Conflict revu
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CONFLICT
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CONFLICT
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“A state of incompatibility of ideas between two or more parties or individuals.”
MEANING
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DEFINITION
Conflict can be defined as an expressed struggle between at least two interdependent parties, who perceive that incompatible goals, scarce resources, or interference from others are preventing them from achieving their goals
Wimot and hocker,2001
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Presented by: Dr.Samar
Not as they areBut as we are
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GENERAL CAUSES OF CONFLICTS Scarcity of resources Different attitudes, values or
perceptions. disagreements about needs, goals,
priorities and interests Poor communication poor or inadequate organizational
structure lack of teamwork lack of clarity in roles and
responsibilities
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TYPES OF CONFLICTS
IntrapersonalInterpersonalIntragrouporganisational
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INTRAPERSONAL
An intrapersonal conflict occurs within an individual in situations in which he or she must choose between two alternatives
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INTERPERSONAL CONFLICTconflict between two or more
individuals. INTERGROUP CONFLICT refers
to disagreements or differences between the members of two or more
groups.
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ORGANIZATIONAL CONFLICTS
conflict also occurs in organization because of differing perceptions or goals.
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THE CONFLICT PROCESS
LATENT CONFLICT PERCEIVED CONFLICTFELT CONFLICTMANIFEST CONFLICTCONFLICT RESOLUTIONCONFLICT AFTERMATH
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EFFECTS OF CONFLICT IN ORGANIZATIONS
DESTRACTIVE EFFECTS• Stress• Absenteeism• Staff turnover• De-motivation• Non-productivity
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CONSTRUCTIVE EFFECT
•Improves decision quality
•Stimulates creativity
•Encourages interest
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SIGNS OF CONFLICT BETWEEN INDIVIDUALS
Colleagues not speaking to each other or ignoring each other
Contradicting and bad-mouthing one anotherDeliberately undermining or not co-operating
with each other.
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OUTCOMES OF CONFLICT
Win-lose outcome Lose-lose outcome Win- win outcome
Grrrrr….. Grrrrr…..
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Conflict Management
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MULTIPLE FACTORS
Identify the boundaries of the conflict.
Understand the factors that limit the possibilities of managing the conflict constructively.
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CONT………..
Be aware of whether more than one issue is involved.
Be open to the ideas, feelings, and attitudes expressed by the people involved.
Be willing to accept outside help to mediate the conflict.
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HANDLING CONFLICT SITUATIONS
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CONFLICT-MANAGEMENT STRATEGIES
DEFENSIVE MODECOMPROMISEPROBLEM SOLVING
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DEFENSIVE MODE
• Suppress the conflict.• Restrict or isolate the
conflict• Smooth it over • Avoid the conflict• Separete the contending
parties
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COMPROMISEWith this each party wins something and loses something. In the settlement, each side gives up a part of its demands. Thus each side may "go halfway" or "split the difference
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PROBLEM SOLVING
Initiate a discussion, timed sensitively and held in an environment conducive to private discussion.Respect individual differences.Be empathic with all involved parties.Have an assertive dialogue that consists of separating facts from feelings, clearly defining the central issue, differentiating viewpoints, making sure that each person clearly states their intentions, framing the main issue based on common principles, and being an attentive listener consciously focused on what the other person is saying..Agree on a solution that balances the power and satisfies all parties, so that a consensus on a win-win solution is reached
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CONFLICT HANDLING INTENTIONS
Assertiveness (satisfying one’s own concerns)
Cooperativeness (attempting to satisfy another’s concerns
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CONFLICT-RESOLUTION STRATEGIESAvoiding:
Withholding or withdrawing:
In this avoidance strategy, one party opts out ofparticipation. They remove themselves from the
situation.Smoothing over or reassuring:
This is the strategy of saying "Everything will be OK." By maintaining surface harmony, parties do
not withdraw but simply attempt to make everyone feel good
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ACCOMMODATING:
This strategy is used when there is a large power differential. The more powerful party is accommodated to preserve harmony
Forcing: This technique is a dominance move and an arbitrary way to manage conflict.
Competing:
Compromising
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Confronting: This technique is called assertive problem solving and is focused on the issues. Individuals speak for themselves, but in a way that decreases defensiveness and allows another person to hear the message Collaborating: This is an assertive and cooperative strategy in which the parties work together to find a mutually satisfying solution. It is invoked with the phrase "Two heads are better than one.“
Bargaining and negotiating
Problem solving:
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PREVENTING CONFLICT
Frequent meeting of your teamAllow your team to express openlySharing objectivesHaving a clear and detailed job descriptionDistributing task fairlyNever criticize team members publiclyAlways be fair and just with your teamBeing a role model
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NEGOTIATION
It is a compromise. That is,each party gives up something with the emphasison accommodating differences between the two parties Focus on a Win-Win Solution,Want both parties to be satisfiedwith the outcome
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STEPS IN NEGOTIATION PROCESS
BEFORE THE NEGOTIATION
DURING NEGOTIATION
CLOSURE OR FOLLOW –UP TO NEGOTIATION
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STEP 1 – BEFORE NEGOTIATING
Be prepared (Do your research). Start with high, realistic
goals. Know what you will settle
for. Know what to trade off
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STEP 2 DURING NEGOTIATION
Clearly communicate Be assertive Be a good listener Regroup quickly Be open minded Try to understand all points of view Focus on the conflict, Not the people Be honest Be tough
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STEP 3 CLOSURE & FOLLOW-UP TO NEGOTIATION
State what has been agreed toClose on a friendly noteSend a memo regarding what has been agreed to
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CONSENSUS
Consensus means that negotiating parties are able to reach an agreement that all parties can support, or at least not oppose, even though it does not represent everyone's first priorities .
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THANK YOU