Presentation on Conflict

8/8/2019 Presentation on Conflict

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ConflictConflict

presented by :presented by :

AbhishekAbhishek UpadhyayUpadhyay ,, AkhilAkhil BhadrechaBhadrecha

AnshulAnshul k. Singh,k. Singh, AvijitAvijit DasDas

KesharpuKesharpu SekharSekhar && SaurabhSaurabh TamrakarTamrakar


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Definition of ConflictDefinition of Conflict

A situation in which someone believes that his or herA situation in which someone believes that his or her

own needs have been denied.own needs have been denied.

Implies disagreement, discord, and friction amongImplies disagreement, discord, and friction amongmembers of a group; where words, emotions, andmembers of a group; where words, emotions, and

actions "strike together" to produce disruptiveactions "strike together" to produce disruptive

effects.effects.

A state of incompatibility of ideas between two orA state of incompatibility of ideas between two or

more parties or individuals.more parties or individuals.


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What is Conflict?What is Conflict?

OppositionOpposition

A clash of opposingA clash of opposing ideas/interestideas/interest

DisagreementDisagreement Fight or battleFight or battle

ContentionContention

HostilityHostility Be incompatibleBe incompatible StruggleStruggle


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Symptoms Of Conflict (1 of 2)

Tensions.

Work not done properly.

Disastrous meetings.

Anger occurs quickly and easily.

Absenteeism.

Competition

Decreased rate of interaction Low trust and Suspicion

Hostility


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Symptoms Of Conflict (2 of 2)

Accidents and errors become more frequent.

Disagreements become more pronounced.

The employee (or employees) involveddisplay no desire to communicate.

Bad tempers are evident.

Productivity is falling.

Morale is slipping.


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Causes of Conflict

Opposing viewpoints or opinions

Emotions

Selfishness Breach of faith and trust

Miscommunication or misunderstandings

Assumptions

Underlying stress and tension

Ego problems


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Levels of Conflict

Conflict can occur at three levels namely: Individual level

,Interpersonal level, Group or organizational level.


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Perhaps nothing is said yet.Things don't feel right. It may bedifficult to identify what theproblem is.

Discomforts

Incidents

Misunderstandings

Tension

Crisis

Here motives and facts are often confused ormisperceived.

Here relationships are weighed down by negativeattitudes and fixed opinions. Has the way you feelabout and regard the other person significantlychanged for the worse?

Behavior is affected, normal functioning becomesdifficult, extreme gestures are contemplated orexecuted

Here a short, sharp exchange occurs

without any lasting internal reaction. Hassomething occurred between you andsomeone else that has left you upset,irritated or with a result you didn't want?


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What About Organization?

Unrealistic

ExpectationsInadequate

Resources

CONFLICTS

Lack of

Cooperation

Reduce

Energy


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How do we see conflict

Traditional view

Conflict is bad Caused by trouble-makers Should be avoided

Human Relation view

Conflict is natural It is inevitable Cannot be eliminated

Interactions view

Conflict is necessary It can be negative or positive It effects group performance


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Common Myths About Conflict

Deciding to withdraw from a conflict is weakness.

Every fight or disagreement must be won.

Men are supposed to be aggressive, never passive.

Women are supposed to be passive and submissive,

and never stand up for themselves.


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Lack of trustOur complaints

are trivialized

No actiongets taken! They only take

defensiveaction

Types of Conflict


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INTRAPERSONAL CONFLICT- Conflict within the

individual.

Approach conflict: an individual must choose among

alternatives, each of which is expected to have a positive

outcome.

Avoidance conflict: an individual must choose amongalternatives, each of which is expected to have a negative

outcome.

Avoidance conflict: an individual must decide whether to

do something that has both positive and negative

outcomes.


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INTERGROUP CONFLICT- An overt expressions of

tensions between goals or concerns of one group or

those of another group. There are opposing interests,

group boundaries or group differences involved. The

conflict is directly or indirectly related to culture group

identities. Sources of this type conflict includes:

Competing Goals; Competition of Resources; Cultural

Differences; Power Discrepancies; Assimilation vs.

Preservation of micro cultural identity.


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INTRAGROUP CONFLICT This type of conflict is conflictbetween the group members. There are two types of

conflict:Relationship conflict

Relationship conflict exists when there are interpersonalincompatibilities among group members, which typicallyincludes tension, animosity, and annoyance among

members within a group.Task conflict

Exists when there are disagreements among groupmembers about the content of the tasks being performed,

including differences in viewpoints, ideas, and opinions.


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Conflict Management

Conflict is inevitable, but combat is

optional.~

Max Lucado, theologian


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avoiding

accommodation

competition

compromise

collaboration

Conflict Handling Styles


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Characteristics

ignoring conflicts and hoping theyllgo away

putting problems under consideration

or on hold

use of secrecy to avoid confrontation

appeal to bureaucratic rules

Avoiding

When to use

Trivial, small/unimportant issue no perceived chance of

resolution

To allow a cool down period

To allow others to resolve the

situation


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Characteristics

negotiation looking for deals and

trade-offs

finding satisfactory or

acceptable solutions

When to use

goals are important, but not worth effort opponents with equal power are committed

to mutually exclusive goals

achieve temporary settlements to issues

arrive at solutions under time pressure

back-up to collaboration or competition

Compromise


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Characteristics

create win-lose situations use of power plays

forcing submission

When to use

quick, decisive action is vital, veryimportant

unpopular actions eg. cost cutting

issues are vital to company welfare

against people who take advantage of non-

competitive behavior

Competition


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Characteristics

giving way submission and

fulfillment

When to use

find you are wrong issues more important to others than yourself

maintain cooperation

build social credits for later on

minimize loss

harmony and stability are important

allow team members to learn from their mistakes

Accommodation


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Is Conflict Good or Bad ?


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Good Consequences

of Conflict


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increased creativity


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It forces people to clarify their views


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It can produce constructive

social change


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It gives people the

opportunity to testtheir capacities


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development of group andorganization cohesion


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Bad Consequences of

Conflict


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Violence


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Breakdown of Relationship


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polarization of views into static positions


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Breakdown ofcollaborative ventures


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destruction of

communication


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Diverts energy


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Conclusion

Conflict is neither good nor bad .Its inevitable. All unresolved conflict weakens relationships

All unresolved conflict decreases productivity & lowers

performance.

When managed properly it can be a catalyst for growth

but when managed poorly it can be disastrous.

Productivity is GREAT

EST

with a MODERAT

E amount ofconflict. Productivity is LOWEST when:

There is no conflict (laissez-faire attitude)

There is too much conflict (high anxiety, tension)

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Thank You

Presentation on Conflict

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