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Õ PRESENTED TO: DR. KALPNA SINGH

Õ PRESENTED BY : DEVENDRA CHANDEL

: SUDHANSHU VERMA
: ANKUSH KOUL
: CHARU MADAN
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Õ Conflict is a disagreement between two or more
parties, such as individuals, groups, departments,
organizations or countries, who perceives that they
have incompatible concerns.
Õ Conflict means a simple disagreement between team
member, ñ
 

 
  
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In the worst
cases, it may also lead to hostility and eventual
separation from the organization.
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 INTRAPERSONAL CONFLICT

 ROLE-RELATED INTERPERSONAL CONFLICTS

 GOAL-RELATED CONFLICTS

 INTERPERSONAL CONFLICT

 INTRAGROUP CONFILCT

 INTERGRUOP CONFLICT

 INTERORGANIZATIONAL CONFLICT

 

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Õ Intrapersonal conflicts is the result of tensions and
frustration within the individuals. It happens because
the person is not clear about his role, he sets two
mutually exclusive goals for himself.
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Õ APPROCH-APPROCH CONFLICT: It happens when

the incumbent is faced with two goals, both of them
equally attractive but can not be enjoyed together.
Õ APPROCH-AVOIDANCE CONFLICT: This conflict
arises when a person has to choose between two goals
both important, one attractive and the other
unattractive, therefore, avoidable.
Õ AVOIDANCE-AVOIDANCE CONFLICT: This conflict
is faced by an incumbent who has to make a choice
between two equally unattractive, but equally
important goals.

  

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Õ Interpersonal conflict occurs when two peopleǯs
attitudes, behaviour, and actions are in opposition.
Õ Personality clashes lead to interpersonal conflicts in
organizations.
Õ Interpersonal conflict also result when there is a lack
of clarity in terms of understanding oneǯs role in a
given situation with respect to another person.

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Õ It refers to the disagreements between the group
members on certain issues, thereby leading to
ineffectiveness in its functioning.
Õ Example: In family-run businesses where the conflict
becomes more intense when the owner or founder is
about to retire or dies ultimely.

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Õ Conflicts between teams and groups are termed
intergroup conflicts. They results because of
opposition, disagreements, and disputes between the
teams. It can have both positive and negative
consequences.
Õ On positive side it increases the cohesiveness among
the group members.
Õ On negative side it distance people from each other in
organization.

  

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Õ Conflict occurring between two organizations is called
inter-organizational conflict.
Õ Example: Conflict between Pepsi-Cola war in the
recent past.

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 SCARCITY OF RESOURCES

 SPECIALIZATION

 INCOMPATIBLE GOALS

 INCOMPATIBLE PERSONALITIES

 DIFFERENCE IN PERCEPTIONS
Õ Scarcity of resources: When many groups,
departments are individuals in an organization share
resources, the chances of conflict get increases.

Õ Specialization: High degree of specialization often

leads to higher disagreements among people.

Õ Incompatible goals: When the goals of the work group

are not compatible, conflict arise.
Õ Incompatible personalities: Differences in personality
characteristics can lead to conflict.

Õ Difference in perceptions: Personality differences

create differences in the perception of people.
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Õ Five basic ways of addressing conflict were identified by

Thomas and Kilmann in 1976:

Õ Accommodation Ȃ surrender one's own needs and wishes

to accommodate the other party.

Õ Avoidance Ȃ avoid or postpone conflict by ignoring it,

changing the subject, etc. Avoidance can be useful as a
temporary measure to buy time or as an expedient means
of dealing with very minor, non-recurring conflicts. In
more severe cases, conflict avoidance can involve severing a
relationship or leaving a group.
Õ Collaboration Ȃ work together to find a mutually beneficial
solution. Collaboration as the only win-win solution to conflict,
collaboration can also be time-intensive and inappropriate when
there is not enough trust, respect or communication among
participants for collaboration to occur.

Õ Compromise Ȃ bring the problem into the open and have the
third person present. The aim of conflict resolution is to reach
agreement and most often this will mean compromise.

Õ Competition Ȃ assert one's viewpoint at the potential expense of

another. It can be useful when achieving one's objectives
outweighs one's concern for the relationship.
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è THIRD-PARTY MEDITATION: It is process in which
the disputant meet with a third party and jointly
explore the conflict situation. Third party can be
internal or external to the organization. There are
certain conditions that are to met:
1. Both the parties involved must have a desire to
resolve the conflict.
2. There should be equality of power between the two
parties.
3. Each party should be given enough time to talk
about the area of concern.
è THROUGH NEGOTIATIONS: Negotiation is a process
by which two or more parties, each with its own goals
and perspectives, coordinate areas of interest through
concession and compromise to reach an agreement
and take joint decisions about areas of common
concern in a situation in which neither side has nor
wants to use complete power.
è PROBLEM SOLVING: Face-to-face meeting of the
conflicting parties for the purpose of identifying the
problem and resolving it through open discussion.
DOES THE CONFLICTS ALWAYS HAVE FUNCTIONAL

OUTCOMES OR DYSFUNCTIONAL OUTCOMES???

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Õ m ñ
   refers to the long-term
management of intractable conflicts. It is the label for
the variety of ways by which people handle
grievancesȄstanding up for what they consider to be
right and against what they consider to be wrong.
Those ways include such diverse phenomena as gossip,
ridicule, lynching, terrorism, warfare, feuding,
genocide, law, mediation, and avoidance. Which forms
of conflict management will be used in any given
situation can be somewhat predicted and explained by
the social structureȄor social geometryȄof the case.
Õ Conflict management is often considered to be distinct
from conflict resolution. In order for actual conflict to
occur, there should be an expression of exclusive
patterns, and tell why the conflict was expressed the
way it was. Conflict is not just about simple inaptness,
but is often connected to a previous issue. The latter
refers to resolving the dispute to the approval of one or
both parties, whereas the former concerns an ongoing
process that may never have a resolution. Neither is it
considered the same as conflict transformation, which
seeks to reframe the positions of the conflict parties.
THANK YOU