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    Conflict & Conflict Management: Let Us Never Negotiate Out of Fear. But Let Us Never Fear To Negotiate! John F Kennedy

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    Shaheena Sana
    Conflict is inevitable in groups and organizations. Traditionally, conflict was viewed negatively but modern views see it as natural and sometimes beneficial when managed properly. There are different types of conflict including functional vs. dysfunctional, and intra-individual, inter-individual, intra-group, and inter-group. Conflict management strategies include avoiding, accommodating, competing, compromising, and collaborating, with the goal being to resolve conflicts in a positive manner to improve group performance and relationships.

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    Conflict & Conflict Management: Let Us Never Negotiate Out of Fear. But Let Us Never Fear To Negotiate! John F Kennedy

    Uploaded by

    Shaheena Sana
    336 views25 pages
    Conflict is inevitable in groups and organizations. Traditionally, conflict was viewed negatively but modern views see it as natural and sometimes beneficial when managed properly. There are different types of conflict including functional vs. dysfunctional, and intra-individual, inter-individual, intra-group, and inter-group. Conflict management strategies include avoiding, accommodating, competing, compromising, and collaborating, with the goal being to resolve conflicts in a positive manner to improve group performance and relationships.

    Original Description:

    organizational behaviour chapter conflict and conflict management

    Original Title

    Conflict Management

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    Conflict is inevitable in groups and organizations. Traditionally, conflict was viewed negatively but modern views see it as natural and sometimes beneficial when managed properly. There are different types of conflict including functional vs. dysfunctional, and intra-individual, inter-individual, intra-group, and inter-group. Conflict management strategies include avoiding, accommodating, competing, compromising, and collaborating, with the goal being to resolve conflicts in a positive manner to improve group performance and relationships.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    336 views25 pages

    Conflict & Conflict Management: Let Us Never Negotiate Out of Fear. But Let Us Never Fear To Negotiate! John F Kennedy

    Uploaded by

    Shaheena Sana
    Conflict is inevitable in groups and organizations. Traditionally, conflict was viewed negatively but modern views see it as natural and sometimes beneficial when managed properly. There are different types of conflict including functional vs. dysfunctional, and intra-individual, inter-individual, intra-group, and inter-group. Conflict management strategies include avoiding, accommodating, competing, compromising, and collaborating, with the goal being to resolve conflicts in a positive manner to improve group performance and relationships.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 25
    At a glance
    Powered by AI
    The key takeaways are that conflict is inevitable and can be both positive and negative depending on how it is managed. The document discusses different views on conflict and how it has evolved from being seen entirely negatively to recognizing that some level of conflict can be beneficial. It also outlines types of conflict and ways to manage conflict constructively.

    The traditional view saw all conflict as negative, while the human relations view recognized conflict as natural and sometimes beneficial. The interactionist/modern view believes some ongoing minimum level of conflict is necessary for a group to perform effectively.

    There are functional conflicts that support group goals and dysfunctional conflicts that hinder performance. Types of conflict include task, relationship, and process conflicts.

    CONFLICT &

    CONFLICT MANAGEMENT

    Let us never negotiate


    out of fear.
    But let us never fear to
    negotiate!
    John F Kennedy

    PRESENTED BY:

    PRESENTED BY:
    ANMOL RAUF
    NAYAB NAEEM
    SHAHEENA HAFEEZ
    ZOBIA IFTEKHAIR

    Conflict
    A situation when one party perceives that another
    party has negatively affected by something that
    the first party cares about.
    OR
    A serious disagreement or argument, typically a
    protracted one.

    Views on conflict
    Traditional view:
    The early approach to conflict assumed that all
    conflict was bad. Conflict was viewed negatively,
    and it was used synonymously with such terms
    as violence, destruction.

    Contd
    Human Relations view:
    The human relations position argued that
    conflict was a natural occurrence in all groups
    and
    organizations.
    Since
    conflict
    was
    inevitable(which cannot be avoided) it is
    accepted and there are even times when conflict
    may benefit a groups performance.

