Presentation on theme: "Conflict Defined! a disagreement where parties involved perceive a threat to something that the first party cares about. Involves perception. 'clash of."— Presentation transcript:
1Conflict Defined!a disagreement where parties involved perceive a threat to something that the first party cares about.Involves perception.'clash of interests, values, actions, views or directions.'
2How the changing views come about - people try to meet economic needs at work- no conflict exists between individual and organizational objectivespeople act rationally for self interest- we act alone to satisfy individual needsASSUMPTIONS!motivated by many needsnot always logicalmanagement requires effective social skills, not just technical skillsjob satisfaction will lead to higher job productivityHumanRelationsTraditionalMake shorter abit
3The 3 Changing views of Conflict TraditionalBad, caused by trouble makersShould be avoided or suppressedHuman RelationsNatural, inevitableCannot eliminate, may contribute to group performanceInteractionistA positive force and essential to performance effectively. Can be functional or dysfunctional.An atmosphere of tension is essential in any organization
4Some Potential Causes of Conflict - Specialization- Interdependence- Common ResourcesAuthority- Relationships- Status Inconsistencies- Jurisdictional- Conflict management style- Perception- Values and EthicsEmotions- Communication barriers-Cultural DifferencesPersonalStructural
5Conflict ProcessTransformation of conflict space into opposing interestsInvolves the choice to perceive opposing interestResults in conflict behaviourBalance of powerDisruption of expectations
6Functional & Dysfunctional Conflict Functional – produces a productive forceDysfunctional – hinders group performanceImproves quality of decisionOppose goals of conflictstimulate members of the organization to increase their knowledge and skills Less motivation by group members, time consumingIncreases contribution to organizational innovation and productivity.Upsets personal psychological functioningCreates environment for self-evaluation and changePoor quality of decisionUpsets psychological functioningGive e.g. of how to identify
7Why is conflict necessary? Being aware of existing problemsRelieves minor tensionsClears air of unexpressed resentmentsCatalyst for positive changeMedium for problem-solvingFacilitates group cohesivenessBetter decisions made
8Types of Conflict Task Over contents and goals of work Differences in viewpointsEffective decision makingPsychologicalInside the personRelationshipInterpersonal relationshipInterpersonal differencesPoor decision makingProcessDelegate resources
9Identifying Work place Conflict, Causes A specific type of conflict that occurs in workplacePersonality or style differences and personal problemsOrganizational causes: leadership, management, budget, and disagreement about core values can also contributeAvoid authority- and domain-related disputes,improve policies, procedures and rules,re-apportioning existing resources or adding new,altering communicationsCausesSolutions
10Possible outcomes of a conflict Win-WinBoth parties needs are metEnds up happyWin- LoseOnly 1 winner and 1 loserTraditional perceptionLose-LoseNeither party benefitsEnds up unhappyTHE IMPLICATION……VERY IMPORTANT!
11How to behave during a conflict FocusKnowing what the individual wantsIdentify the best outcomeNeedsAsking what the other party wants (never assume)Anticipate the person’s responseListenLet him feel you careAcknowledge differences and seek suggestionsHIMAddress the other party’s interest first.Explain benefits and begin and end with positive words
12Appropriate Conflict Management Strategies Conflict Resolution – process of attempting to resolve a conflictAccommodateAvoidCompeteCompromise
13Appropriate Conflict Management Strategies Conflict Stimulation – creating and increasing of conflictsCommunicationBringing in the outsidersRestructuring the organisationAppointing a devil’s advocate
15Kare Anderson’s Model for Conflict Resolution STEP 1Tell yourself your main needs.STEP 2Reach out to find the other person’s main needs.THE ROUND TRIPSTEP 4Propose a solution that supports their main needs and yours as well.STEP 3Listen to the other person.
16Conflict Check List It’s time to take some action! Step 5: Managing emotionsStep 6: Willingness to resolveStep 7: Mapping the conflictStep 8: MediationStep 9: Broadening perspectivesStep 1: Win/winStep 2: Creative responseStep 3: EmpathyStep 4: Appropriate assertiveness
17Conclusion of Conflict as a Group - Inevitable- Learn to address our differences and needs- work together as a group to solve all difficulties- Each person should have a role to play instead of waiting for leader to assign task- Confident positive outcomes if conflict is constructively managed- Improve self-awareness- Strengthen relationship
18Summary/ Learning Points - Conflict can occur due to different goals and expectations- Necessary for better decisions- Optimal level of conflict can result in high performance- Increased group performance- Types of outcome; win-win is the best situation.- Resolving and stimulating conflict lead to desired level of conflict.- The appropriate conflict management techniques
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