logging in or signing up conflict management kum.gazz Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 660 Category: Education License: All Rights Reserved Like it (6) Dislike it (0) Added: December 17, 2010 This Presentation is Public Favorites: 3 Presentation Description No description available. Comments Posting comment... By: babze (16 month(s) ago) dfdg vdsgv dfgv vgdgfdggfg Saving..... Post Reply Close Saving..... Edit Comment Close By: mubashirsiddiqui40 (17 month(s) ago) please can u send me the copy of this presentation at mubashirsiddiqui40@yahoo.com Saving..... Post Reply Close Saving..... Edit Comment Close By: muhammadsaleem (17 month(s) ago) kindly allow me to down load you this presentation thanks Saving..... Post Reply Close Saving..... Edit Comment Close By: dnbid (17 month(s) ago) Pl send a copy. dnbid@yahoo.com Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Conflict Management : Conflict Management By:- KUMAR GAURAV & SHIVYA SETH Slide 3: What is conflict? “A battle, contest or opposing forces existing between primitive desires and moral, religious or ethical ideas” . 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 3 Slide 4: Types of conflict Inter-personal and intra-personal Inter-group and intra-group Competitive and Disruptive 4 General causes of conflicts : General causes of conflicts Poorly defined goals Divergent personal values Lack of cooperation/trust Competition of scarce resources Unclear roles/lack of job description 5 Effects of conflict in organizations : Effects of conflict in organizations Stress Absenteeism Staff turnover De-motivation Non-productivity Creativity New ideas Promote organisational vitality Motivate changes 6 Slide 7: Conflict Process Antecedent conditions Perceived conflict Felt Conflict Manifest behavior Conflict Resolution Or Suppression Resolution aftermath 7 Slide 8: Conflict resolution is the ideal. Conflict management is the reality. 8 Steps to resolve conflicts : Steps to resolve conflicts Assure privacy Empathize than sympathize Listen actively Maintain equity Focus on issue, not on personality Avoid blame Identify key theme Encourage feedback Identify alternate solutions Give your positive feedback Agree on an action plan How to prevent conflicts : 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 10 Now………. : Now………. Individual Exercise Conflict Table : Conflict Table I win I lose You win You lose Methods to deal with conflicts : 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) How Do You Manage Conflict? : How Do You Manage Conflict? Avoid 14 How Do You Manage Conflict? : How Do You Manage Conflict? Avoid Appease 15 How Do You Manage Conflict? : How Do You Manage Conflict? Avoid Appease Compromise 16 How Do You Manage Conflict? : How Do You Manage Conflict? Avoid Appease Compromise Collaborate 17 How Do You Manage Conflict? : How Do You Manage Conflict? Avoid Appease Compromise Collaborate Dominate 18 Slide 19: Raising conflict is often more difficult than resolving it. 19 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Don’t attack Don’t defend Neutral, simple, direct Avoid abuses 20 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Cause and effect General patterns Specific examples Without blame 21 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right No rights, no wrongs “I was more right.” Not a debate or trial 22 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Shared goals History hurts 23 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Don’t try to solve the problem 24 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Don’t try to solve the problem Not yet Not quite yet Still not quite yet 25 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Don’t try to solve the problem Be prepared to listen 26 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Don’t try to solve the problem Be prepared to listen Problem may be different Work together Invite solutions 27 Moving Beyond Emotion (Yours) : Moving Beyond Emotion (Yours) Depersonalize – no pronouns Neutralize – “I am not a crook.” Unbutton – Disengage Deflect – Humor, stall, diversion 28 MANAGING OTHERS’ CONFLICT : MANAGING OTHERS’ CONFLICT THREE CRITICAL COMPONENTS 29 MANAGING OTHERS’ CONFLICT : MANAGING OTHERS’ CONFLICT THREE CRITICAL COMPONENTS OUTCOME 30 MANAGING OTHERS’ CONFLICT : MANAGING OTHERS’ CONFLICT THREE CRITICAL COMPONENTS OUTCOME FAIR PROCESS 31 MANAGING OTHERS’ CONFLICT : MANAGING OTHERS’ CONFLICT THREE CRITICAL COMPONENTS OUTCOME FAIR PROCESS RESPECTFUL TREATMENT 32 Conclusion : Conclusion Conflict is unavoidable Complexity of organizational relationship Interaction among workers Dependence of workers on one another 33 Conclusion (Cont’d) : Conclusion (Cont’d) Poorly managed conflicts Unfavorable with counter productive results Problems and negative attitude Well managed conflicts Stimulate competition Identify legitimate differences Powerful source of motivation 34 Slide 35: 35 Thank you You do not have the permission to view this presentation. 