Nadeem SoomroNadeem Soomro

Reg # 10278

Interpersonal Conflict

“Working together isn’t always easy”

Interpersonal conflict

• Interpersonal conflict is unavoidable, but we can learn to manage it.

Conflict

Functional conflict serves the organization’s interests while

Dysfunctional conflict threatens the organization’s interests.

Conflict: “A condition that exists anytime in

which two or more people disagree.”

• Managing conflict in a dysfunctional way is a learned behavior and can be changed.

• Conflict is a natural phenomenon, neither inherently good or bad, but there may be positive or negative outcomes.

Conflict

Antecedents of Conflict

• Overlapping or unclear job boundaries.

• Competition for limited resources.• Inadequate communication.• Interdependent tasks.• Organizational complexity.

Antecedents of Conflict (continued)

• Unreasonable or unclear policies, standards, or rules.

• Unreasonable deadlines or extreme time pressure.

• Decision making by consensus.• Unmet expectations.

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Personal Styles of Dealing with Conflict

• Turtle (Avoidance)

• Teddy Bear (Accommodation)

• Shark (Domination)

• Fox (Compromise)

• Owl (Integration)

Five Conflict-Handling Styles

Sharing Accomodative

Competitive Avoiding

Collaborative

High Low

High

Low

Con

cern

for

Oth

ers

Concern for Self

• Outcomes of Conflict– Lose-lose

• no one achieves his or her true desires and the underlying reasons for conflict remain unaffected.

– Competition • uses force, superior skill, or domination to win a

conflict. – Compromise

• occurs when each party to the conflict gives up something of value to the other.

– Win-lose • one party achieves its desires and the other party

does not. – Collaboration

• involves working through conflict differences and solving problems so everyone wins.

– Win-win • the conflict is resolved to everyone’s benefit.

How to Build Cross-Cultural Relationships and minimize

ConflictBehavior Be a good listener Be sensitive to the needs of others Be cooperative, rather than overly competitive

Advocate inclusive (participative) leadership Compromise rather than dominate Build rapport through conversations Be compassionate and understanding Avoid conflict by emphasizing harmony

Nurture others (develop and mentor)

Some Assumptions about the Win-Win Method

• Your needs are important• My needs are equally important• We will approach this conflict from

a needs standpoint, not a solution standpoint.

• I will never use my power.

Steps in Win-Win Problem Solving

Steps To Follow: 1. Defining the problem in terms of needs. 2. Generating possible solutions (brainstorming). 3. Evaluating and testing the various solutions. 4. Deciding on mutually acceptable solutions. 5. Implementing the solution. (Try it out.) 6. Evaluating the solution.

Thanks for Your Kind Attention

Questions Are

Welcomed