CONFLICT PROCESS & CONFLICT

HANDLING
 WHAT IS CONFLICT?

Conflict is a disagreement through which the

parties involved perceive a threat to their
needs, interests or concerns.

Substantive Conflict
Emotional Conflict
IMPORTANT FACTORS IN
CONFLICT

Disagreement
Parties involved
Perceived Threat
Needs, interests, concern
 CONFLICT MUST BE PERCEIVED TO EXIST!

Objective Condition

Conflict No Conflict

Conflict Open Conflict False Conflict

Perceived
Conflict
No Conflict Latent Conflict No Conflict
PERCEPTUAL FILTERS

Culture, race & ethnicity

Gender&Sexuality
Knowledge (General &
Situational)
Impression of the messenger
Previous experiences
DIFFERENT VIEWS OF CONFLICT

Traditional View
Human Relations View
Interactionist View

Functional Conflict
Dysfunctional Conflict
DYSFUNCTIONAL CONFLICT

Task Conflict; relates to the content and

goals of the work

Relationship Conflict; focuses on interpersonal

relationship.

Process Conflict ; relates to how the

work gets done.
CONFLICT&UNIT PERFORMANCE
FORMS OF CONFLICT

INTERNAL: The conflict a

person has with themselves.

PERSONAL: This is between

the person and his closest
people. .

SOCIAL: Social Conflict is

between the doctor and his
patient.
 Sources of Conflict
• Economic conflict involves competing motives to
attain scarce resources.
• Value conflict involves incompatibility in ways of
life, ideologies – the preferences.
• Power conflict occurs when each party wishes to
maintain or maximize the amount of influence.
 FORMS OF CONFLICT IN THE ORGANİZATION

Individual Conflict
Interpersonal Conflict
Intergroup Organisational Conflicts
Sources of Interpersonal
Conflict
Personality
• Not everyone feels, thinks or acts alike.
Clashes

Threats to • Status or the social rank of a person in

a group, is very important to many
status: individuals.

• Every continuing relationship requires

some degree of trust—the capacity to
Lack of trust: depend on each other’s word and
actions.
 Sources of Intergroup Conflict
Interdependencies Departments who are in competition
and shared for these scarce resources may
resources come into conflict

Conflict can also arise where there is

Ambiguity ambiguity regarding

Within an organisation there are set

Intergroup
resources that departments must
differences compete for to initiate

more
 Levels of Conflict

LEVEL1: Problem to Solve

LEVEL2: Disagreement

LEVEL3: Contest

LEVEL4: Fight / Flight

Intractable
LEVEL5:
The Conflict Process
 The Conflict Process
• Stage 1
– Potential Opposition
• Factors are present that can lead to conflict
– Communication
– Structure
– Personal variables
 The Conflict Process

• Stage 2
– Cognition and Personalization
• Awareness of conditions in stage 1
• The conditions cause some sort of frustration
 STAGE III: INTENTIONS

Assertive

Competing Collaborating

Compromising

Avoiding Accommodating

Unassertive

Uncooperative Cooperative
 STAGE IV: BEHAVIOR
Verbal,written, even physical
attacks
 STAGE V: OUTCOMES
The Effects on Relationships
Within groups
Increased group cohesiveness
Emphasis on loyalty
Rise in autocratic leadership
Focus on activity
 STAGE V: OUTCOMES
Between groups
“we-they” attitudes
Distorted perceptions
Decreased communication
 CONFLICT MANAGEMENT

Conflict Resolution
Conflict Stimulation
 CONFLICT MANAGEMENT
Resolving Conflict
Develop superordinate goals
Expanding the supply of critical
resources
Clarify existing relationships
Modify existing relationships
Decoupling Mechanisms
Slack resources
Self-contained task
 CONFLICT MANAGEMENT
Resolving Conflict
Power
Challenger disaster
 CONFLICT MANAGEMENT

Conflict Stimulation
Bringing outside individuals into the
group
Altering the organization’s structure
Stimulating competiton
Programmed conflict
Devil’s advocacy
Prepared by:

Tuğba Demirtaş
Levent Doğancı
Duygu Özdemir

Thank You ...