    Contd
    Interactionist View( Modern View):
    This view is based on the belief that conflict is not
    only a positive force in a group but is also
    necessary for a group to perform effectively.
    This approach encourages group leaders to
    maintain an ongoing minimum level of conflict
    enough to keep the group viable, self-critical and
    creative.

    Types of conflict
    Functional
    Support the goals of the group and improves its
    performance
    Dysfunctional
    conflict that hinders group performance.
    The functional conflicts can be differentiated from
    the dysfunctional conflicts on the basis of the
    following three attributes

    Dysfunctional Conflict Attributes


    (i) Task Conflict: Related to content and goals of
    the work.
    (ii)Relationship Conflict: Focuses on
    interpersonal relationships.
    (iii)Process Conflict: Process conflict relates to
    how the work gets done.

    Relation between Organizational


    Performance and Conflict

    Positive Aspects of Conflict

    Increased involvement
    Increased cohesion
    Innovation and creativity
    Personal growth and change
    Clarification of key issues
    Organizational vibrancy
    Individual and group identities

    Negative Aspects of Conflict

    Unresolved anger
    Personality clashes
    Less self-esteem
    Inefficiency
    Diversion of energy from work
    Psychological well being threatened
    Group cohesion disrupted
    Negative climate

    Intra & Inter individual Conflict


    Intra Individual Conflict:
    These conflicts arise within a person and are of
    psychological nature. These conflicts are generally
    related to the goals a person wants to achieve or
    roles in the manner he wants to achieve.
    Inter individual Conflict:
    Inter personal conflict arise between two individuals
    having competition for achieving scarce things, such
    as status, power, position, promotion or resources.

    Intra Group Conflict (With in the group)


    Intra group conflict refers to disputes among
    some or all of a groups members, which often
    affect the groups performance. Family run
    business can be especially prone to severe intragroup and other types of conflicts.

    Inter Group Conflict (Between groups)


    Inter group conflict arises out of the interaction
    of various groups. Inter group conflict is also
    called organizational conflict, refers to the
    conflict between groups, departments, or
    sections in an organization. Conflict between
    groups is frequent and highly visible.

    Conflict Management
    The term conflict refers to perceived
    incompatibilities resulting typically from some
    form of interference or opposition.
    Conflict management, then, is the employment
    of strategies to correct these perceived
    differences in a positive manner.

    Importance of Conflict Management


    Facilitates employees to concentrate on their work.
    Strengthens bonds amongst employees
    Helps finding a middle way an alternative to any
    problem and successful implementation of any
    idea.
    Motivates employees to strive hard to live up to the
    expectations and contribute to the organization in
    the best possible way.
    Prevention is better than cure

    How to deal with a Conflict


    There is no one best way to deal with conflict. It depends
    on the current situation. Here are the major ways that
    people use to deal with conflict.
    Avoid it
    Pretend it is not there or ignore it.
    Use it when it simply is not worth the effort toargue.
    Accommodate it
    Sometimes to the extent that you compromise yourself.
    Use this approach very sparingly and infrequently, for
    example, in situations when you know that you will have
    another more useful approach in the very near future.

    Contd
    Competing
    Work to get your way, rather than clarifying and addressing the issue.
    Competitors love accommodators. Use when you have a very strong
    conviction about your position.
    Compromising
    Mutual give-and-take.
    Use when the goal is to get past the issue and move on.
    Collaborating
    Focus on working together.
    Use when the goal is to meet as many current needs as possible by using
    mutual resources. This approach sometimes raises new mutual needs.

    Conflicts Resolving

    Key points to keep in mind


    Be a model of calm and control
    Don't give in to emotional outbursts
    Don't assume people are being difficult
    intentionally
    Find a quiet place in to resolve
    conflicts....privately

    Conclusion
    The better able team members are to engage,
    speak, listen, hear, interpret, and respond
    constructively, the more likely their teams are to
    leverage conflict rather than be levelled by it
    Increased understanding
    Increased group cohesion
    Improved self-knowledge

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