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8/6/2019 Presentation CM

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Conflict Management

Dr. R. Sendilkumar

[email protected]


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Learning Objectives

What is Conflict?

Types of Conflict

Conflict Process

How to create conflict? Causes for Conflict

Methods to deal with conflicts

Steps to resolve conflicts How to prevent conflicts?


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Anand, the Business Executive

Anand, Sarath and Sagar are the business

executives of Kodak Mahindra

Anand is from Cochin,Sarath fromTellichery

and Sagar from a rural village in Kochuveli.Their average business turnover (in Crores)

during last three months has been:

Anand (60), Sarath (50) and Sagar(30)

What do you think ofAnands performance?(Write your ranking using the scale from 1-5)


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Anand, the Business

Executive(Contd..)

Sarath and Sagar had other jobs before

joining the organization. This is Anands

first job. He joined three months ago.

What do you think ofAnands performance?


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Anand, the Business Executive Contd..

While Sagar and Sarath have provided with

all kinds of facilities and infrastructures,

Anand provided with only minimum and that

to with problematic and compliance.



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Anand, the Business Executive

Contd..Most of Sagars and Saraths work is time-

tested, regular,low risk and enable to achieve

their target. Anands on the other hand isusually with high risk and much of challenging.

However he also achieved his target.



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What is conflict?

A battle, contest or opposing forces existingbetween primitive desires and moral, religious

or ethical ideas ( Websters 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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Types of conflict

Inter-personal and intra-

personal Inter-group and intra-group

Competitive and Disruptive


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Antecedent Conditions

Scarce Resources

Conflicting attitude

Ambiguous jurisdiction Communication barriers

Need for consensus

Unresolved prior conflicts

Knowledge of self and others


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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

organizations Stress

Absenteeism

Staff turnover

De-motivation

Non-productivity


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N

ow.

Individual

Exercise


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Conflict Table

Win-Win Lose-Win

Win-Lose Lose-Lose

I win I lose

You win

You lose


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Conflict Matrix Table

Win-WinCollaborationAccommodation

Lose-WinCompetition

Win-LoseCompetition

Lose-LoseCompromise

I win I lose

You win

You lose


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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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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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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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Conflict Management techniques

Conflict Prevention

Conflict Resolution

1. Use of Force

2. Negotiation

3. Mediation

4. Arbitration5. Reconciliation


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Assignment

Identify SHG unit

Critically observe the Process of conflict

Note down the areas in which conflict arises

Analyze the causes for the conflict

Understand how conflicts has been resolved ?


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Conclusion

Poorly managed conflicts

Unfavorable with counter productive results

Problems and negative attitude

Well managed conflicts

Stimulate competition

Identify legitimate differencesPowerful source of motivation

Conflict is unavoidable and It reflects dynamics


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References Carter McNamara. 2008.Field Guide to Leadership

and Supervision available at http://

www.authenticityconsultancy.com

Christy Hornung. Conflict Management TechniquesDodge City, KS. available at

http://www.youth.net/cec/cecmisc/cecmisc.33.txt


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