Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of the conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.

1. CONFLICT
MANAGEMENT

2. CONTENTS
 Introduction
 Views of conflict
 Types of conflict
 Source of conflict
 Components of Conflict
 Functional & dysfunctional
conflict
 Ways to manage conflict
 Conclusion

3. INTRODUCTION
CONFLICT
“AN ACTIVE DISAGREEMENT BETWEEN
PEOPLE WITH OPPOSING OPINIONS OR
PRINCIPLES”
CONFLICT MAMAGEMENT
“THE OPPORTUNITY TO IMPROVE
SITUATIONS AND STRENGTHEN
RELATIONSHIPS”

4. VIEWS OF CONFLICT
 Traditional view : Conflict is
harmful and must be avoided.
 Human Relations view : Conflict is
natural and inevitable outcome in
any group and need not to be
negative.
 Interactionist View : It encourages
conflicts and take as innovative
and creative.

5. TYPES OF CONFLICTS
► Intra Conflict : Within an
individual.
► Inter Conflict : Between two
individuals.
► Intra-personal : Within a team
of individuals.
► Inter-personal : Between two
or more teams within an
organization.

7. SOURCE OF CONFLICT
 The aggressive or
competitive behaviour of
human beings
► Competition for limited
resources
 Frustration
 Clashes between values and
interest

8. Cont...
 Cultural influences
 Misinformation,
assumptions and
expectations
 Role and Status Issues
 Mind Games

9. COMPONENTS OF
CONFLICT
► Good Consequences of Conflict
► Bad Consequences of Conflict

10. GOOD CONSEQUENCES OF CONFLICT
 Increased Creativity
 It forces people to
clarify their views
 It can produce
constructive social
change

11. Cont…
 It gives people the
opportunity to test their
capacities
 Development of group
and organization cohesion

12. BAD CONSEQUENCES OF CONFLICT
 Violence
 Break down of
relationship
►Polarization of
views into static
position

13. Cont…
 A breakdown of
collaborative ventures
 Destruction of
Communication

14. FUNCTIONAL & DYSFUNCTIONAL
CONFLICT
Functional conflict: works toward the
goals of an organization or group
Dysfunctional conflict: blocks an
organization or group from reaching its
goals

15. Functional Conflict
 Mutually Beneficial
 Increase information &
ideas
 Encourages innovative
thinking
 Unshackles different
points of view
 Reduce Inactivity

16. Dysfunctional Conflict
► Tension, anxiety, stress
► Drives out low conflict
tolerant people
► Reduce trust
► Poor decision because of
withheld or distorted
► Reduce information

17. Ways to manage conflict
 Strategies to Resolve Conflicts
 Assume you do not have all the answers.
 Ask questions to understand the other person(s).
 Be prepared to compromise or make a deal.
 Active listening
 Really listen to what they are saying
 Focus your attention on them
 Use non-verbal cues (e.g. nodding the head)
 Paraphrase what they have said,
to show that you have understood.

18. Empathy
 Try to put yourself in
their shoes
 Acknowledge their
feelings
 Step alongside them, try
to see things from their
point of view

19. Collaboration
Lose – Lose Win – Lose

20. Win - Win

21. CONCLUSION
► Individuals should understand their own personal
triggers to better deal with conflict situations in the
workplace.
► Group members should think about other group
members early on to identify privately those
individuals and behaviors that may push their
buttons.

22. THANK…
YOU…!