CONFLICT MANAGEMENT

ANDRESOLUTION TECHNIQUES

CONTENTS1.CONFLICT2.CONFLICT MANAGEMENT3.COMPETITION VS CONFLICT 4.CONFLICT RESOLUTION TECHNIQUE5.THOMAS RESOLUTION STYLE6.WAYS OF NOURISHING CONFLICTS7. ADVICE TO MANAGERS

WHAT IS CONFLICT?

It is simply defined as disagreement, be it violent or subtle form between two persons or parties.

CONFLICT

CONFLICT MANAGEMENT: Conflict management

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.

COMPETITION VS CONFLICT

•Both occurs when 2 or more parties engage.•Differ in degree of self interest displayed .•In conflict one party prevents the success of other.E.g.: Hockey, football.•In competition no direct interference of one party with other.E.g.: track events.

COMPETITION

CONFLICT

Conflicts can have constructive outcomes when they are properly handled. They can: (1) Provide greater interest in the topic of discussion, (2) Stimulate greater feelings of identify, (3) Cause attention to be drawn to the existing problems, (4) Cause diffusion of ideas for the solution for other problems, (5) Promote understanding, (6) Motivate one to work more efficiently.

Positive Outcomes of Conflicts

CONFLICT RESOLUTION TECHNIQUES

Conflict resolution techniques implies that conflicts can be resolved--finished, completed, overcome, or permanently settled through these techniques.

THOMAS RESOLUTION STYLE

COMPETING:“ Might makes right ”

Competing is assertive and uncooperative an individual pursues his own concerns at the other person's expense. This is a power-oriented mode in which you use whatever power seems appropriate to win your own position your ability to argue, your rank, or economic sanctions. Competing means "standing up for your rights," defending a position which you believe is correct, or simply trying to win.

ACCOMMODATING:“Kill your enemies with kindness”

Accommodating is unassertive and cooperative the complete opposite of competing. When accommodating, the individual neglects his own concerns to satisfy the concerns of the other person; there is an element of self-sacrifice in this mode. Accommodating might take the form of selfless generosity or charity, obeying another person's order when you would prefer not to, or yielding to another's point of view.

AVOIDING:“ Leave well better alone ”

Avoiding is unassertive and uncooperative the person neither pursues his own concerns nor those of the other individual. Thus he does not deal with the conflict. Avoiding might take the form of diplomatically sidestepping an issue, postponing an issue until a better time, or simply withdrawing from a threatening situation

AVOIDING

AVOIDING

COLLABORATING:“ Two heads are better than one ” Collaborating is both assertive and cooperative the complete opposite of avoiding. Collaborating involves an attempt to work with others to find some solution that fully satisfies their concerns. It means digging into an issue to pinpoint the underlying needs and wants of the two individuals. Collaborating between two persons might take the form of exploring a disagreement to learn from each other's insights or trying to find a creative solution to an interpersonal problem.

COLLABORATING

COMPROMISING:“ Split the difference ”

Compromising is moderate in both assertiveness and cooperativeness. The objective is to find some mutually acceptable solution that partially satisfies both parties. It falls intermediate between competing and accommodating. Compromising gives up more than competing but less than accommodating. Likewise, it addresses an issue more directly than avoiding, but does not explore it in as much depth as collaborating. In some situations, compromising might mean splitting the difference between the two positions, exchanging concessions, or seeking a quick middle-ground solution.

14 WAYS TO NOURISH CONFLICT

Not listeningA hostile reactionInsultsYellingJudgments or assumptionsSelf-interest

Unrealistic expectationsBlameSarcasmHarsh wordsInsincerityA "How is that my problem?" attitudeMinimizing a problemDifferent perception.

@Recognize that conflict is an enduring part of organizational behavior, and develop the skills to be able to analyze and manage it.@When conflict occurs, try to identify its source and move quickly to intervene to find a solution before the problem escalates.@Whenever you make an important change to role and task relationships, always consider whether the change will create conflict. Recognize that good organizational design can prevent conflict from emerging.@Recognize that the appropriateness of a conflict management strategy depends on the source of the conflict.

Advice to Managers

THANK YOU