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conflict management kum.gazz Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 660 Category: Education License: All Rights Reserved Like it (6) Dislike it (0) Added: December 17, 2010 This Presentation is Public Favorites: 3 Presentation Description No description available. Comments Posting comment... By: babze (16 month(s) ago) dfdg vdsgv dfgv vgdgfdggfg Saving..... Post Reply Close Saving..... Edit Comment Close By: mubashirsiddiqui40 (17 month(s) ago) please can u send me the copy of this presentation at mubashirsiddiqui40@yahoo.com Saving..... Post Reply Close Saving..... Edit Comment Close By: muhammadsaleem (17 month(s) ago) kindly allow me to down load you this presentation thanks Saving..... Post Reply Close Saving..... Edit Comment Close By: dnbid (17 month(s) ago) Pl send a copy. dnbid@yahoo.com Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Conflict Management : Conflict Management By:- KUMAR GAURAV & SHIVYA SETH Slide 3: What is conflict? “A battle, contest or opposing forces existing between primitive desires and moral, religious or ethical ideas” . 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 3 Slide 4: Types of conflict Inter-personal and intra-personal Inter-group and intra-group Competitive and Disruptive 4 General causes of conflicts : General causes of conflicts Poorly defined goals Divergent personal values Lack of cooperation/trust Competition of scarce resources Unclear roles/lack of job description 5 Effects of conflict in organizations : Effects of conflict in organizations Stress Absenteeism Staff turnover De-motivation Non-productivity Creativity New ideas Promote organisational vitality Motivate changes 6 Slide 7: Conflict Process Antecedent conditions Perceived conflict Felt Conflict Manifest behavior Conflict Resolution Or Suppression Resolution aftermath 7 Slide 8: Conflict resolution is the ideal. Conflict management is the reality. 8 Steps to resolve conflicts : Steps to resolve conflicts Assure privacy Empathize than sympathize Listen actively Maintain equity Focus on issue, not on personality Avoid blame Identify key theme Encourage feedback Identify alternate solutions Give your positive feedback Agree on an action plan How to prevent conflicts : 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 10 Now………. : Now………. Individual Exercise Conflict Table : Conflict Table I win I lose You win You lose Methods to deal with conflicts : 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) How Do You Manage Conflict? : How Do You Manage Conflict? Avoid 14 How Do You Manage Conflict? : How Do You Manage Conflict? Avoid Appease 15 How Do You Manage Conflict? : How Do You Manage Conflict? Avoid Appease Compromise 16 How Do You Manage Conflict? : How Do You Manage Conflict? Avoid Appease Compromise Collaborate 17 How Do You Manage Conflict? : How Do You Manage Conflict? Avoid Appease Compromise Collaborate Dominate 18 Slide 19: Raising conflict is often more difficult than resolving it. 19 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Don’t attack Don’t defend Neutral, simple, direct Avoid abuses 20 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Cause and effect General patterns Specific examples Without blame 21 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right No rights, no wrongs “I was more right.” Not a debate or trial 22 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Shared goals History hurts 23 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Don’t try to solve the problem 24 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Don’t try to solve the problem Not yet Not quite yet Still not quite yet 25 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Don’t try to solve the problem Be prepared to listen 26 SOLVING CONFLICT : SOLVING CONFLICT Depersonalize Focus on behavior Forget being right Focus on the future Don’t try to solve the problem Be prepared to listen Problem may be different Work together Invite solutions 27 Moving Beyond Emotion (Yours) : Moving Beyond Emotion (Yours) Depersonalize – no pronouns Neutralize – “I am not a crook.” Unbutton – Disengage Deflect – Humor, stall, diversion 28 MANAGING OTHERS’ CONFLICT : MANAGING OTHERS’ CONFLICT THREE CRITICAL COMPONENTS 29 MANAGING OTHERS’ CONFLICT : MANAGING OTHERS’ CONFLICT THREE CRITICAL COMPONENTS OUTCOME 30 MANAGING OTHERS’ CONFLICT : MANAGING OTHERS’ CONFLICT THREE CRITICAL COMPONENTS OUTCOME FAIR PROCESS 31 MANAGING OTHERS’ CONFLICT : MANAGING OTHERS’ CONFLICT THREE CRITICAL COMPONENTS OUTCOME FAIR PROCESS RESPECTFUL TREATMENT 32 Conclusion : Conclusion Conflict is unavoidable Complexity of organizational relationship Interaction among workers Dependence of workers on one another 33 Conclusion (Cont’d) : Conclusion (Cont’d) Poorly managed conflicts Unfavorable with counter productive results Problems and negative attitude Well managed conflicts Stimulate competition Identify legitimate differences Powerful source of motivation 34 Slide 35: 35 Thank you