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2. Fundamentals of Public Administration MPA - 406 FACILITATOR Prof. Dr. Mohammad Majid Mahmood

3. Reflections

4. Team Building & Conflict Management in Organizations

5. There is no way to work with people on conflict free basis.

6. Can you make the following line smaller without touching it: ____________

7. ____________ ___________________________

8. Team Building

9. Why Team? The power of team is greater than the individual Good team work produce synergy

10. Good Teams

11. Advantages of Team Building Division of Work Motivation Help in Decision Making Efficiency & Effectiveness

12. Reasons For Team Building Improving communication Making the workplace more enjoyable Motivating a team Getting everyone "onto the same page", including goal setting Helping participants to learn more about themselves (strengths and weaknesses) Improving team productivity Practicing effective collaboration with team members

13. Problem Solving Teams created for solving specific problems. Example: How can we raise funds? Types of Teams

14. Cross Functional Team Teams created from same hierarchical level. Example: To control product cost. Like people from different departments with same hierarchical level set the product cost. Types of Teams

15. Self Managed Team A group of people working together in their own ways toward a common goal. Types of Teams

16. Virtual Team The team which cannot interact physically but on the internet or by digital resources Example: Employees of IBM and Microsoft are virtual team. They interact with their members by Internet Types of Teams

17. Write “True” or “False” next to each statement below… 1.Conflict left alone will take care of itself. 2.Confronting an issue or a person is always unpleasant. 3.Conflict within an organization is a sign of poor leadership. 4.People communicating effectively can change the direction of a conflict. 5.Conflict can be constructive. 6.How we respond to others and situations is based on the attitude we take. Conflict Quiz What do you know about CONFLICT?

18. 7.Communication is 50% verbal and 50% nonverbal. 8.Conflict is resolved once the goal switches from solving concrete problems to proving you are right and another person is wrong. 9.Conflict is best dealt within the early stages when the fewest number of people are involved. 10.In times of conflict, it is important to speak loudly and with authority in order to make a point. What do you know about CONFLICT? Conflict Quiz

19. Conflict Quiz Review 1.False 2.False 3.False 4.True 5.True 6.True 7.False 8.False 9.True 10.False

20. Choose Your Statement on Conflict 1) I tend to avoid conflict 2) I depend on harmony 3) I always stand up and express my opinion 4) I hate conflict 5) I like conflict because it produces results and progress 6) I often compromise in conflict 7) I have lost in conflict 8) Most of my conflicts are with my spouse 9) Conflict can be good

21. When two or more people have differences in ideas/views and are not ready to understand or accept each others ideas/views.

22. Conflict It can occur at anytime and in any place, originating between two individuals or groups when there is a disagreement or difference in their values, attitudes, needs, or expectations (Conerly, 2004).

23. What we know…. Conflict is a naturally occurring phenomenon for human beings People do not get involved in conflict situations unless they have some stake in the relationship or outcome or both

24. One can never truly resolve conflict, one can only manage conflict The costs of unmanaged conflict can be high, but the gains from using differences creatively can also be great Conflict can either be productive or destructive What we know….

25. Common Feelings Associated with Conflict Anger Frustration Fear Excitement

26. Conflict Why do we do it?

27. What feelings do you have when you are in conflict situation?

28. common actions associated with conflict FightFlight

29. Why Conflict Arise? People differ… so they: See things differently Want different things Have different thinking styles, which prompts them to disagree Are predisposed to disagree Have different personalities Have different status Have different goals Are influenced by fear, force, fairness or money

30. Your History with Conflict How was conflict perceived in your family/community? How did your family/community deal with conflict?

