CONFLICT MANAGEMENT

PA 202Human Behavior in Organization,Management and Decision Making

ConflictConflict

While no single definition of conflict exists, most definitions involve the following factors: there are at least two independent groups, the groups perceive some incompatibility between themselves, and the groups interact with each other in some way. Two example definitions are, "process in which one party perceives that its interests are being opposed or negatively affected by another party" and "the interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities.

CONFLICT MANAGEMENTDEFINITIONS

ManagementManagement

Management can be defined as human action, including design, to facilitate the production of useful outcomes from a system. This view opens the opportunity to 'manage' oneself, a prerequisite to attempting to manage others.

CONFLICT MANAGEMENTDEFINITIONS

Conflict ManagementConflict Management

The process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting. Properly managed conflict can improve group outcomes.Conflict management is something that companies and managers need to deal with. Conflict significantly affects employee morale, turnover, and litigation, which affects the prosperity of a company, either constructively or destructively.

CONFLICT MANAGEMENTDEFINITIONS

Conflict ManagementConflict Management

The process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting. Properly managed conflict can improve group outcomes.Conflict management is something that companies and managers need to deal with. Conflict significantly affects employee morale, turnover, and litigation, which affects the prosperity of a company, either constructively or destructively.

CONFLICT MANAGEMENTDEFINITIONS

The Thomas Kilmann Conflict Mode Instrument is a model for handling conflict:

The Thomas Kilmann Conflict Mode Instrument is a model for handling conflict:

CONFLICT MANAGEMENTDEFINITIONS

A. IntrapersonalA. Intrapersonal

CONFLICT MANAGEMENT

TYPES OF CONFLICT

B. InterpersonalB. Interpersonal

CONFLICT MANAGEMENT

TYPES OF CONFLICT

C. Intragroup C. Intragroup

CONFLICT MANAGEMENT

TYPES OF CONFLICT

D. IntergroupD. Intergroup

CONFLICT MANAGEMENT

TYPES OF CONFLICT

Conflict can occur when a disagreement can’t be easily resolved. Although conflict can be a normal part of our relationships and is ‘healthy’ if well-handled, it can sometimes escalate and become destructive.

We often feel strong emotions when a disagreement continues. It may be hard for you to keep a clear head while experiencing strong feelings. Listening to the other person’s point of view may also be much harder.

CONFLICT MANAGEMENT

MANAGING CONFLICT

It’s normal for people to respond differently to conflict. Some people want to retreat and hide, physically or emotionally, when faced with conflict. Other people may become stubborn in their need to get their own way. To manage conflict in a healthy way, it’s important to be aware of how you respond to conflict and ask yourself if you could handle it differently.

CONFLICT MANAGEMENT

MANAGING CONFLICT

• Do all people involved feel heard, including you?• Is the conflict leading to compromise

(‘win-win’)or a confrontation (‘win-lose’)?

• Is the communication respectful?• Are you listening and thinking before

responding; or just reacting?• Does the communication have positive

or negative outcomes?

When conflict escalates, it can become impossible to consider the other person’s perspective. This might be the time to bring in a third person, such as a counsellor or mediator.

CONFLICT MANAGEMENT

MANAGING CONFLICT

A. How do you approach conflict?A. How do you approach conflict?

• No one has the right to abuse another person, and no one should accept it. Physical or emotionally controlling behavior is never OK.

• Physical violence against anyone is destructive and illegal.

• The responsibility for your communication lies with you alone. No one can make you say or do anything. You always have a choice in how you can react.

• Restricting or controlling another person’s life is never acceptable. If this is what you are doing, or if this is being done to you, it might be time to talk to someone about it.

• If abuse, violence or controlling behaviors are a part of the conflict in your life, it’s important to seek help immediately.

CONFLICT MANAGEMENT

MANAGING CONFLICT

B. Some issues to be aware of:B. Some issues to be aware of:

• Listen to the other person’s point of view and make sure you understand what they’re trying to say.

• Respect the other person’s point of view, even if it’s hard to hear.

• Look for areas where you can compromise – what is the most important and least important thing to you?

• Try to keep your communication respectful. Avoid insulting or putting others down.

• Use “I” statements such as:“When you say that, I feel...”

• If things are heating up, ask for time out. Come back to the discussion when both of you are calmer.

• Commit yourself to making positive changes to the way you handle conflict.

CONFLICT MANAGEMENT

MANAGING CONFLICT

C. Some useful tips for handling conflict:C. Some useful tips for handling conflict:

CONFLICT MANAGEMENT

Naa KAY PANGUTANA?

CONFLICT MANAGEMENT

RONEL GERALDIZO DAGOHOY

BPA