CONFLICT MANAGEMENT.pptx

CONFLICT MANAGEMENT

1. CONFLICT MANAGEMENT

2. CONFLICT AND CONFLICT RESOLUTION Conflict usually arises from a perception of incompatibility. These may stem from differences in beliefs, values, goals, priorities, methods and ideas. Differences in interpretation of reality, personalities and interests may also lead to conflict.  

3. Types of Conflict Intrapersonal – within a person. E.g. personal and professional priorities Interpersona l – among people e.g. best way to ……., information giving. Organizational –e.g. role differentiation, communication, policies and practice, new system or change.

4. Causes of Conflict in an Organization Unclear authority structures Personal disputes Conflicts of interest Competition of resources Poor coordination of activities Incompatibility of group and organizational goals There are some problems that emerge as a result of conflict which include communication problems and poor interpersonal relationships.

5. Modes of Conflict Resolution People use different approaches to overcome conflict. These are: Avoiding or withdrawing- No effort to compromise. This creates a lose-lose situation Accommodating /smoothing- In accommodating one party sacrifices whereas smoothing creates a conducive environment without solving the problem. Competing/coercing – pursuing own needs/goals at expense of others or standing up for your rights, defending important principles.

6. Ct Negotiating/compromising – involves assertiveness and cooperation on part of everyone. It involves give and take. Each person gives up something but both must agree Collaborating- Analyzing situation and discussing about plan. Solving a conflict without avoiding which is a win-win situation.

7. A model of styles to handle conflict Competing Collaborating Compromising Avoiding Accommodating

8. Managing Conflict The manager may resolve conflicts by imposing solutions or through compromise. The former might encourage retaliation and discourage exchange of ideas but outcomes are certain. Compromises rarely satisfy all parties in conflict. Conflicts are best resolved by relating their particular circumstances to the objectives of the organization.

9. Strategies to resolve conflict Communicating to self and others that conflict is a necessary process. Determining similarities and differences in facts, goals, methods and values. Assessing the degree of conflict – ask questions about quality of decisions. Assessing each situation and matching the best approach regardless of which is your favourite . Assisting others in assessing conflict and seeing how best they can approach it.

10. The manager may also overcome organizational conflict through: Improving team spirit Enhancing effective communication Regular job rotation Employee counseling services