Conflict

By, Aman Kumar

Aljapur Harki Tukaram

Akshay Parihar

Akhil Katiyar

Agniv Nath

Conflict

A serious disagreement or argument, typically a

protracted one.

Definition of Conflict

• According to JOE KELLY :

“Conflict is defined as opposition or dispute

between persons, groups or ideas”.

• According to FOLLETT:

“Conflict is the appearance of difference,

difference of opinions, of interests”.

Organisational Conflict

• Organizational conflict, or

workplace conflict, is a state

of discord caused by the

actual or perceived opposition

of needs, values and interests

between people working

together.

Nature of Conflict

Conflicts are Natural.

Conflict is finding the balance

Conflict is Universal.

Conflict is disruptive.

Conflicts are not Big.

Conflicts Involves Disagreement

NaturalConflicts are natural and inevitable

Finding the Balance• Correlative to Power

UniversalKnowledge about self and others.

DisruptiveBreakdown or Disruption in

normal activities

Not BigWorkplace not managed well by

the manager

DisagreementDifferent thoughts and perception

Nature of Conflict

…continued

Concept of Conflict

Traditional view

Human relations view

Interactionist view

Traditional view of conflict

The belief that all

conflict is harmful

and must be

avoided.

The Human Relations View of Conflict

The belief that conflict is

a natural and inevitable

outcome in any group.

The Interactionist View of Conflict

The belief that conflict isnot only a positive force ina group but that it is alsoan absolute necessity for agroup to performeffectively.

Process of conflict

• STAGE 1 – Potential opposition or incompatibility

• STAGE 2 – Cognition and personalization

• STAGE 3 – Intentions

• STAGE 4 – Behavior

• STAGE 5 -- Outcomes

Stage - 1

Potential opposition or incompatibility

•Communication

•Structure

•Personal variables

Stage - 2

Cognition and personalization

• Perceived conflict

awareness by one or more parties of the existence of

conditions that create opportunities for conflict to arise.

• Felt conflict

emotional involvement in a conflict that create anxiety,

tenseness, frustration, or hostility.

Stage - 3

Intentions

• Intentions intervene between people’s perceptions

and emotions and their overt behavior.

• the intentions are decisions to act in a given way.

Stage - 4

Behavior

• In this stage conflict is visible.

• The behavior stage includes statements,actions, and reactions

made by the conflicting parties.

• These conflict behaviors are usually overt attempts to

implement each party’s intentions

Stage - 5

Outcomes

• These outcomes may be functional in that the

conflict results in an improvement in the group’s

performance or dysfunctional in that it hinders

group performance.

Main sources of conflict

• The aggressive or

competitive behaviour of

human beings

• Competition for limited resources

Main sources of conflict

• Frustration

Main sources of conflict

Main sources of conflict

• Clashes between values and interestMain sources of conflict

• Cultural influences

Main sources of conflict

• Misinformation, assumptions and expectations

Main sources of conflict

• Role and status issues

Main sources of conflict

• Mind games

Main sources of conflict

Types of conflict

Individual

Intrapersonal

Interpersonal

Group

Intra group

Inter group

Organization

Intra Organization

Inter organization

Intrapersonal Conflict

Interpersonal Conflict

Intragroup Conflict

Intergroup Conflict

Intra Organizational Conflict

Inter Organizational Conflict

Preliminary step

Diagnosing the issue

Conflict handling modes

Avoiding (withdrawal)

Accommodating (smoothing)

Competing (Dominance)

Compromising

Collaborating

Conflict Prevention Strategies

1.Participative Decision making

2.Collaboration & Team building