organisational conflict and its effects (ssm)

ORGANISATIONAL CONFLICT AND CONFLICT MANAGMENT

Shivsagar MukherjeeMBA Second Sem. (A.P.I.M.)Sub-Organizational Behaviour

Learning Objectives

Understand the relationship between conflict and the organization

Identify sources and types of organizational conflict

Appreciate different perspectives on conflict within the organization

Learning Objectives(Cont.)

Employ various conflict handling strategies and styles

Identify conflict outcomes to the organization

Introduction Of Conflict

Conflict…what is it?

A fight, a collision, a struggle, a contest;

Opposition of interests, opinions and purposes;

Mental strife, agony.

Concise Oxford Dictionary

Introduction Cont. Conflict soak up our time, attention

and energy like a sponge, and direct our focus away in issues that are not central to the tasks at hand. Conflicts wasted 42% of work hours

of an average work team 50% of turn-over is related to

conflicts at work.

DO YOU WANT CONFLICT?

Think of conflict as the appearance of differences, an opportunity to confront and work with the issues

Constructive confrontation leads to “break through” solutions that integrate the best view and ideas from both sides

Definition of Conflict

ConflictInteraction of persons who perceive incompatible goals and interference from one another in achieving those goals

Defination Continued.

A process that occurs when a person or group believes that others have or will take action that is at odds with their own goals and interests.

Nature Of Conflict

Conflict is inevitable in any group that is together for any length of time.Different people will have different viewpoints, ideas, and opinions.Conflict occurs whenever there is no internal harmony within a person, or whenever there is disagreement or a dispute between individuals.

Negative Connotations of Conflict

Getting angry is a waste of time. They don’t understand me. I am afraid that how they will treat me

later Confrontation is unprofessional. They will counter my argument and

thrust my views and ideas.

Changing Concepts on Conflict

CHANGING VIEWS ON CONFLICT: Traditional view: Conflict is

destructive & unnecessaryModern view: Conflict is inevitable, & may produce better organisational

performance

Changing views on Conflict (CONT.)

STIMULATING CONFLICT: Build group diversity Communicate to provoke change Encourage competition

Sources of Conflict Organizational Change Personality Clashes Different set of value systems Threat to status Lack of Trust Interdependency and roles ,tasks and

reward systems Scarcity of resources Miscommunication

Outcomes of Conflict

Functional Conflict or Dysfunctional Conflict

Assertive or Cognitive Conflict

Conflict & Performance

Dysfunctional Functional Dysfunctional

Optimal Balance

Level of Conflict

Level of

Perf

orm

an

ce

High

High

Low

Low

Types Of Conflict

Task ConflictRelationship ConflictProcess ConflictIndividual ConflictIntrapersonal ConflictIntergroup&Intragroup ConflictLine& Staff conflictInterorganizatioinal Conflict

Conflict Process:

Sources of Conflict Perceptions of Conflict Participant Intentions Resolution Strategies Conflict Outcomes

Sources of Conflict Organizational Change Personality Clashes Different set of value systems Threat to status Lack of Trust Interdependency and roles ,tasks and

reward systems Scarcity of resources Miscommunication Contrasting Perception

Perceptions of Conflict

This Stage is Important for the Conflict Process as it decides whether the conflict will proceed towards further Stages or not.

Perceptions can be of Two TypesAdvantageousDisadvantageous

Participant Intentions

Conflict Outcomes are a product of Participant Intentions say P and as well their Strategies say S

Conflict Outcomes=(P*S) So it can be said whatever outcome of

various Conflict is obtained in this corporate world as well as in the Social Human life, is proportional to the Participant Intentions

Resolution Strategies

-

As

sert

iven

es

s

+

- Cooperativeness +

Accommodating

Competing Collaborating

Compromising

Avoiding

Collaborating

- I win, You Win Competing

- I win, You lose Accommodating

- I lose, You win Avoiding

- You pass, I pass Compromising

- You bent, I bent

Outcomes of Conflict Functional Conflict or Dysfunctional

ConflictFrom the outcomes it can be either Beneficial Disastrous Beneficial Leads to Convergence of

energy in case of individuals /groups Disastrous leads to Divergence of

energy for the conflicting parties

Conflict Management

Conflict Management is the technique to stop /convert the divergence of energy flow to convergence in any working environment Or It can be said as the mere technique to convert Dysfunctional conflict to Functional one by adopting some conflict resolution techniques.

Conflict Management Techniques

Communication Bringing in Outsiders Restructure the Organization Adopting the Carrot and Rabbit Technique Authoritative Command Management of Scarce Resources Integrated goal establishment Less Interdependence

Quotes of Conflict Resolvment “In an Alliance there is always a give

and take policy” By Kamal Nath “If the Creator had a purpose in

equipping us with a neck, he surely meant us to stick it out”.

By Arthur Koestler “Engage in Conflict Always” True or Not

Thanks Giving

For being a patient listener Interactive session I had with all of

you.

Thank YOU

Queries

Any Queries ?