conflict & organization change
DESCRIPTION
slide show the conflict and problems in whole orgnisation in different level .TRANSCRIPT
CONFLICT
MANAGEMENT
Submitted by-
Akhil Goyal
M.B.A.,M.com
10/31/2014
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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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