Conflict Management Presented By “An Ordinary Mortal “

Conflict Management An Ordinary Mortal

Conflict Management Conflict is neither good nor bad……..it’s inevitable All unresolved conflict decreases productivity and lowers performance To manage the conflicts in an Organisation is termed as Conflict Management An Ordinary Mortal

Types of Conflict Functional Conflict Dysfunctional Conflict Increases involvement of people Leads to growth Relationships are clearly defined Provides an outlet for stress ,anxiety frustration and anger Leads to cohesion within the group Keeps people from getting work done Threatens relationship ,destroys confidence and trust Becomes personal , feelings are hurt Dictates conformity ,people are forced to a decision An Ordinary Mortal

Conflict Management Styles An Ordinary Mortal

Conflict Management Styles Avoidance – Lose / Lose This is when a person does not pursue her/his own concerns or those of the opponent. He/she does not address the conflict, sidesteps, postpones or simply withdraws. Ideal in situation – When the issue is trivial and not worth the effort When more important issues are pressing, and you don't have time to deal with it In situations where postponing the response is beneficial to you, for example - When you see no chance of getting your concerns met or you would have to put forth unreasonable efforts When you would have to deal with hostility When you are unable to handle the conflict An Ordinary Mortal

Conflict Management Styles Competition – Win / Lose An individual firmly pursues his or her own concerns despite the resistance of the other person. Ideal in situation – In certain situations when all other, less forceful methods, don’t work or are ineffective When you need to stand up for your own rights, resist aggression and pressure When a quick resolution is required and using force is justified (e.g. in a life-threatening situation, to stop an aggression) As a last resort to resolve a long-lasting conflict An Ordinary Mortal

Conflict Management Styles Compromise An individual looks for an expedient and mutually acceptable solution which partially satisfies both parties. Ideal in situation – When the goals are moderately important and not worth the use of more assertive or more involving approaches, such as forcing or collaborating To reach temporary settlement on complex issues To reach expedient solutions on important issues As a first step when the involved parties do not know each other well or haven’t yet developed a high level of mutual trust When collaboration or forcing do not work An Ordinary Mortal

Conflict Management Styles Accomodation – Lose / Win This is when an individual cooperates to a high-degree, and it may be at his own expense, and actually work against his own goals, objectives, and desired outcomes. Ideal in situation – When the other party is the expert or has a better solution. It can also be effective for preserving future relations with the other party. An Ordinary Mortal

Conflict Management Styles Collaboration – Win / Win This is where you partner or pair up with the other party to achieve both of your goals. Ideal in situation – Complex scenarios where you need to find a novel solution. Re-framing the challenge to create a bigger space and room for everybody’s ideas.  It requires a high-degree of trust and reaching a consensus can require a lot of time and effort to get everybody on board and to synthesize all the ideas. An Ordinary Mortal

Steps in Conflict Management Identify the problem. Identify the limiting resource or constraint that is generally at the root cause of the conflict. Engage in participatory dialogue and find a range of solutions that will be acceptable to all the parties concerned. See which solutions clash with the organizational objectives and are not in keeping with the company's culture. Eliminate those that do not promote mutual understanding or acceptance. Choose the best solution that satisfy most people most of the time and implement this. An Ordinary Mortal

Thank You An Ordinary Mortal