HIGH PERFORMANCE LEADERSHIP

CONFLICT MANAGEMENT

GROUP MEMBERS:

JACQUELINE GONSALVES

JAYDATT PALVE

KRISHNARAJ DONGRE

MARILYN GONSALVES

NITIN GHADIGAONKAR

SATISH GHUGE

SOURABH PANADARE

CONTENT

INTRODUCTIONCONFLICT TYPESSOURCES OF CONFLICTSTAGES OF CONFLICTEFFECTS OF CONFLICTCOPING STRATEGIESCONFLICT MANAGING STYLESNEGOTIATION

INTRODUCTION

What is conflict?

Conflict is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scare resources, and interference from others in achieving their goals”

Conflicts exist whenever incompatible activities occur.

CONFLICT TYPES

INTRA-INDIVIDUAL

INTERPERSONAL

INTERGROUP

ORGANIZATIONAL

INTRA-INDIVIDUAL

INTER-PERSONAL

INTER-GROUP

ORGANIZATIONAL

CONFLICT MICRO

MACRO

SOURCES OF CONFLICT

INTRA-INDIVIDUAL

DUE TO FRUSTRATION

GOAL

ROLE

SOURCES CONTD.

INTERPERSONAL

PERSONAL DIFFERENCES

INFORMATION DEFICIENCY

ROLE INCOMPATIBILITY

ENVIRONMENTAL STRESS

SOURCES CONTD.

INTERGROUP

COMPETITION FOR RESOURCES

TASK INTERDEPENDENCE

JURISDICTIONAL AMBIGUITY

STATUS STRUGGLE

STAGES OF CONFLICT

• Latent confl ict

• Confl ict awareness

• Frustrat ion

• Tens ion

• Antagonism

• Frequent Disagreement

• Verbal Aggress ion

• Phys ica l threats

AV OF CONFLICT STAGES

EFFECTS OF CONFLICT

PHYSICAL PROBLEMS

PSYCHOLOGICAL PROBLEMS

BEHAVIORAL PROBLEMS

COPING STRATEGIES

INDIVIDUAL COPING

EXERCISE

RELAXATION

BEHAVIORAL SELF CONTROL

NETWORKING

ORGANIZATIONAL

SIX HAT THEORY

SIX HAT THEORY

White hat: Information

Red hat: Felling

Black hat: Caution

Yellow hat: Positive

Green hat: Creativity

Blue hat: Process

CONFLICT MANAGING STYLES

AVOIDANCE OR WITHDRAWAL

ACCOMMODATION OR SMOOTHING

COMPETITION OR AUTHORITATIVE COMMAND

COMPROMISE

COLLABORATION OR PROBLEM SOLVING

NEGOTIATION

NEGOTIATIONThe process of making joint decisions when the parties

involved Have alternative preferences

SUBSTANCE GOALS Focus on outcomes.

RELATIONSHIP GOALS Focus on people’s relationships and interpersonal processes.

DISTRIBUTIVE NEGOTIATIONFocuses on win-lose claims made by each party for certain preferred outcomes.

INTEGRATIVE NEGOTIATION Uses a win-win orientation to reach solutions acceptable to

each party.

FOUR CRITERIA OF EFFECTIVE NEGOTIATION

1. QUALITY

Getting a “wise” agreement satisfactory to all sides

2. COST

Being efficient, using minimum resources and time

3. HARMONY

Acting to strengthen rather than weaken relationships

4. IMPLEMENTATION

Gaining real commitments to live up to agreement