organisational conflict and its effects (ssm)
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Conflict and its effectsTRANSCRIPT
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ORGANISATIONAL CONFLICT AND CONFLICT MANAGMENT
Shivsagar MukherjeeMBA Second Sem. (A.P.I.M.)Sub-Organizational Behaviour
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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
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Learning Objectives(Cont.)
Employ various conflict handling strategies and styles
Identify conflict outcomes to the organization
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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
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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.
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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
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Definition of Conflict
ConflictInteraction of persons who perceive incompatible goals and interference from one another in achieving those goals
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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.
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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.
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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.
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Changing Concepts on Conflict
CHANGING VIEWS ON CONFLICT: Traditional view: Conflict is
destructive & unnecessaryModern view: Conflict is inevitable, & may produce better organisational
performance
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Changing views on Conflict (CONT.)
STIMULATING CONFLICT: Build group diversity Communicate to provoke change Encourage competition
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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
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Outcomes of Conflict
Functional Conflict or Dysfunctional Conflict
Assertive or Cognitive Conflict
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Conflict & Performance
Dysfunctional Functional Dysfunctional
Optimal Balance
Level of Conflict
Level of
Perf
orm
an
ce
High
High
Low
Low
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Types Of Conflict
Task ConflictRelationship ConflictProcess ConflictIndividual ConflictIntrapersonal ConflictIntergroup&Intragroup ConflictLine& Staff conflictInterorganizatioinal Conflict
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Conflict Process:
Sources of Conflict Perceptions of Conflict Participant Intentions Resolution Strategies Conflict Outcomes
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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
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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
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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
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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
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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
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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.
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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
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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
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Thanks Giving
For being a patient listener Interactive session I had with all of
you.
Thank YOU
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Queries
Any Queries ?