GENERAL DEFINITION OF CONFLICT
• Conflict is broadly viewed as a breakdown in the standard mechanism of decision- making.
Or
• Appearance of difference, difference in opinions, and interests.
DEFINITION OF CONFLICT
Conflict is a natural disagreement resulting from individuals or groups that differ in attitudes, beliefs, values or needs. It can also originate from past rivalries and personality differences.
SOURCES OF CONFLICT
• Wants and Needs Differ
• Values Differ
• Knowledge Expectations Differ
• Differences in Race, Gender, Ethnicity, Religion, and Age
• Assumptions/Perceptions
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SOURCES OF CONFLICTS• Personality Clash
• Personal, or Group Interest
• Tension and Stress
• Power and Influence
Type A PersonalityType A Personality Type B PersonalityType B Personality
EFFECTS OF CONFLICTS
TYPES OF MANAGER THAT CAUSES WORK PLACE CONFLICTS
• Poor Communication
• Resources
KEY MANAGERIAL ACTION TO MINIMIZE CONFLICTS
• Job Reviews
• Building of Rapports
• Quality Work Life
• Work Life Balance
• Personal Development
• Employee Connect
STRATEGIES FOR MANAGING CONFLICTS
• Individual Coping Strategies– Exercise– Relaxation– Behavioral Self-Control– Cognitive Therapy– Networking
• Organisational Coping Strategies
• Questions to ask:– How important is the relationship?– How important is the incident?– How will I feel if I do/don’t confront?– What is the likely outcome?
• Negotiation Skills:– Diagnosis – Ability to determine the nature of the
Conflict– Initiation - Influencing someone to change a behavior
that may be causing the problem– Listening - The ability to hear the others point of view
OTHER COPING STRATEGIES
• Acknowledge the situation
• Get all the information
• Take your time-be patient
• Focus on the problem, not the individual
• Keep talking; keep listening
MANAGING CONFLICTS
• Within Self– Understand the Conflict– Discuss…. Discuss…. Discuss– Know Yourself
• Within Others– Know – Manage
BENEFITS OF COPING WITH CONFLICT
• Deals with reality
• Tries to change and/or solve problem
• Confronts the real problem
• Keeps identity and role separate