict Management Models

Distributive -- Here conflict is approached as a distribution of a fixed amount of positive outcomes or resources

Khun and Poole's Model

Where One side will end up winning and the other losing, even if they do win some concessions

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Integrative -- Groups utilizing the integrative model see conflict as a chance to integrate the needs and concerns of both groups and make the best outcome possible

Conflict Management Models Khun and Poole's Model

Where Integrative model resulted in consistently better task related outcomes than those using the distributive model

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If conflict erupts in your team . .

Listen Acknowledge Respond Resolve Remaining

Differences Remember

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Five Steps to Managing Conflict

1. Anticipate – Take time to obtain information that can lead to conflict

2. Prevent – Develop strategies before the conflict occurs

3. Identify – If it is interpersonal or procedural, move to quickly manage it

4. Manage – Remember that conflict is emotional5. Resolve – React, without blame, and you will

learn through dialogue32

How to Prevent Conflicts Frequent meeting of your team Allow your team to express openly Sharing objectives Having a clear and detailed job

description Distributing task fairly Never criticize team members

publicly Always be fair and just with your

team Being a role model

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Project Manager Should DoThere are 4 basic ways of handling conflict in the workplace:

1. Compromising 2. Smoothing3. Collaborating4. Forcing

It is important to note that there is no one way to resolve a conflict and often managers will need to

utilize multiple methods in order to reach a resolution.34

Conclusion Conflicts can be managed through….

Conflict is everywhere. We can't avoid conflict

Bonding Dialogue Negotiation

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Question Session

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• Contact: 88-01672462007• Country : Bangladesh