Management Learning

Series Vol#02

Conflict Managent
(To make workplace Friendly and productive)

Presented by

Subroto Ghosh
Definition Management Learning
Series Vol # 02

Conflict is a situation in which someone

believes that his or her own needs have been
denied.
 Management Learning
Series Vol # 02

“The goal of organizational leadership is not to

eliminate conflict, but to use it.”

“Conflict is a predictable social phenomenon

and should be channeled to useful
purposes.”
What Do You Think? Management Learning
Series Vol # 02
Symptoms Of Conflict Management Learning
Series Vol # 02

 Tensions.
 No desire to communicate.
 Work not done properly.
 Disastrous meetings.
 Anger occurs quickly and easily.
Symptoms Of Conflict Management Learning
Series Vol # 02

 Failing productivity.
 Slipping morale.
 Absenteeism.
 Accidents.
 Escalating costs.
 Slamming doors.
 Shouting.
 Bad times.
Symptoms Of Conflict Management Learning
Series Vol # 02

 The employee (or employees) involved display no

desire to communicate.
 Bad tempers are evident.
 Productivity is falling.
 Morale is slipping.
SOURCES OF CONFLICT: Management Learning
Series Vol # 02
UNDERSTANDING CONFLICT Management Learning
Series Vol # 02

ORIGINS OF CONFLICT:
Limited resources.
Unmet basic needs.
Different values.
RESPONSES TO CONFLICT: Management Learning
Series Vol # 02

SOFT: HARD:
Withdrawing. Threatening.
Ignoring. Pushing.
Denying. Hitting.
Giving in. Yelling.

PRINCIPLED:
Listening.
Understanding.
Respecting.
Resolving.
OUTCOMES OF CONFLICT: Management Learning
Series Vol # 02

SOFT:
LOSE-LOSE
LOSE-WIN

HARD:
LOSE-LOSE
WIN-LOSE

PRINCIPLED:
WIN-WIN.
TYPES OF CONFLICT: Management Learning
Series Vol # 02

Interpersonal Conflict
Conflict between individuals due to differences in their goals or values.
Intragroup Conflict
Conflict within a group or team.
Intergroup Conflict
Conflict between two or more teams or groups.
Managers play a key role in resolution of this conflict
Interorganizational Conflict
Conflict that arises across organizations.
CONFLICT MANAGEMENT: Management Learning
Series Vol # 02

Five conflict management modes

1. Withdrawal/Avoidance. temporary
2. Smoothing/Accommodating. fails to resolve
3. Compromising
4. Forcing/Competing. Provides
5. Problem solving/collaboration resolution.
CONFLICT APPROACHES: competing/FORCING. Management Learning
Series Vol # 02

APPROPRIATE: INAPPROPRIATE:
An emergency looms. Collaboration is not yet
The issue is trivial and others been attempted.
don’t really care what Co-operation from others
happens. is important.
You’re sure you’re right, and Used routinely for most
being right matters more issues.
than preserving Self-respect of others is
relationships. diminished needlessly.
COLLABORATING: Management Learning
Series Vol # 02

APPROPRIATE: INAPPROPRIATE:
Co-operation is important. Time is short.
A creative end is important. Issues are unimportant.
Reasonable hopes exists to You’re over-loaded.
address all concerns. The goals of the other
The issues and relationship person certainly are wrong.
are both significant.
COMPROMISING: Management Learning
Series Vol # 02

APPROPRIATE: INAPPROPRIATE:
Co-operation is important Finding the most
but time or resources are creative solutions
limited. possible is essential.
When finding some You cant live with the
solution, even less than consequences.
the best, is better than a
complete stalemate.
When efforts to
collaborate will be
misunderstood as forcing.
AVOIDING: Management Learning
Series Vol # 02

APPROPRIATE: INAPPROPRIATE:
The issue is trivial. You care both about the
The relationship is in- relationship and the issues
significant. involved.
Time is short and a Used habitually for most
decision is not necessary. issues.
You have little power but Negative feelings may
still wish to block the other linger.
person. Others would benefit from
caring.
ACCOMMODATING: Management Learning
Series Vol # 02

APPROPRIATE: INAPPROPRIATE:
You really don’t care about You are likely to harbor
the issue. resentment.
You’re powerless but have Used habitually in
no wish to block the other order to gain
person. acceptance.
You realize you are wrong.
PROBLEM-SOLVING: Management Learning
Series Vol # 02

Set the stage.

Gather perspectives.
Identify the interests.
Create options.
Evaluate options.
Generate agreement.
PRINCIPLES OF CONFLICT RESOLUTION: Management Learning
Series Vol # 02

Separate people from the problem.

Focus on interests, not positions.
Invent options for mutual gain.
Use objective criteria.
 Management Learning
Series Vol#02

Manage Conflicts for betterment of your

Organization

Have A Nice Day