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METHODS OF RESOL VING INTERPERSONAL CONFLICT R . J . BURKE PRESESNTED BY :- AFTAB LASHKARIYA AMIT THAKAR ANKIT KUMAR JHA AVINASH KHANDURI SURAJ BHAN

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    METHODS OF RESOLVING INTERPERSONAL CONFLICT

    R . J . BURKE

    PRESESNTED BY :-AFTAB LASHKARIYA

    AMIT THAKAR

    ANKIT KUMAR JHA

    AVINASH KHANDURI

    SURAJ BHAN

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    BA (Manitoba)MA & PhD (Michigan)

    Professor Emeritus of Organization Studies.

    AUTHORRONALD J. BURKE

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    CASE STUDY

    PHASE 1

    Questionnaire data from 74 managers, describing the way

    they and their immediate superiors dealt with conflictsbetween them.

    PHASE 2

    57 managers provided written descriptions of times when

    they felt particularly good, and particularly bad, about the

    way an interpersonal conflict was resolved.

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    PHASE 1

    FIVE METHODS OF CONFLICT RESOLUTION By. BLAKE AND MOUTON

    1. Withdrawing :- See no evil, hear no evil, speak no evil

    2. Smoothing :- Play down the differences & emphasize common

    interest

    3. Compromising :- No one loses but no one wins

    4. Forcing :- Creates a victor and a vanquished

    5. Confrontation Problem Solving :- Both can win

    TWO DEPENDENT VARIABLES :-

    (1) Constructive use of differences and disagreements

    (2) Aspects of the superior-subordinate relationship in planning job

    targets and evaluating accomplishments.

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    Withdrawing and forcing behaviours were negatively

    related to the dependent variables.

    Compromising was not related to these variables.

    Use of smoothing was inconsistently related (sometimes

    positive and sometimes negative).

    Only confronting or problem solving was always related

    positively to the dependent variables.

    FINDINGS OF PHASE 1

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    FINDINGS OF PHASE 2

    Confrontation :- Effective Resolution.

    Forcing and withdrawing :- Ineffective Resolution.

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    LEARNINGS FROM THE ARTICLE

    Methods of NEGOTIATING & CONFLICT handling

    Effective & Ineffective conflict Resolution

    Characteristics of Problem Solving

    Attitude, Skill & Creativity

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    LEARNINGS FROM THE CHAPTER

    CONFLICT & NEGOTIATION

    CATEGORIES OF CONFLICT

    TRADITIONAL SOURCES OF CONFLICTS

    ISSUES TO HANDLE IN THE PROJECT FORMATION

    PROJECT NEGOTIATION REQUIREMENTS

    CONFLICT & THE PROJECT LIFE CYCLE

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    CONCLUSION

    The person with the different ideas especially when he

    is subordinate, are generally seen as the trouble maker,

    but it actually leads to innovation.

    E.g. Maruti udyog LTD.

    The poorest method of the conflict resolution is

    forcing.

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    Techniques Effective Resolution

    N %

    Ineffective Resolution

    N %

    Withdrawing 0.0 9.4

    Smoothing 11.3 5.7

    Forcing 24.5 79.2

    Compromise 11.3 5.7

    Confrontation problemsolving

    58.5 0.0

    Others 5.7 3.8

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    Finally the conflicts situations can be

    minimize by using better ambiance,common goals, continuous evaluation of

    employees, motivating to work in teams,

    etc.

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    THANK YOU