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Cavite State University Cavite State University shall provide excellent, equitable
The premier University in
historic Cavite recognized for
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sciences and technology through quality instruction and
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046- 4150-010/(046) 4150-013 loc 206 morally upright individuals for global competitiveness

EMGT. 310 STRATEGIC HUMAN


RESOURCE MANAGEMENT

DONATO A. BATACLAN DR. MARYJANE TEPORA


Ph.D. Student Professor

Topic: Conflict Management

INTRODUCTION

Conflict is a serious incompatibility or differences between two or more beliefs, ideas, or interests.
Conflict is a vital factor in shaping our identity. The manner we handle conflict defines who we are because in
conflict we learn to formulate our own opinions and values. Conflict is a part of our everyday lives. Without
conflict our experiences in life would undoubtedly be less dynamic and vibrant.

OBJECTIVES

 Define what is conflict.


 Discuss the factors affecting conflict and grievances of employees.
 Analyze the Effective Conflict Management.

MEANING OF CONFLICT

It is to come into collision or disagreement; be contradictory, at variance, or in opposition; clash. It is


an active disagreement between people with opposing opinions or principles. A serious disagreement and
argument about something important. The words synonymous to conflict are:

 Misunderstanding – an occasion when someone does not understand something correctly.


- Failure to understand correctly; mistake as to meaning or intent.
- A minor argument or disagreement.
 Disagreement – an argument or situation in which people do not have the same opinion.
- Lack of consensus or approval.
- Refusal or failure to agree.
 Argument – an oral disagreement; verbal opposition; contention; altercation.
- A discussion involving differing points of view; debate
- A statement, reason, or fact for or against a point.
- A statement or set of statements that you use in order to try to convince people that
your opinion about something is correct.
 Dispute – an argument or disagreement, especially an official one between, for example, workers and
employers or two countries with a common border.
- To express disagreement over: disputed the plaintiff’s claim.
- To express disagreement with (someone): made his point so forcefully that nobody
dared to dispute him.
- A disagreement or quarrel.

FACTORS AFFECTING CONFLICT

1. Contrasting and Conflicting Values


2. Irritating and Exasperating Living Habits
3. Unrealistic and Hidden Expectations
4. Ineffective and Negative Communication Patterns
5. Selfishness and Self-interest

COMMON CAUSES OF CONFLICT IN THE WORKPLACE

1. Goal incompatibility between groups or individuals


 It is a situation in which the goals of the producer or retailer if pursued will hamper the goal
attainment of the other.
2. Differentiation
 It occurs in large companies when different departments, sections or branch offices create their
own corporate culture within the parent company’s overall structure.
3. Task Independence
 It is a set of rules and requirements to determine how information, materials and expertise will
be shared between team members assigned to interdependent tasks.
4. Scarce Resources
 It is a resource with an available quantity less than its desired use.
 Too often, employees feel they have to compete for available resources in order to do their job.
In a resource scarce environment, this causes conflicts – despite awareness of how scarce
resources may be.
5. Ambiguity
 Doubtfulness or uncertainty of meaning or intention.
 An unclear, indefinite or equivocal word, expression, meaning, etc.
6. Communication Problem
 It often develop because people in conflict do not communicate with each other as frequently,
as openly and as accurately as they do when relationships are not strained.

EFFECTIVE CONFLICT MANAGEMENT

1. Right timing
2. Know your boundaries
3. Respect differences
4. Confront the tension

10 MORE TIPS FOR EFFECTIVE CONFLICT RESOLUTION

1. Don’t react.
2. Respond from a place of sadness, rather than anger.
3. Do not triangulate.
4. Understand conflict is neither bad, wrong nor a sign of failure.
5. Before speaking, ask yourself, “Is it kind? Is it necessary? Is it true?”
6. Be specific about what you need.
7. Be willing to let go and “reboot.”
8. Be grateful for the wisdom the conflict brought you.
9. Enjoy the intimacy in making up and reconnecting.
10. Understand nobody is perfect and learning effective conflict resolution is a life-long process.
CONCLUSION

“Conflict is a clash of interests , values, actions or directions , and has been a part of life since time
began”(Johnson and Dunker,1993). Thus, conflicts can hardly be avoided, but conflicts can be positive as well
as negative. Conflict is positive if it helps to identify a process for resource and environmental management
which is not working effectively, to highly poorly developed ideas or misleading information, and to draw
attention to misunderstandings. Conflict can be negative if it is ignored or consciously set aside.

“An unresolved conflict breeds misinformation, misunderstanding, mistrust and biases. A conflict is bad when
it allows higher and stronger barriers to be built up between the involved parties.”(Johnson and Dunker, 1993).

REFERENCES

• Managing Teams, Lawrence Holpp, 1999

• Resource and Environmental Management, Bruce Mitchell, 1998

• Human Resource Management – A Customer Oriented Approach (International Edition), Diann R.


Newman and Richard M. Hodgetts, 1998

• Dessler, Gary. Human Resource Management. 14th ed. Upper Saddle River, NJ: Prentice Hall, 2014.

• Mathis, Robert L., and John H. Jackson. Human Resource Management. 14th ed. Stamford, CT:
Cengage Learning, 2014.

• Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource
Management: Gaining a Competitive Advantage. 8th ed. New York: McGraw-Hill/Irwin, 2013.

• Analoui, F. (2007) Strategic Human Resource Management, UK: Thomson Learning.

• Anthony, R. N. and Govindarajan, V. (2001) Management Control Systems, New York: McGraw-Hill