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MANAGING CONFLICT

MANAGING CONFLICT. (Discussion Note) 2015. DEFINITION OF CONFLICT. Negative ? Harmful ?. Views on Conflict. TRADITIONAL

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MANAGING CONFLICT

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  1. MANAGINGCONFLICT (Discussion Note) 2015 BKB/NASC/Professional Course (PACT)/2015

  2. BKB/NASC/Professional Course (PACT)/2015

  3. DEFINITION OF CONFLICT • Negative ? • Harmful ? BKB/NASC/Professional Course (PACT)/2015

  4. Views on Conflict TRADITIONAL seen as dysfunctional outcome resulting from poor communication,lack of openness & trust between people,failure of managers to be responsive to needs & aspirations of employees. BKB/NASC/Professional Course (PACT)/2015

  5. Views on Conflict Contd…. HUMANISTIC Seen as natural & inevitable outcome in any group. BKB/NASC/Professional Course (PACT)/2015

  6. Views on Conflict Contd…. INTERACTIONISTIC a positive force that is necessary for a group effectiveness, self critical & creative. BKB/NASC/Professional Course (PACT)/2015

  7. PROCESS in which Perception of one party being negatively affected… On an issue of importance to the perceiver BKB/NASC/Professional Course (PACT)/2015

  8. CONFLICT PROCESS FIVE STAGES I. POTENTIAL OPPOSITION OR INCOMPATIBILITY II. COGNITION & PERSONALIZATION III. INTENTION IV. BEHAVIOR V. OUTCOMES BKB/NASC/Professional Course (PACT)/2015

  9. STAGE I: POTENTIAL OPPOSITION/INCOMPATIBILITY Conditions • Ambiguous Communication. • Structure in terms of size, degree of specialization, role clarity & centralization of authority, degree of dependence between groups. • Personal variables. {This stage indicates presence of conditions that create opportunities for conflict to arise.} BKB/NASC/Professional Course (PACT)/2015

  10. Stage II: PERCEPTION & AWARENESS • PERCEIVED CONFLICT awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise. Not personalized. • FELT CONFLICT getting emotionally involved in a conflict creating anxiety, frustration or hostility. {This is the stage where conflict issues get defined & parties decide what the conflict is all about. It also brings forth the emotional linkages to the issue.} BKB/NASC/Professional Course (PACT)/2015

  11. Stage III: INTENTIONS Conflict Handling Intentions • COMPETING:Desire to satisfy one’s interest regardless of impact of other party to the conflict. • COLLABORATING:Desire to satisfy fully concerns of all parties. • AVOIDING:Desire to withdraw or suppress a conflict. • ACCOMODATING:willingness to place opponent’s interests above own. • COMPROMISING:Willingness to give up something. BKB/NASC/Professional Course (PACT)/2015

  12. DIMENSIONS OF CONFLICT HANDLING INTENTIONS ASSERTIVE COLLABORATING COMPETING COMPROMISING AVOIDING ACCOMODATING UNASSERTIVE COOPERATIVE UNCOOPERATIVE BKB/NASC/Professional Course (PACT)/2015

  13. Stage IV: BEHAVIOUR • Minor Disagreement or misunderstanding • Overt questioning or challenging of others • Assertive verbal attacks • Threats & ultimatums • Aggressive physical attacks • Overt efforts to destroy the other party BKB/NASC/Professional Course (PACT)/2015

  14. Stage V: OUTCOMES • FUNCTIONAL OUTCOMES IMPROVES QUALITY OF DECISIONS, STIMULATES CREATIVITY & INNOVATION, ENCOURAGES INTEREST & CURIOSITY, OPEN COMMUNICATION, TRANSPARENCY, FOSTERS ENVIRONMENT OF SELF EVALUATION & CHANGE. BKB/NASC/Professional Course (PACT)/2015

  15. OUTCOMES Contd…. • DYSFUNCTIONAL OUTCOMES DISSOLVE COMMON TIES, DISCONTENT , DESTRUCTION OF GROUP. BKB/NASC/Professional Course (PACT)/2015

  16. STAGE I STAGE II STAGE III STAGE IV STAGE V PERCEIVED CONFLICT CONFLICT HANDLING INTENTIONS • COMPETING • COLLABORATING • COMPROMISING • AVOIDING • ACCOMODATING INCREASED GROUP PERFORMANCE OVERT CONFLICT • BEHAVIOR • REACTION ANTECEDENTS CONDITIONS • COMMUNICATION • STRUCTURE • PERSONAL VARIABLES DECREASED GROUP PERFORMANCE FELT CONFLICT POTENTIAL OPPOSITION COGNITION INTENTIONS BEHAVIOR OUTCOMES OR INCOMPATIBILITY & PERSONALIZATION BKB/NASC/Professional Course (PACT)/2015

  17. CONFLICT MANAGEMENT USE OF RESOLUTION , PREVENTIONAND STIMULATIONTECHNIQUES TO ACHIEVE THE DESIRED LEVEL OF CONFLICT BKB/NASC/Professional Course (PACT)/2015

  18. CONFLICT RESOLUTION TECHNIQUES BKB/NASC/Professional Course (PACT)/2015

  19. Conflict Prevention Techniques • Reducing interdependence • Exchange of personnel • Liaison group or integrators • Appeal to higher authority • Adopting conflict sensitive approach in relation to employee and employment condition. BKB/NASC/Professional Course (PACT)/2015

  20. CONFLICT STIMULATION TECHNIQUES BKB/NASC/Professional Course (PACT)/2015

  21. Four Assertive Response to Conflict 1. Preparation (concentrating on CIRCLE OF VALUE) - Explore INTEREST (hopes, fears, aspirations, concerns, goals etc. of each party) - Develop OPTIONS for joint gain (explore a broad range of potential solutions or options through creative thinking) - Use objective standards to establish LEGITIMACY (using objective standards, evidence-based arguments, precedents, law, or principles) BKB/NASC/Professional Course (PACT)/2015

  22. 2. Appropriateness of the environment 3. Active listening - Putting yourself in a position where you can hear clearly. - Inquiry into INTEREST, OPTIONS, and LEGITIMACY. - Concentrating on the speaker and the content of what they are saying. - Acknowledging that you have heard. - Clarifying points to check that you have understood. BKB/NASC/Professional Course (PACT)/2015

  23. Contd… Assertive Response 4. Expressing yourself Saying what you would like to happen or how you would like things to be focusing on INTEREST, OPTIONS, and LEGITIMACY. BKB/NASC/Professional Course (PACT)/2015

  24. Thanks and Good dayBKB/NASC/9851156111/bkbista@nasc.org.np/binodb1@live.com BKB/NASC/Professional Course (PACT)/2015

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