CONFLICT
Download
1 / 17

Presented by: Akinola Richardson Rahul Oswal Vinay S. Dashora Zekil Patel - PowerPoint PPT Presentation


  • 73 Views
  • Uploaded on

CONFLICT MANAGEMENT AND RESOLUTION. Presented by: Akinola Richardson Rahul Oswal Vinay S. Dashora Zekil Patel. Conflict. Happens when two or more perspectives and opinions are contradictory in nature and haven't been aligned.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'Presented by: Akinola Richardson Rahul Oswal Vinay S. Dashora Zekil Patel' - joey


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Presented by akinola richardson rahul oswal vinay s dashora zekil patel

CONFLICTMANAGEMENT AND RESOLUTION

Presented by:

Akinola Richardson

RahulOswal

Vinay S. DashoraZekil Patel


Conflict
Conflict

  • Happens when two or more perspectives and opinions are contradictory in nature and haven't been aligned.

  • It is inevitable because of competing demands and is not necessarily a sign of a poor management strategy and certainly not always negative.


Sources of conflict
Sources of conflict...

  • Differences in opinions on how to get things done.

  • Poor Communication.

  • Incompatible values among team members and employees in general

  • Conflicting responsibilities due to ambiguous job descriptions.

  • Power struggle and office politics.


Some more sources

Some more Sources …

Weak / Change in Leadership

Insufficient knowledge of the dynamics of

corporate management changes.

Organizational complexity

Unreasonable deadlines and other

pressures

Personality Clashes


When can conflict be positive

When can Conflict be positive?

Identifies and clarifies important issues.

Helps solves the organization’s problems

Results in “something for everyone”

Creates means of communication

Encourages cooperation and collaboration

Builds/strengthens interpersonal skills.


When can conflict be negative

When can Conflict be negative?

Hampers productivity.

Negatively impact employee morale.

Causes inappropriate behaviors.

Polarizes people and groups within the

organization.

Jeopardizes collaboration among team

members.

Creates tension in the work place.


1 how to avoid conflicts 2 if not avoided how to resolve them

1. HOW TO AVOID CONFLICTS… 2. IF NOT AVOIDED, HOW TO RESOLVE THEM…


Avoiding conflicts
Avoiding Conflicts...

  • Regularly review job descriptions.

  • Intentionally build relationships with all subordinates.

  • Get employees' review of the procedures.

  • Communicate new initiatives and status of current programs.

  • Anonymous suggestion box in which employees can provide suggestions.


Resolving conflicts
Resolving conflicts...

Basic Principles:

Accommodate it

Competing

Compromising

Collaborating


Steps to resolve conflicts
STEPS TO RESOLVE CONFLICTS…

  • Meet conflict head on.

  • Set goals.

  • Plan for and communicate frequently.

  • Be honest about concerns.

  • Agree to disagree – a healthy disagreement would build better decisions.

  • Get individual ego out of management style.


Presented by akinola richardson rahul oswal vinay s dashora zekil patel

  • Let your team create - people will support

    what they help create.

  • Discuss differences in values openly.

  • Continually stress the importance of

    following policy .

  • Communicate honestly.

  • Provide more data and information than is

    needed.

  • Develop a sound management system.


Some morals to be followed

Some Morals to be followed…

The other person is a human being with hopes and dreams too. Respect this person and attack the PROBLEM.

Invent options for mutual Gain, no selfish acts.

Raise issues clearly, and with respect.

Avoid “win-lose” statements.

Question your own perspective.

Assume the other person will NOT change.

The person is not the Problem, It’s the

issue at hand.


3 varying effects of conflict management

3 varying effects of Conflict Management

The Ambani Brothers, Reliance Industries, India.


Lee iacoca ford motor corporation usa
Lee Iacoca, Ford Motor corporation, USA.



References
References

  • Websites:

  • www.wikipedia.com

  • www.dalecarnegie.com

  • www.managementhelp.org

  • Books:

    1. Lee Iacoca, an autobiography.

    2.Conflict of the Ambanis.


What happens if all of this fails
What happens if all of this fails...

  • http://www.youtube.com/watch?v=3dJbdZApMbQ&feature=related