29843066 interpersonal conflict presentation

8/8/2019 29843066 Interpersonal Conflict Presentation

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Nadeem

SoomroReg # 10278


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InterpersonalConflict

Working together isnt always easy


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Interpersonalconflict

Interpersonal conflict isunavoidable, but we can

learn to manage it.


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Conflict

Functional conflict serves theorganizations interests while

Dysfunctional conflict threatensthe organizationsinterests.

Conflict:A condition that exists anytime inwhich two or more people disagree.


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Managing conflict in a dysfunctional

way is a learned behavior and canbe changed.

Conflict is a naturalphenomenon, neither inherentlygood or bad, but there may be

positive or negative outcomes.

Conflict


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Antecedents of Conflict

Overlapping or unclear job boundaries.

Competition for limited resources.

Inadequate communication.

Interdependent tasks.

Organizational complexity.


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Antecedents of Conflict

(continued)Unreasonable or unclear policies,standards, or rules.

Unreasonable deadlines or extreme time

pressure.Decision making by consensus.

Unmet expectations.


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Personal Styles of Dealing withConflict

Turtle (Avoidance)

Teddy Bear (Accommodation)

Shark (Domination)

Fox (Compromise)

Owl (Integration)


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Five Conflict-Handling Styles

Sharing Accomodative

Competitive Avoiding

Collaborative

High Low

High

Low

Conc

ernf

orOthers

Concern for Self


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Outcomes of Conflict

Lose-lose

no one achieves his or her true desires and the underlying reasons forconflict remain unaffected.

Competition

uses force, superior skill, or domination to win a conflict.

Compromise

occurs when each party to the conflict gives up something of value tothe other.

Win-lose

one party achieves its desires and the other party does not.

Collaboration

involves working through conflict differences and solving problems so

everyone wins.Win-win

the conflict is resolved to everyones benefit.


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How to Build Cross-CulturalRelationships and minimize

ConflictBehavior Be a good listener

Be sensitive to the needs of others

Be cooperative, rather than overly competitive

Advocate inclusive (participative) leadership

Compromise rather than dominate

Build rapport through conversations

Be compassionate and understanding

Avoid conflict by emphasizing harmony

Nurture others (develop and mentor)


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Some Assumptions aboutthe Win-Win Method

Your needs are important

My needs are equally importantWe will approach this conflict from aneeds standpoint, not a solution

standpoint.I will never use my power.


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Steps in Win-Win ProblemSolving

Steps To Follow:1. Defining the problem in terms of needs.2. Generating possible solutions

(brainstorming).3. Evaluating and testing the various

solutions.4. Deciding on mutually acceptable

solutions.5. Implementing the solution. (Try it out.)

6. Evaluating the solution.


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Thanks for Your KindAttention

QuestionsAre

Welcomed

29843066 interpersonal conflict presentation

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