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Aakanksha Badola-01Aanchal Sapra-02Aanchal Sood-03Ajeet Patil-04Col. Alex Joseph-05

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Conflict is present where there is an incompatibility of goals arising from opposing behaviours at theindividual, group or organisation level.

OppositionIncompatible BehaviourAntagonistic interactionBlock any other party from reaching his / hergoals

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` Scarcity of resources (finance, equipment, facilities,etc)

` Different attitudes, values or perceptions` Disagreements about needs, goals, priorities and

interests` Poor communication` Poor or inadequate organisational structure` Lack of teamwork` Lack of clarity in roles and responsibilities

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The ability to influence someone else influence being the process of affecting thethoughts, behaviour and feelings of anotherperson

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The most commonly used types in business are French& Raven s 5 power theory s from 1959.

` Reward power` Coercive power` Legitimate power` Referent power` Expert power

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` Reward PowerEstablishing connection between performance andreward.

Ex. Incentives, Pay rise, Promotions etc.

` Coercive powerDependent on fear, suppression of free will, or use of punishment or verbal abuse.

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` Legitimate powerPower due to professional positions within anorganization structure. Higher the position higher is

the power in the hierarchical executive levels.

` Expert PowerAttained by possession of talents such as skills,knowledge, abilities, or previous experience.

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` Referent PowerCharismatic and influential power due to the personaof an individual

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` Horizontal balance of power, e.g. power strugglebetween two departmental heads

` Win-lose approach resulting in suboptimalperformance

` Improved coordination and working towardscommon interests may help

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` Powerful individuals trying to control others, lesspowerful ones trying to become more autonomous

` Typical organizational response is tightening therules, which may not work

` Trying different styles of leadership anddecentralization may help

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` Conflict situation encountered by the middlemanagement due to role ambiguity and role conflict

` Improving communication, clarifying tasks,education in positive ways to influence others

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` Is quickly and positively accepted

` It verifies compliance with directives

` Acts as a motivator

` Offer rewards desired by the subordinates

` Acts as a de-motivator also if the reward is not enough

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` Results in obedience and agreement

` Causes fast and short term improvements at work

` Employees feel threatened and pressured

` Causes high de-motivation in the long run

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` Wins conformity because of authority attached

` Helps in building work

` Its cordial and polite

` It explains reasons for request

` Exercise power consistently

` Its sensitive to subordinate s concerns

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` Treat subordinates fairly

` Generally liked by many people

` Maintains good relationship between all levels of thebusiness

` Defend subordinates interests

` Be sensitive to subordinate s needs and feelings

` Leader enjoys good reputation

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` Leader has expertise in a particular area

` Leader maintains creditability

` Employees are highly influenced by the leader

` Does not threatening subordinate s self esteem