EFFECTIVE CONFLICT

HANDLING AND DELEGATION

PRESENTED BY ZILVINAS MIKSYS
  WHAT IS CONFLICT?
 TYPES OF CONFLICTS
 CONFLICTS: CONSTRUCTIVE AND
DESTRUCTIVE,
FUNCTIONAL AND DISFUNCTIONAL
 CONFLICT HANDLING
CONTENTS
o THOMAS KILMANN CONFLICT MODE
INSTRUMENT

 WHAT IS DELEGATION
 BENEFITS OF DELEGATION
 STEPS IN DELEGATION
 CONSEQUENCES OF POOR DELEGATION
 WHAT IS
CONFLICT???

Conflict is an ineviteble and

unavoidable part of our everyday
professional and personal lives
 o MISUNDERSTANDINGS

TYPES OF o POOR COMUNICATION

o LACK OF PLANING
CONFLICTS o POOR STAFF SELECTION
o FRUSTRATION, STRESS AND BURNOUT
MISUNDERSTANDINGS
POOR COMUNICATION
LACK OF PLANING
POOR STAFF SELECTION
FRUSTRAITION, STRESS AND BURNOUT
 CONFLICTS

• CONSTRUCTIVE • DISTRUCTIVE
 CONFLICTS
• FUNCTIONAL • DISFUNCTIONAL
A HEALTHY, CONSTRUCTIVE AN UNHEALTHY ,DESTRUCTIVE
DISSAGREEMENT BETWEEN TWO DISAGREEMENT BETWEEN TWO OR
OR MORE PEOPLE MORE PEOPLE
CONFLICT HANDLING
CONFLICT HANDLING
 WHAT IS DELEGATION?
• DELEGATION IS THE ASSIGMENT OF RESPONSABILITY TO ANOTHER PERSON FOR THE PURPOSE OF CARRYING

OUT SPECIFIC JOB-RELATED ACTIVITIES. DELEGATION IS A SHIFT OF DECISION-MAKING AUTHORITY FROM ONE

ORGANIZATION LEVEL TO ANOTHER.

 BENEFITS OF DELEGATION
o MANAGER/SUPERVISOR BENEFITS
 REDUCED STRESS
 IMPROVED TIME MANAGEMENT
 INCREASED TRUST
o EMPLOYE BENEFITS
 PROFFESIONAL KNOWLEGE AND SKILL DEVELOPMENT
 ELEVATED SELF-ESTEEM AND CONFIDENCE
 SENSE OF ACHIEVEMENT
o ORGANIZATIONAL BENEFITS
 INCREASED TEAMWORK
 INCREASED PRODUCTIVITY AND EFFICIENCY
 STEPS IN DELEGATION

• I – INTRODUCE THE TASK

• D – DEMONSTRATE CLEARLY WHAT NEEDS TO BE DONE
• E – ENSURE UNDERSTANDING
• A – ALLOCATE AUTHORITY, INFORMATION AND RECOURCES
• L – LET GO
• S – SUPPORT AND MONITOR
INTRODUCE THE TASK
DEMONSTRATE CLEARLY WHAT NEEDS TO BE DONE
ENSURE
UNDERSTANDING

o CLEAR COMUNICATION
o ASKING FOR CLARIFICATION
o SECURE COMMITMENT
o DON'T SAY NO TO EMPLOYE
o COLLABORATIVELY
DETERMINE METHODS FOR
FOLLOW-UP
 ALLOCATE AUTHORITY,
INFORMATION AND RESOURCES

o GRANT AUTHORITY TO DETERMINE PROCESS, NOT DESIRED OUTCOMES

o PROVIDE ACCSESS TO ALL INFORMATION SOURCES
o PROVIDE APPROPRIATE TRAINING TO ENSURE SUCCESS
o REFERE DELEGATE TO CONTACT PERSONS OR SPECIFIC RESOURCES THAT HAVE
ASSISTED PREVIOUSLY
SUPPORT
AND
MONITOR
• SCHEDULE FOLLOW-UP
MEETINGS

• REVIEW PROGRESS
• ASSIST ,WHEN REQUESTED
• AVOID INTERFERENCE
• PUBLICITY PRAISE PROGRESS
AND COMPLETION

• ENCOURAGE PROBLEM
SOLVING
CONSEQUENCES OF
POOR DELEGATION

• INFORMATION AND DECISION-MAKING

NOT SHARED BY THE GROUP

• LEADERS BECOME TIRED OUT

• WHEN LEADERS LEAVES GROUPS, NO ONE
HAS EXPERIENCE TO CARRY ON
• GROUP MORALE BECOMES LOW AND
PEOPLE BECOME FRUSTRATED AND FEEL
POWERLESS

• THE SKILLS AND KNOWLEDGE OF THE

GROUP /ORGANIZATION ARE
CONCENTRATED IN A FEW PEOPLE

• NEW MEMBERS DON'T FIND ANY WAYS TO

CONTRIBUTE TO THE WORK OF THE GROUP
LET GO

• COMMUNICATE DELEGATE'S
AUTHORITY

• STEP BACK, LET THEM WORK

• USE CONSTRAINED ACCESS
• DON'T ALLOW REVERSE
DELEGATION