Conflict Management

Presented byAmit kumar Verma

Conflict:

Conflict is when two or more values, perspectives and opinions are contradictory in nature and haven't been aligned or agreed about yet, including: 1. Within yourself when you're not living according to your values; 2. When your values and perspectives are threatened; 3. Discomfort from fear of the unknown or from lack of fulfilment. Conflict is inevitable and often good. for example, good teams always go through a & quot ; form, storm, norm and perform & quot ; period. Getting the most out of diversity means often-contradictory values, perspectives and opinions.

Conflict is often needed. It:

1. Helps to raise and address problems. 2. Energizes work to be on the most appropriate issues. 3. Helps people "be real", for example,it motivates them to participate. 4. Helps people learn how to recognize and benefit from their differences. Conflict is not the same as discomfort. The conflict isn't the problem it is when conflict is poorly managed that is the problem

 Substantive Conflict
disagreement over goals, resources, rewards, policies, procedures, and job assignments.

Emotional Conflict
results from feelings of anger, distrust, dislikefear, and resentment, as well as relationship problems.

Functional Conflict
stimulates us toward greater work efforts, more creativity in problem solving, and even to cooperate more with others.

Dysfunctional Conflict
Is destructive and hurts task performance

Five conflict management modes

1. Avoidance or withdrawal
downplaying disagreement, withdrawing, staying neutral at all costs

2. Accommodation or smoothing
giving in and smoothing over differences to maintain harmony

3. Competition or authoritative command

Trying to win in active competition, or using authority to win by force

4. Compromise
bargaining for something acceptable so each party wins and loses a bit

5. Collaboration or problem solving

working through differences to solve problems so that everyone gains

Criteria for Conflict Management Strategies

1. Organizational Learning and Effectiveness, 2. Needs of Stakeholders, 3. Ethics.

Conflict Management Strategy

1. Attain and maintain a moderate amount of substantive conflict for non-routine tasks. 2. Minimize substantive conflict for routine tasks. 3. Minimize affective conflicts for routine and non-routine tasks. 4. Enable the organizational members to select and use the styles of handling interpersonal conflict so that various conflict situations can be appropriately dealt with.

Conflict Process
Antecedent conditions
Perceived conflict

Felt Conflict

Manifest behavior
Conflict Resolution Or Suppression

Resolution aftermath

How to create conflict?

Not being a role model Take credit, no recognition Be judgmental Send written messages Subordinate should come to see me Make yourself inaccessible to your team Individual Vs team approach Telling them? Consulting them? Or deciding with them? Come tomorrow Introduce change without consultation or discussion