1. Organizational conflicts
Disagreements between individuals or groups within the organization; or between organizations.
The Functional view to conflict
Dysfunctional view to conflict
Management function to the two views

2. Benefits of conflicts Leads to efficient resource allocation
Brings out hidden issues
Brings out burning issues
Help managers understand the existing attitudes of subordinates
Leads to quality decision making
Helps in releasing stress

3. Conflicts drawbacks Reduces productivity Delays decision making
Causes low employee morale if not resolved
Sharpens differences and widens the gap between groups
Leads to high labour turn-over
Leads to industrial action
Leads to formation of informal groups

4. Sources of organizational conflicts
Structural based conflict
Role based conflict
differences in goals, values, perceptions,
inter-dependence of work activities.
Limited/shared resources
Unfair treatment

5. Conflict management strategies
Competition
Collaboration
Avoidance
Accommodation
Compromise
Assertive
Non-assertive
Non-cooperative
Co-operative

6. Conflict management strategies cont...
Avoidance
Resolving conflicts by withdrawing from or suppressing them.
Let sleeping dogs lie

7. Conflict management strategies cont...
Useful when
gathering more information outweighs the advantages of an immediate decision
There is need to let conflicting parties cool down to productive level
One party realizes that they have less power and it will be difficult to change the situation.
There are no pressing needs to immediately resolve differences.

8. Conflict management strategies cont...
Accommodation
Resolving conflicts by placing another’s needs and concerns above your own.
It is better to give than to receive

9. Conflict management strategies cont...
Useful when:
one realizes his mistakes and wishes to learn from others.
one part has less power in the relationship.
One wants to build credit for important issues to come.

10. Conflict management strategies cont...
Competition
Resolving conflicts by satisfying one’s own needs at the expense of another’s no matter the cost.
It is power-oriented, ie, individuals rely on a variety of power sources to win.
Put your feet where you mean to stand

11. Conflict management strategies cont...
Useful when
there is an important deadline to meet
unpopular decisions are to be taken or implemented
defending important principles such as policy issues
the relationship with the other party is not important

12. Conflict management strategies cont...
Compromise
Resolving conflict by each party giving up something of value.
give some to get some.
Useful when
One part cannot force their solution on the other
Two opponents with equal power have different views on a given issue.

13. Conflict management strategies cont...
Collaboration
Seeking an advantageous solution for all parties.
Acknowledging and accepting differences, and exploring alternative solutions that meet everyone’s needs and concerns.
Come let us reason together

14. Conflict management strategies cont...
Useful when
issues are important to everyone and all sides need to be committed to the solution.
Collaboration gives room for learning, ie, testing own assumptions and understanding other parties’ views.
This approach is however rarely used since it requires more skills and effort..