31. You can decide... Understanding the impact of your family and community on your ideas about conflict can allow you to make decisions about how you deal with conflict now

32. “Two heads are better than one only if they contain different opinions”

33. Why & how do we get in conflict situations?

34. Conflict - Issues The Facts: present situation, problems The Goals: how things ought to be, the future conditions sought The Methods: the best, the easiest, the quickest, the most ethical The Values: the beliefs about priorities that should be observed in choosing goals & methods The History: what has gone on before

35. Theories of Conflict Traditional Theory  conflicts are caused by trouble-makers  conflicts are bad  conflicts should be avoided Modern Theory  conflicts are expected between human beings  conflicts are often beneficial  conflicts are the natural result of change  conflicts can and should be managed

36. Types of Conflict Differences in Style. –People's style for a completing job can differ. –e.g. one person may just want to get the work done quickly (task oriented), while another is more concerned about having it done a particular way e.g. artistic Differences in Background/Gender –Conflicts can arise between people because of differences in educational backgrounds, personal experiences, gender and political preferences. Differences in Personality –This type of conflict is often fueled by emotion and perceptions about somebody else's motives and character. –e.g. a team leader jumps on someone for being late because he perceives the team member as being lazy. The team member sees the team leader as being irrational.

37. Interdependence Conflicts – A person's job depends on someone else's co-operation, output or input. – E.g., a sales-person is constantly late inputting the monthly sales figures which causes the accountant to be late with his reports. Differences in Leadership –Leaders have different styles. Employees who change from one supervisor to another can become confused –E.g.. one leader may be more open and delegates responsibility while another may be more directive. For an employee, it becomes a conflict situation. Types of Conflict

38. Resolving Conflicts 1.Step One: Set the Scene Understand the situation rationally 2.Step Two: Gather Information Understand each others needs and concerns 3.Step Three: Agree to a Problem Define a mutual Problem 4.Step Four: Brainstorm Possible Solutions Think of all the possible solutions 5.Step Five: Negotiate a Solution Come to solution that is agreed by both the groups If the situation remains a conflict, then consider seeking a third party to mediate.

39. 1.Recognize conflict is a process to be managed, not avoided or eliminated. 2.Conflict is a problem to be solved, not a battle to be won. 3.Stay focused on the problem or issue to be solved. Resolving Conflicts 4.Ask Open-Ended Questions. 5.Listen Actively 6.Keep emotions in control. 7.Separate People from the Problem. 8.Focus on Interests. 9.Use Ground Rules

40. Conflict Styles RELATIONSHIPRELATIONSHIP High Importance Low Importance High Importance GOALS 35 1 2 4

41. High Importance Low Importance High Importance 35 1--Turtle 2 4 RELATIONSHIPRELATIONSHIP GOALS Conflict Styles

42. Turtle - Withdrawing Avoid conflict at all costs Give up their personal goals & relationships Believe it is hopeless to try to resolve conflict Feel helpless Easier to withdraw than face conflict

43. High Importance Low Importance High Importance 35 1 2--Shark 4 GOALS RELATIONSHIPRELATIONSHIP Conflict Styles

44. Shark - Forcing Try to overpower opponents by forcing them to accept their solutions Not concerned with needs of others Do not care about how others perceive them Believe in winning and losing Winning gives them a sense of pride Try to win by attacking, & threatening others

45. High Importance Low Importance High Importance 3--Teddy Bear5 1 2 4 GOALS RELATIONSHIPRELATIONSHIP Conflict Styles

46. Teddy Bear--Smoothing Relationships most important, goals of little importance Want to be accepted and liked by other people Believe conflict should be avoided in favour of harmony Fearful that conflict will hurt someone

47. High Importance Low Importance High Importance 35 1 2 4--Fox GOALS RELATIONSHIPRELATIONSHIP Conflict Styles

48. Fox--Compromising Moderately concerned with relationships and goals Willing to sacrifice part of their goals and relationships in order to find agreement for the common good

49. High Importance Low Importance High Importance 35--Owl 1 2 4 GOALS RELATIONSHIPRELATIONSHIP Conflict Styles

50. Owl--Collaborating Value goals and relationships View conflicts as problems to be solved See conflicts as improving relationships by reducing tension Seek solutions that satisfy both parties Not satisfied until solution is found and tension is reduced

51. Which style is better?

52. Decide on a SMART Agreement S Specific M Measurable A Achievable R Realistic T Time bound

53. In any situation, SOLVING THE PROBLEM IS THE GOAL…NOT WINNING!

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55. Thank you for your kind attention! Thank you for your kind attention! FACILITATOR Prof. Dr. Mohammad Majid Mahmood Bagram