Conflict

Conflict is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about. In other words conflict is a disagreement through which the parties involved perceive a threat to their needs, interests or concerns.

When does conflict arise?Conflict arises when we begin to feel that the other person is interfering or standing in the way of an action we want to take,an idea we want to persue, or a belief we hold.

Why conflict is inevitable?

Conflicts involve individual or group disagreement, struggles, disputes, quarrels, or even physical fighting wars. Because human beings are unique possessing a variety of physical,intellectual, emotional,economic and social differences.

Conflict is a fact of life Each organization is composed of people, and each person has a set of goals that is likely to be dintinct from goals of others in the organization. When individual with different interests compete for the same resource pool, dissension is sure to follow.

Three views of conflict

• Traditional view

• Human view

• Interactionist view

TRADITIONAL VIEW

Conflict is dysfunctional, destructive and irrational Usually caused by poor communication, a lack of trust, or a failure to be responsible to the needs of others.

STAMP IT OUT!

Human view

Conflict is natural in groups and organizations

It may even be beneficial on occasion. Learn to live with it.

TOLERATE IT!

Interactionist viewWithout conflict, we become static and non-responsive

Conflict keeps us viable and creative and improves long-term group performance.

ENCOURAGE IT!

Why is conflict management important?

• Conflict is a normal part of life• Conflict establishes identity• Conflict serves as a safety value to hold the group together

• Conflict increase the group cohesion

Positive conflict• Definition positive conflict is a functional and supports or benefits the organization or person’s main objective.

Increase involvement Organizational members have the opportunity to develop goals and share ideas.

Increase innovation and creativity

• Managers are encourage to “put their ideas on the table”

• “Two heads are truly better than one”

Clarification of key issues

Through discussion members reduce ambiguity and focus energy on the real sources of conflict

Negative conflict• Definition It is the dysfunctional and hinders the organization’s or the person’s performance or ability to attain goals and objectives

Negative Conflicts•Unsolved anger.

•Low self-esteem and self-confidence.•Unfurnished business •Personality clashes.

Sources Of Interpersonal Conflict

Conflict arises due to a variety of situational or organizational factors, such as: Limited resourcesDifference in goals/objectivesMiscommunicationDiffering attitudes,values,and perceptionStyle differences

Limited Resources

All organizations have limited resources and attempt to find the most efficient way to divide the resources. competition for limited resources leads to negative conflict.

Differences in Goals/Objectives

A common source of conflict within organization is differences in personal and/or professional goals and objectives.this tension can be from Intragroup conflict.Intergroup conflict.

MiscommunicationCommunication are not always received well,may be misinterpreted or different conclusions may be drawn based on past experiences.It’s the result of our not taking time to clarify our understanding of something.Gender or cultural differences.Errors in semantics.Different processes and principles of communication in work groups.

Differing Attitudes, values, and Perceptions

Many conflicts are result of differences in attitudes, values, and perceptions.Differences in religious beliefs, attitudes towards diverse others, clashes in family values, or work ethic might result in interpersonal differences that surface in the work environmentFear, confusion, anxiety and hostility are common attitudes and perceptions and a frequent source of conflict between individuals and groups,

Style differencesAnother common source of conflict is differences in personal style or personality.Factors such as background, education, experience and training mold each individual into a unique personality with a particular set of values and beliefs. These personal differences usually create conflict in the organization.

Conflict management strategies

knowing what do to when conflicts arise, comprises the other half….

Knowing what causes conflicts is half the battle……….

Five strategies

collaborating

Avoidance“lose-lose” situation

Breaks relationship

Future relationships

Less importance

Accommodation

I did what you wanted, so… I want you to do it for me……

Maintaining relationships

Time

Energy

Compromising

“win some-lose some” situation

Give and take

Onetime you gain next time you won’t……

Competing

“I win, you lose” situation

Future relations

Chance to lose

collaboration

Win-win situation

Time

Better relationship

Tips for managing the conflicts:Control your temper and emotions.Understand the issues.Pick your battles.Find the right time and place.Search for a common goal or ground.

Control your temper and emotionsDemonstrate your respect

for the other party’s feelings. Embracing conflicts builds honest relationships.

take a break if u feel yourself loosing clarity.

Understand the issue:Don’t react impulsively when face with a conflict situation. Take the time needed to fully assess the scope of the situation: the key players, the source of the conflicts, the issues involved and the goals. Focus on changing behavior, not people.

Get all the facts before making any judgments.

A good manager will carefully choose the battles worth handling and select an appropriate strategy for handling them.

Find the right time and place:

Find right time and place for confront the conflict. When emotions are high is

not a good timing for dealing with conflict. Personal conflict should not be

handled in public place.

Search for common goal and ground

Know your option, and select your best option. attempt to work for win-win solutions that will be accept able for both parties.

Do this by asking open ended questions and demonstrating you’ve heard and understood other’s goal and objectives.

Conflict Prevention Techniques

Team Building:Some of the skills that improve team building and prevent conflict include: Setting clear objectives.Developing shared goals.Establishing team norms.Understanding the stages through which teams progress.Clarifying expectations.Planning projects and meeting deadlines.

Diversity TrainingBy providing diversity training employees will understand the importance of differences among individuals which will avoid the conflicts which may arise due to diversity.This training includes components such as:Self awareness of personal prejudices and stereotypes.Individual differences and how they develop.Valuing differences.Maximizing each person’s strengths and capabilities to the advantage of the organization.Understanding and reducing discrimination.Legal guidelines for dealing with issues.

Open CommunicationConflicts that arise from lack of

information can be reduce by exchanging information freely and keeping people

informed.Companies with open communication

systems encourage: Regular staff meetings.Internal newsletters.Employee attitude surveys.360 degree feedback.

Conflict Management Training Employees training is important for dealing effectively with conflict.Theses training programs teach participants to: Handle conflict constructively.Respect others’ points of view, feelings and perceptions.Listen actively.Communicate assertively.Problem -solve collaboratively.Be aware of potential problems and deal carefully with them while they are still minor.

Resource AllocationNew ways in which resources can be obtained and allocated.Increase internal resourcesReallocate internal resourcesAs a result win-lose situation is likely to drop.All parties cannot be winners.The process of allocation should be secretive.Establish rewards at the high level.Involve key players in resource allocation.

conclusion

people are unique and have different interests, goals, perspectives, values, and needs. For this reason, conflict can and does occur. Practicing conflict prevention techniques can help you eliminate conflicts before they surface.