CONFLICT-MANAGEMENT ExeDev

CONFLICT
MANAGEMENT
Executive Development PA61
Reporter: Charry Ve B. Fernandez

WHAT IS CONFLICT MANAGEMENT?
Conflict management is the
practice of being able to
identify and handle conflicts
sensibly, fairly, and
efficiently.
Since conflicts in a business
are a natural part of the
workplace, it is important that
there are people who
understand conflicts and know
how to resolve them.
Conflict management, also
known as conflict resolution,
involves having a workplace
that precludes conflict and a
management team that
successfully handles and
resolves workplace issues.
Conflict often happens

because no one can come up
with a workable solution, so
resolving the conflict depends
on creating a solution.
WHY IS CONFLICT MANAGEMENT IMPORTANT?
• The importance of conflict resolution in your workplace should never be
taken lightly.
• Managing conflict well can help find creative solutions to internal
relationship issues, and can help to prevent environments that breed
negativity, stress, demotivation and general employee unrest.
WHAT CREATES CONFLICT?
international
intergroup
interpersonal
MAJOR CAUSES OF WORKPLACE CONFLICT
(NIBUSINESS INFO.CO.UK)
Personality Business values

clashes
Unresolved
workplace issues
Unrealistic needs
and expectations
Increase
in workload
CONFLICT IN THE WORKPLACE COULD BE THE RESULT OF:
• poor management
• unfair treatment
• unclear job roles
• inadequate training
• poor communication
• poor work environment
• lack of equal opportunities
• bullying and harassment
• significant changes to products, organizational charts,
appraisals or pay systems
THERE ARE FIVE MAIN CAUSES OF CONFLICT ACCORDING
TO VILENDRER LAW
Information Conflicts
- arise when people have different
or insufficient information, or
disagree over what data is
relevant.
Allowing sufficient time to be

heard, in a respectful environment
facilitated by a neutral person can
allow parties to clear up
information disparities.
Values conflicts
-are created when people have
perceived or actual incompatible
belief systems.
Where a person or group tries to
impose its values on others or
claims exclusive right to a set of
values, disputes arise.
While values may be non-
negotiable, they can be discussed
and people can learn to live
peacefully and coherently
alongside each other.
Interest Conflicts
-are caused by competition over
perceived or actual incompatible
needs.
Such conflicts may occur over

issues of money, resources, or
time. Parties often mistakenly
believe that in order to satisfy
their own needs, those of their
opponent must be sacrificed.
A mediator can help identify ways

to dovetail interests and create
opportunities for mutual gain.
Relationship Conflicts
- occur when there are
misperceptions, strong negative
emotions, or poor communication.
One person may distrust the other

and believe that the other person’s
actions are motivated by malice or
an intent to harm the other.
Relationship conflicts may be
addressed by allowing each person
uninterrupted time to talk through
the issues and respond to the
other person’s concerns.
Structural conflicts
-are caused by oppressive
behaviors exerted on others.
Limited resources or opportunity

as well as organization structures
often promote conflict behavior.
The parties may well benefit
from mediation since the forum
will help neutralize the power
imbalance.
SIX STEPS TO THE CONFLICT RESOLUTION PROCESS
BY: KIMBERLY A. BENJAMIN, PHR, FOUNDED HR STRATEGIES PLUS LLC
• Clarify what the disagreement is.

• Establish a common goal for both parties
• Discuss ways to meet the common goal
• Determine the barriers to the common goal
• Agree on the best way to resolve the conflict
• Acknowledge the agreed upon solution and
determine the responsibilities each party has
in the resolution
IVE MAJOR CONFLICT MANAGEMENT STYLES
• Collaborating Style
A combination of being
assertive and
cooperative, those who
collaborate attempt to
work with others to
identify a solution that
fully satisfies everyone’s
concerns
• Competing Style
those who compete are

assertive and
uncooperative and
willing to pursue one’s
own concerns at another
person’s expense.
Avoiding Style
Those who avoid conflict

tend to be unassertive
and uncooperative while
diplomatically
sidestepping an issue or
simply withdrawing from
a threatening situation
Accommodating Style
The opposite of
competing, there is an
element of self-sacrifice
when accommodating to
satisfy the other person.
While it may seem
generous, it could take
advantage of the weak
and cause resentment.
Compromising Style
This style aims to find an

expedient, mutually
acceptable solution that
partially satisfies both
parties in the conflict while
maintaining some
assertiveness and
cooperativeness
•“It’s incredibly important to not be
afraid when conflict arises because
there are things you can do, such as
becoming more skilled and qualified by
building a repertoire for responding to
reduce conflict,” says Dr. Benoliel

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CONFLICT

Reporter: Charry Ve B. Fernandez

Conflict often happens

Personality Business values

Allowing sufficient time to be

Such conflicts may occur over

A mediator can help identify ways

One person may distrust the other

Limited resources or opportunity

• Clarify what the disagreement is.

those who compete are

Those who avoid conflict

This style aims to find an

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