Conflict Management Binod Kumar Bista &Pramod niroula - PowerPoint PPT Presentation

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Conflict Management Binod Kumar Bista &Pramod niroula

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  1. Conflict ManagementBinod Kumar Bista &Pramod niroula Nepal Administrative Staff College, 2076

  2. Session Outline • Understand Conflict • Nature and Causes of Conflict • Conflict Process • Conflict Management Strategies • Some Effective Tipsto handle Conflict

  3. Dear All While you guys were discussing over the glass of water, I drank it…the Opportunist

  4. Contemporary issues in Civil Service • Adjustment / reconciliation of existing Structure • Changing Environment • Legal basis for running the federal units not complete • Redeployment Challenge of Civil Servants • Capacity Gap in Local Government • Politicization/ Media Chase and many more

  5. Core Competencies of a Manager Delivering Results Managing Resources Managing Relationship Performing Manager Building Integrity

  6. One of the realities we face Community User group at Aadhikhola RMCP- Use dozer instead of labor hour contribution for local road construction. Using dozer means ensuring a VAT bill of 13%. However, they do not pay it instead generate “varpai receipt” of the amount allocated in the form of “Dor-Hajiri”

  7. Conflict: Definition A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. -S.P. Robbins

  8. Conflict: Definition • A natural and inevitable fact of personal/ organizational life; • Occurs due to various reasons ranging from personalities, attitude to rules, regulations, policies, practices and available resources, communication and structure etc...; • May have positive or negative implications;

  9. Conflict: Transitions Thought • Traditional View of Conflict(Dysfunctional) • The belief that all conflict is harmful and must be avoided • Prevalent view in the 1930s-1940s • Human Relations(Humanistic) View of Conflict • The belief that conflict is a natural and inevitable outcome in any group • Focuses on productive conflict resolution

  10. Conflict: Transitions Thought • Modern(Interactionistic) View of Conflict • The belief that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively • A “positive force”that is necessary for a group effectiveness, self critical & creative.

  11. Conflict: Functional Vs Dysfunctional

  12. Conflict: Types-Organizational Setting • Intrapersonal • Interpersonal • Intragroup • Intergroup • Inter organizational

  13. Conflict: Systemic View& Grouping

  14. Conflict: Types Grouping

  15. Sources/ Causes of Conflict • Personal Variable • External Factors • Communication Variable • Structure Variable • Leadership Factor

  16. Self Assessment

  17. Calculate the total under each category: • Competing: 4,9,12 • Collaborating: 1, 5, 7 • Avoiding: 6,10,15 • Accommodating: 3,11,14 • Compromising: 2, 8,13 • Result: My dominant style is...( your highest Score)

  18. Stage III: IntentionsConflict Management: Two Broad Dimensions • Cooperativeness • Attempting to satisfy the other party's concerns • Assertiveness • Attempting to satisfy the one's own concerns

  19. Conflict Management Collaborating (Problem Solver) Competing Tough Battler CompromisingManeuveringConsilator Assertiveness Avoiding (Impersonal Complier) Accommodating (Friendly Helper) Cooperativeness

  20. Conflict Management: Dimensions

  21. Conflict Management • It is the use of prevention, resolution and stimulation techniques to achieve the desired level of conflict. • Is the practice of being able to identify and handle conflicts sensibly, fairly and efficiently.

  22. Conflict Management Techniques • Conflict Resolution Techniques • Problem solving • Superordinate goals • Expansion of resources • Avoidance • Smoothing • Compromise • Authoritative command • Altering the human variable • Altering the structural variables • Conflict Stimulation Techniques • Bringing in outsiders • Communication • Restructuring the organization • Appointing a devil’s advocate

  23. Some Practical Things to Keep in Mind • Don't argue with perception • Don't judge behaviors • Build Bridge Mindset rather than Barrier mindset Source:ShayandMCConnon, 2008

  24. How to build Bridge Mindset? • Listen for feelings, needs • Acceptance Listening • Talk Constructively Example: We seem to have diff approaches to... Help me to understand why you want to... Would it be a good idea to talk about....

  25. The Process View of Conflict

  26. Closing Note • Conflict is inevitable phenomenon yet complex • Human and non human factors are responsible for conflict • Different perspectives from all parties need to be analyzed • Rather than Judging behaviors ,connect with needs • Conflict handling intentions and conflict resolution/stimulation techniques need to be used appropriately based on the circumstances

  27. Thank You