6 ConflictConflicts are often thought of as disagreements or problems at an interpersonal level. But these aren’t necessarily conflicts.On the other hand, a problem exists when there is a divergence of opinion that does affect behavior, decisions or the ability to accomplish a task. If there is also a belief that the interests or goals of the parties involved cannot be achieved simultaneously, then the problem has become a conflict. The ability to differentiate these various possibilities is an important first step in developing a conflict resolution strategy
7 What is Conflict Conflict is defined by 2 things: The issue or goal upon which the conflict is based and the relationship between the conflicting parties.
8 Types of Conflict Concern Goals Resources Power Ideology Norms Relationships
9 Different views on conflict Traditional ViewBehavioral ViewInteractionist View
10 Effects Of Conflicts Loss of Morale Missing of Deadlines Reduced ProductivityHigh Employee Turnover
12 Why Conflict Is Not Addressed managers and executives often fail to recognize what constitutes real conflict in their organizationsgeneral discomfort in dealing with issues involving strong emotions, some managers won’t intervene unless situations go to extremes, or will ignore conflict (consciously or unconsciously) fearing that if they intervene, they assume responsibility for the resolution.
13 Why Conflict Is Not Addressed Some employees fear that if they bring attention to conflict issues they will be labeled as hard to get along with or simply not "team players".Most disputants who have not developed career related negotiation skills (such as sales or purchasing) have little ability to negotiate effectively.
14 Steps towards conflict resulition Detect potential sources ofDiscuss the effects of conflict on both the individual employee and the workplace environmentIdentify techniques for reacting to conflictIdentify and apply communication skills that will aid in the resolution of workplace conflicts
19 Setting up of effective conflict mgt. Sys A corporate policyDocumentationTrainingMonitoring, Evaluation, & Course correction
20 Setting up of effective conflict mgt. Sys Conflict prevention is the first goal. is.resolved as quickly as possible.Conflicts are best addressed as directlyConflicts should be dealt with at the most informal levelArbitration and litigation are always options for resolving conflicts.A conflict be resolved through informal dialogue between the parties or in mediation than having to resort to the more formal
21 Tips to Keep in mind Keep a reasonable perspective Take the time to surveyInitiate negotiations.Sense of humor-this can diffuse the tension that may inhibit a solutionAvoid "win-lose" outcomes. With most conflicts, there is no "right" or "wrong" answer. Use your creative brain to come up with alternative solutions.
22 Tips to Keep in mind Don't get defensive. See point directly above. Remove your ego from conflict.Don't maintain constant eye contact.If things get out of control, become too heated, or are going nowhere, it might be a good idea to suggest that the issue be addressed at a later date
23 Message: 5Date: Sat, 26 Oct :57: (PDT)From: Ashish BubnaSubject: Re: Conflict ManagementHi,Hope this ppt will be useful..Regards,Ashish