Conflict Management RAJKUMAR MANDA Dy.Mgr (Mining)-HRD RAJKUMAR MANDA14/25/2011

Conflict is a process in which one party perceives that its interests are being opposed or negatively affected by another party. RAJKUMAR MANDA24/25/2011

Sources of Conflict Goals (incompatible) Values (different) Tasks (interdependence) Resources (scarce, not easy to find) Rules (ambiguous) Communication (Problems) RAJKUMAR MANDA34/25/2011

Types of Conflict 1.Constructive:- It is task related. constructive conflict occurs when team members debate their different perceptions about an issue in a way that keeps the conflict focused on the task rather then people. This form of conflict is constructive because participants learn about other points of view, which encourages them to examine their basic assumptions about a problem and its possible solution. RAJKUMAR MANDA44/25/2011

Types of Conflict (Cont’d) 2. Socio-emotional conflict:- Instead of focusing on the issue, when each party perceives other party as a problem. This condition is called socio-emotional conflict in this situation, differences are treated as personal attacks. RAJKUMAR MANDA54/25/2011

Normally conflict causes 3 ways (3E’s ) 1. Ego 2. Emotions 3. Envy RAJKUMAR MANDA64/25/2011

Resolution of conflicts:- There are three approaches A.Negotiation B.Third party intervention (or) third party arbitration C.ADR (Alternate Dispute Resolution) RAJKUMAR MANDA74/25/2011

Negotiation occurs whenever two or more conflicting parties attempt to resolve their divergent goals by redefining the terms of their independence. Some writers suggest that negotiations are more successful then the parties adopt a problem solving style. There are four stages in negotiation. (A). Negotiation RAJKUMAR MANDA84/25/2011

A-1) Preparation & goal setting: To give careful thought on initial offer, target and resistance points (minimum acceptable level). Good preparation on assumptions. A-2) Gathering Information:- “ Seek to understand before you seek to be understood”. With more information about the opponent’s interests and needs, negotiations can chooser low cost concessions or proposals that will satisfy the other side. RAJKUMAR MANDA94/25/2011

A-3) Communicating effectively: Minimize socio-emotional conflict by focusing on issues rather than people. Avoid irritating, provocative statements. Attempt persuasion. A-4) Making Concessions:- Concession…. Enable the parties to move forward the area of potential agreement ……..symbolize each party’s motivation to bargain in good faith. ……… tell the other party of the relative importance of negotiating items RAJKUMAR MANDA104/25/2011

(B). Third Party Intervention It is an attempt by a relatively neutral person to help the parties resolve their differences. There are generally three types of this method. RAJKUMAR MANDA114/25/2011

B-i) Arbitration:- The Arbitrator goes by the rules and processes agreed by both the disputing parties, listen their arguments and make a final binding decision. B-2) Inquisition:- (A period of detailed unfriendly questioning) They control all discussion about the conflict. They have a high process control because they choose which information to examine it, and they generally decide how the conflict resolution process will be handled. B-3) Mediation:- Mediators main purpose is to manage the process and context of interaction between the disputing parties. However, the parties make the final decision about how to resolve their differences. Thus mediator will have little or no control over the resolution decision. RAJKUMAR MANDA124/25/2011

(C). ADR (Alternate Dispute Resolution) It combines third party resolution methods. It begins with a meeting of both the parties to clarify and negotiate their differences. If this fails, a mediator is brought for a mutually agreeable solution. If mediation fails, arbitrator will decide, which is correct. RAJKUMAR MANDA134/25/2011

Effects of conflict in organizations Stress Absenteeism Staff turnover De-motivation Non-productivity RAJKUMAR MANDA144/25/2011

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 RAJKUMAR MANDA154/25/2011

Conclusion Conflict is unavoidable Complexity of organizational relationship Interaction among workers Dependence of workers on one another Conflict is a healthy sign not a negative process It reflects dynamics RAJKUMAR MANDA164/25/2011

Conclusion (Cont’d) Poorly managed conflicts – Unfavorable with counter productive results – Problems and negative attitude Well managed conflicts – Stimulate competition – Identify reasonable differences – Powerful source of motivation RAJKUMAR MANDA174/25/2011

RAJKUMAR MANDA184/25/2011