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Effective Conflict Management Strategies

The document discusses conflict management and provides information on what constitutes conflict, types of conflict, the conflict process, causes of conflict, and methods for dealing with and preventing conflict. It notes that while conflict is inevitable due to organizational relationships and interactions between workers, conflict can have positive impacts if managed well by stimulating competition and motivating individuals, whereas poorly managed conflict leads to counterproductive results."

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Bisrat Da
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78 views16 pages

Effective Conflict Management Strategies

The document discusses conflict management and provides information on what constitutes conflict, types of conflict, the conflict process, causes of conflict, and methods for dealing with and preventing conflict. It notes that while conflict is inevitable due to organizational relationships and interactions between workers, conflict can have positive impacts if managed well by stimulating competition and motivating individuals, whereas poorly managed conflict leads to counterproductive results."

Uploaded by

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

Conflict Management

By
Dr.D.John Prabakran
Former HoD & Assistant Professor
Dept.of Commerce CA
St.Joseph’s College(Autonomous)
Trichy
What is conflict?
• A battle, contest or opposing forces existing
between primitive desires and moral, religious
or ethical ideas ( Webster’s Dictionary)
• A state of incompatibility of ideas between two
or more parties or individuals

Conflict management is the practice of


identifying and handling conflict in a sensible,
fair and efficient manner
Types of conflict

• Inter-personal and intra-


personal
• Inter-group and intra-group
• Competitive and Disruptive
Conflict Process
Antecedent conditions

Perceived conflict Felt Conflict

Manifest behavior

Conflict Resolution
Or Suppression

Resolution aftermath
Antecedent Conditions
• Scarce Resources
• Conflicting attitude
• Ambiguous jurisdiction
• Communication barriers
• Need for consensus
• Unresolved prior conflicts
• Knowledge of self and others
How to create conflict?
• Not being a role model
• Take credit, no recognition
• Be judgmental
• Send written messages
• Subordinate should come to see me
• Make yourself inaccessible to your team
• Individual Vs team approach
• Telling them? Consulting them? Or deciding with them?
• Come tomorrow
• Introduce change without consultation or discussion
General causes of conflicts
• Poorly defined goals
• Divergent personal values
• Lack of cooperation/trust
• Competition of scarce resources
• Unclear roles/lack of job description
Effects of conflict in organizations
• Stress
• Absenteeism
• Staff turnover
• De-motivation
• Non-productivity
Conflict Table
I win I lose

You win Win-Win Lose-Win

You lose Win-Lose Lose-Lose


Methods to deal with conflicts
• Competition (win-lose situation)
• Accommodation (win-win situation)
• Avoidance (lose-lose situation)
• Compromise (lose-lose situation)
• Collaboration (win-win situation)
Steps to resolve conflicts
• Assure privacy
• Empathize than sympathize
• Listen actively
• Maintain equity
• Focus on issue, not on personality
• Avoid blame
• Identify key theme
• Re-state key theme frequently
• Encourage feedback
• Identify alternate solutions
• Give your positive feedback
• Agree on an action plan
How to prevent conflicts
• Frequent meeting of your team
• Allow your team to express openly
• Sharing objectives
• Having a clear and detailed job description
• Distributing task fairly
• Never criticize team members publicly
• Always be fair and just with your team
• Being a role model
Conclusion
Conflict is unavoidable

• Complexity of organizational
relationship
• Interaction among workers
• Dependence of workers on one another
Conclusion (Cont’d)

• Conflict is a healthy sign not a


negative process

• It reflects dynamics
Conclusion (Cont’d)
• Poorly managed conflicts
– Unfavorable with counter productive results
– Problems and negative attitude

• Well managed conflicts


– Stimulate competition
– Identify legitimate differences
– Powerful source of motivation

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