1. Conflict Management Presented By “An Ordinary Mortal “

2. Conflict Management
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3. 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
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4. 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
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5. Conflict Management Styles
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6. 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
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7. 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
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8. 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
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9. 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.
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10. 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.
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11. 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.
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12. Thank You
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