conflict management

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MUHAMMAD ABIDBC141005

FEHMIDA SHABBIRBC133012FURQAN MUNIR LODHI

BC141004

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FEHMIDA SHABBIRBC133012

FURQAN MUNIR LODHIBC141004

CONFLICT MANAGEMEN

TSOFTWARE PROJECT MANGEMENT

QAMAR - UZ - ZAMAN

“CONFLICT IS UNAVOIDABLE”

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GOALS FOR TODAY

• WHAT IS CONFLICT?• HOW TO CREATE

CONFLICT?• CAUSES• EFFECTS• PREVENT

• METHODS TO DEAL WITH CONFLICTS

• CONFLICT TABLE• STEPS TO RESOLVE

CONFLICTS• CONFLICT STYLES

• USES OF CONFLICT STYLES• CONCLUSION

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WHAT IS CONFLICT?

A battle, contest or opposing forces existing between primitive desires and moral, religious or ethical ideas.

(Webster’s Dictionary) A state of incompatibility of ideas between two or

more parties or individuals

Conflict management is the practice of identifying and handling conflict in a sensible, fair and efficient manner

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CONFLICT

What is it?

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CONFLICT

Why do we do it?

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CONFLICT

Why do we care?

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HOW TO CREATE CONFLICT? Not being a role model Take credit, no recognition Be judgmental Send written messages Subordinate should come to see me Make yourself inaccessible to your team Individual vs team approach Telling them? Consulting them? Or deciding with them? Come tomorrow Introduce change without consultation or discussion

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GENERAL CAUSES OF CONFLICTS

Poorly defined goals Divergent personal values Lack of cooperation/trust Competition of scarce resources Unclear roles/lack of job description

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EFFECTS OF CONFLICT IN ORGANIZATIONSStressAbsenteeismStaff turnoverDe-motivationNon-productivity

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HOW TO PREVENT CONFLICTS Frequent meeting of your team Allow your team to express openly Sharing objectives Having a clear and detailed job description Distributing task fairly Never criticize team members publicly Always be fair and just with your team Being a role model

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METHODS TO DEAL WITH CONFLICTS

Competition (win-lose situation)Accommodation (win-win situation)Avoidance (lose-lose situation)Compromise (lose-lose situation)Collaboration (win-win situation)

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CONFLICT TABLE

YOU WINYOU LOSE

I WIN

I LOSE

WIN - WINWIN - LOSE

LOSE - LOSE

LOSE - WIN

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STEPS TO RESOLVE CONFLICTS Assure privacy Empathize than

sympathize Listen actively Maintain equity Focus on issue, not on

personality Avoid blame

Identify key theme Re-state key theme frequently Encourage feedback Identify alternate solutions Give your positive feedback Agree on an action plan

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WHAT IS YOUR CONFLICT STYLE?

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CONFLICT STYLES

Low Importance High Importance

High ImportanceRELATIONSHIP

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GOALS

TURTLE

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TURTLE -- WITHDRAWING

Avoid conflict as all costs Give up their personal goals & relationships Believe it is hopeless to try to resolve conflict Feel helpless Easier to withdraw than face conflict

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CONFLICT STYLES



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GOALS

TURTLE SHARK

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SHARK -- FORCING Try to overpower opponents by forcing them

to accept their solutions Not concerned with needs of others Do not care about how others perceive them Believe in winning and losing Winning gives them a sense of pride Try to win by attacking, overwhelming, &

intimidating others

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CONFLICT STYLES



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5

GOALS

TURTLE SHARK

TEDDY BEAR

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TEDDY BEAR -- SMOOTHING

Relationships most important, goals of little importance

Want to be accepted and liked by other peopleBelieve conflict should be avoided in favor of

harmonyFearful that conflict will hurt someone

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CONFLICT STYLES



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5

GOALS

TURTLE SHARK

TEDDY BEAR

FOX

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FOX -- COMPROMISING

Moderately concerned with relationships and goals

Willing to sacrifice part of their goals and relationships in order to find agreement for the common good

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CONFLICT STYLES



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GOALS

TURTLE SHARK

TEDDY BEAR

FOX

OWL

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OWL -- CONFRONTING Value their own goals and relationships View conflicts as problems to be solved See conflicts as improving relationships

by reducing tension Seek solutions that satisfy both parties Not satisfied until solution is found and

tension is reduced

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USES OF THE “TURTLE” When issue is trivial When potential damage of confrontation

outweighs the benefits To let people cool down & reduce tension When gathering information When others can resolve the conflict more

effectively

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USES OF THE “SHARK” When quick, decisive action is vital On important issues where unpopular

actions need to be implemented To protect yourself against people who

take advantage of noncompetitive behavior

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USES OF THE “TEDDY BEAR” When you realize you are wrong To learn from others When issue is more important to the other

person than to yourself As a goodwill gesture to maintain

cooperative relationship To allow others to experiment

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USES OF THE “FOX” When goals are important, but not worth

the effort or disruption When opponents with equal power are

strongly committed To achieve temporary settlements to

complex issues

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USES OF THE “OWL” To find an integrative solution when both

sides are too important to compromise When your objective is to learn To work through hard feelings which have

been interfering with a relationship

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CONCLUSION

Interaction among workers

Complexity of organizational relationship

Conflict is a healthy sign not a negative process

Dependence of workers on one another

It reflects dynamics

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CONCLUSIONPOORLY MANAGED CONFLICTS

WELL MANAGED CONFLICTS

Problems and negative attitude

Unfavorable with counter productive results

Identify legitimate differences

Stimulate competition

Powerful source of motivation

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THANK YOUs

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BC141004

conflict management

Education