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CONFLICT MANAGEMENT Submitted by- Akhil Goyal M.B.A.,M.com 10/31/2014 1

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Page 1: Conflict & organization change

CONFLICT

MANAGEMENT

Submitted by-

Akhil Goyal

M.B.A.,M.com

10/31/2014

1

Page 2: Conflict & organization change

What we have on the

Agenda….

Definition

Different views

Sources of conflict

Stages of conflict

Conflict resolution

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Definition…

Can be defined as a process that begins when one party

perceives that another party has negatively affected, or

is about to negatively affect, something about that the

first party cares about.

Conflicts exist whenever incompatible activities occur

between at least two interdependent parties who

perceive incompatible goals, scare resources, and

interference from others in achieving their goals” (Wilmot

and Hocker, 1998)

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Different views….

There has been “conflict” over the role of

conflict in groups and organizations.

So there are 3 different views about conflict

viz.

The traditional view.

The human relations view.

The interactionist view.

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The Traditional view…

The belief that all conflicts are harmful and

must be avoided.

Conflict was viewed negatively, and it was

used synonymously with such terms as

violence, destruction etc.

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The Human relations view..

The belief that conflict is a natural and

inevitable outcome of any group.

It argued that conflict was a natural occurrence

in all groups and organizations.

There are even times when conflict may

benefit a groups’ performance.

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The interactionst view…

The belief that conflict is not only a positive

force in a group but that it is also an absolute

necessity for a group to perform effectively.

It encourage leaders to maintain ongoing

minimum level of conflict.

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Types of conflicts…

Functional.

Dysfunctional.

Task conflict.

Relationship conflict.

Process conflict.

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Functional conflict-constructive form of

conflict.

Dysfunctional-destructive form of conflict.

Task conflict-relates to the content and goals

of the work.

Relationship conflict-focuses on

interpersonal relationship.

Process conflict-relates to how the work get

done.

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Sources of conflict…

Conflicts may originate from a number of

different sources, including:

Differences in information, beliefs, values,

interests, or desires.

A scarcity of some resource.

Rivalries in which one person or group

competes with another.

Communication barrier.

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Stages of conflict…

There are five stages of conflict process.

Potential opposition or incompatibility

Cognition and personalization

Intentions

Behavior

outcomes

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Stage I-Potential opposition or

incompatibility

It means the presence of condition that create

opportunities for conflict to arise.

They need not lead directly to conflict, but one

of these conditions is necessary if conflict is to

surface.

These conditions are have been condensed

into three general categories. Communication

Structure

Personal variable

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Communication…

It can be a source of conflict.

It represents the opposing forces that arise

from semantic difficulties, misunderstandings

and noise in the communication channel.

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Structure…

The term structure is used in the context, to

include variables such as Size

Degree of specialization in the task assigned

Leadership styles

Reward system

Degree of dependence between group

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Personal variable…

Conflict on personal issues.

Which include… personality

Values

emotions

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Stage II- Cognition and

Personalization

It is where conflict tend to be define.

This is the place where parties decide what

the conflict is about.

Conflict is decided on the basis of one’s

perception and feelings (emotions).

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Stage III- Intention…

It intervene between people’s perceptions, emotions and their behavior.

One have to infer the other’s intent to know how to respond to other’s behavior.

Five conflict handling intentions can be identified as

Competing

Collaborating

Avoiding

Accommodating

compromising10/31/2014

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Stage IV-Behavior

This is where conflict become visible.

It includes the statement, action and reactions

made by the conflicting parties.

It is a dynamic process of interaction.

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Stage V- Outcomes

The action-reaction interplay between the

conflicting parties result in consequences.

This can be functional outcome which

improves the group performance or

dysfunctional outcome, that hinders group

performance.

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Conflict Management

Conflict management is defined as “the

opportunity to improve situations and

strengthen relationships

Borisoff and Victor (1998) argue that the best

strategy for conflict management (negotiation)

depends on the desired outcome.

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Some conflict resolution

techniques

Problem solving

Subordinate goals

Expansion of resources

Avoidance

Compromise

Collaboration

competitiveness

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Thank you…

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