INSTITUTO TECNOLOGICO DE CULIACAN
ING. EN GESTION EMPRESARIAL
MANAGERIAL SKILLS II
UNIT II - CONFLICT MANAGMENT
STUDENT NAME:
ITZEL GUADALUPE ZAVALA ZAZUETA-21170844
PROFESSOR:
JORGE ADOLFO OBREGON ARAGON
DATE:
Thursday March 30, 2023
ELABORATED BY: ITZEL GUADALUPE ZAVALA ZAZUETA – 21170844
Conflict management is an umbrella term for the way we identify and handle conflicts
fairly and efficiently. The goal is to minimize the potential negative impacts that can
arise from disagreements and increase the odds of a positive outcome.
OBJETIVES:
o Explain why conflict arises, and identify the types and sources of
conflict in organizations.
o Describe conflict management strategies that managers can use to
resolve conflict effectively.
o Understand the nature of negotiation and why integrative bargaining
is more effective than distributive negotiation.
o Describe ways in which managers can promote integrative
bargaining in organizations
o Explain why managers need to be attuned to organizational politics,
and describe the political strategies that managers can use to
become politically skilled.
What is conflict management?
Conflict management refers to the way that you handle disagreements. On any given
day, you may have to deal with a dispute between you and another individual, your
family members, or fellow employees.
Although there are many reasons people disagree, many conflicts revolve around:
• Personal values (real or perceived)
• Perceptions
• Conflicting goals
• Power dynamics
• Communication style
CONFLICT MANAGMENT STYLES:
1. Accommodating
An accommodating mode of conflict management tends to be high in cooperation but
low in assertiveness
2. Avoiding
When avoiding, you try to dodge or bypass a conflict. This style of managing conflicts
is low in assertiveness and cooperativeness.
3. Collaborating
A collaborating conflict management style demands a high level of cooperation from
all parties involved.
4. Competing
When you use a
competitive conflict
management style
(sometimes called
'forcing'), you put your
own needs and desires
over those of others.
5. Compromising
Compromising demands
moderate assertiveness and cooperation from all parties involved.
Types of Conflict
• 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, groups or departments.
– Managers play a key role in resolution of this conflict
• Interorganizational Conflict
– Conflict that arises across organizations.
Sources of Conflict
• Different Goals and Time
Horizons
– Different groups have
differing goals and focus.
• Overlapping Authority
– Two or more managers
claim authority for the same
activities which leads to
conflict between the
managers and workers.
• Task Interdependencies
– One member of a group or a group fails to finish a task that another member or
group depends on, causing the waiting worker or group to fall behind.
• Different Evaluation or Reward Systems
– A group is rewarded for achieving a goal, but another interdependent group is
rewarded for achieving a goal that conflicts with the first group.
• Scarce Resources
– Managers can come into conflict over the allocation of scare resources.
• Status Inconsistencies
–Some individuals and groups have a higher organizational status than others,
leading to conflict with lower status groups.
Negotiation
Parties to a conflict try to come up with a solution acceptable to themselves by
considering various alternative ways to allocate resources to each other.
Integrative Bargaining
– Parties perceive that they might be able to increase the resource pie by trying to
come up with a creative solution to the conflicto
– View the conflict as a win-win situation in which both parties can gain
– Handled through collaboration or compromise.
Strategies to Encourage Integrative Bargaining
• Emphasizing superordinate goals
• Focusing on the problem, not the people
• Focusing on interests, not demands
• Creating new options for joint gain
• Focusing on what is fair
Organizational Politics
The activities managers engage in to increase their power and to use power
effectively to achieve their goals or overcome resistance or opposition.
The Importance of Organizational Politics
– Can be viewed negatively when managers act in self-interested ways for their own
benefit.
– Is also a positive force that can bring about needed change when political activity
allows a manager to gain support for needed changes that will advance the
organization.
CONCLUSION:
Conflicts are normal and a constant process in any organization. Dealing around
these conflicts positively is important. Conflicts can be both productive and
destructive for the organization; productive conflicts can help you by motivating you
in working better.
BIBLIOGRAPHIC REFERENCES:
Contemporary managment (5.a ed.). (2008). Gareth N. Jones.
C. (2023, 21 febrero). Conflict Management: Definition, Strategies, and Styles. Coursera.
https://www.coursera.org/articles/conflict-management
Just a moment. . . (s. f.). https://www.indeed.com/career-advice/finding-a-job/what-is-
conflict-management
