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Organizational Conflicts: by Pushpendra Sarita Harsha Vardhan

This document discusses organizational conflicts by defining what conflicts are, their different types, and processes. It begins by explaining the traditional and current views of conflicts, seeing them as either caused by errors or contributors to performance. The main types of conflicts covered are functional vs dysfunctional, intra-individual, inter-individual, intra-group, and inter-group. Intra-individual conflicts arise from frustration, goal conflicts, or role ambiguity. The document also outlines Pondy's five stage conflict process of latent, perceived, felt, manifest, and resolution/aftermath. It concludes by covering conflict stimulation and management techniques organizations can use.

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34 views26 pages

Organizational Conflicts: by Pushpendra Sarita Harsha Vardhan

This document discusses organizational conflicts by defining what conflicts are, their different types, and processes. It begins by explaining the traditional and current views of conflicts, seeing them as either caused by errors or contributors to performance. The main types of conflicts covered are functional vs dysfunctional, intra-individual, inter-individual, intra-group, and inter-group. Intra-individual conflicts arise from frustration, goal conflicts, or role ambiguity. The document also outlines Pondy's five stage conflict process of latent, perceived, felt, manifest, and resolution/aftermath. It concludes by covering conflict stimulation and management techniques organizations can use.

Uploaded by

HarshaVardhan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

ORGANIZATIONAL

CONFLICTS
By
PUSHPENDRA
SARITA
HARSHA VARDHAN

LEARNING OBJECTIVES
Conflict
Conflict and competition
Types of conflict
Process of conflict
Conflict management styles

What Is CONFLICT?

CONFLICT AND
COMPETITION

TRADITIONAL AND CURRENT


VIEW
View
Traditional
Confl ict is caused
by
management error
in designing
organizations or by
trouble makers
Confl ict prevent
optimal performance
Optimal
organizational
performance
requires removal of
confl ict

Current View
Confl ict arises from diff
in goals, perceptions
and values
Confl ict contributes and
detracts from
organizational
performance
Optimal organizational
performance requires a
moderate level of
confl ict

TYPES OF CONFLICTS
Functional and Dysfunctional
conflict
Intra-individual conflict
Inter-individual conflict
Intra-group conflict
Inter-group conflict

Functional Conflict:
Constructive and improve.

Dysfunctional Conflict:
Destructive and hinder.

INTRA-INDIVIDUAL
CONFLICT

Causes:
Conflict from frustration
Goal conflicts
Role conflicts and ambiguity

[Link] FROM
FRUSTRATION
NEED

DRIVE
FRUSTRATION
DEFENCE
MECHANISMS

GOAL
BARRIER
1. Aggression
2. Withdrawa
l
3. Fixation
4. compromis
e

[Link] CONFLICT
Attainment of one goal excludes the
possibility of attaining the other.
Types:
1.
2.
3.
4.

Approach approach conflict


Turned down-approach conflict
Avoidance-avoidance conflict
Multiple approach-avoidance conflict

[Link] CONFLICT AND


AMBIGUITY
Several roles and also finds time
and resources inadequate to do.

INTER-INDIVIDUAL
CONFLICT
Transactional analysis
Johari Window

JOHARI WINDOW

INTRA-GROUP CONFLICT
Conflicts that occur with in groups.
It can act like both functional as
well as dysfunctional conflict.

INTER-GROUP CONFLICTS
Task inter-dependence
Task ambiguity
Goal incompatibility
Competition for limited resources
(tangible and intangible)

PONDY CONFLICT
PROCESS

Contd

Latent Conflict:
conflict-promoting situations appear on
the scene between individuals and
groups.
Ex: Conflict between financial manager
and sales manager.

Contd

Perceived Conflict:
When one party frustrate the other
party, people perceive that a confluctual
conditions exist.
Sales manager may need additional
budget for promotional activities which
financial manager may not release.

Contd

Felt Conflict:
At this stage, the conflict is actually felt.
As stated earlier, the funds are not
released by the finance manager and the
problem is being surfaced.

Contd

Manifest Conflict:
It is a stage of open dispute. Both parties
devise their strategies to face each
other.
Finance manager may openly turn down the
request since he might have allotted additional
funds for procurement of better raw material
for production department. Sales manager may
argue that better raw material has no meaning
unless the facts are brought to the notice of
customers, which can only be done through
promotional campaign.
Contd

Conflict resolution:
At this stage, the conflict will be resolved
by conflict resolution techniques.
Conflict Aftermath:
At this stage, the conflict will be resolved
by conflict resolution techniques.

CONFLICT STIMULATION
TECHNIQUES
Communication
Bringing in outsiders
Restructuring the organization
GM
Devils advocacy method

RESOLVING INTER-PERSONAL
CONFLICTS
Lose-lose approach
Win-lose approach
Win-Win approach

CONFLICT MANAGEMENT
STYLES

REFERENCES
ORGANIZATIONAL BEHAVIOR by
ROBINS,JUDGE, VOHRA
ORGANIZATIONAL BEHAVIOR by
Dr. [Link]
ORGANIZATIONAL BEHAVIOR by
V.G. KONDALKAR

THANK YOU

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