ORGANISATIONAL CONFLICT

AND CONFLICT MANAGMENT

Shivsagar Mukherjee
MBA Second Sem. (A.P.I.M.)
Sub-Organizational Behaviour
Learning Objectives
 Understand the relationship between
conflict and the organization
 Identify sources and types of
organizational conflict
 Appreciate different perspectives on
conflict within the organization
Learning Objectives(Cont.)
 Employ various conflict handling
strategies and styles
 Identify conflict outcomes to the
organization
Introduction Of Conflict
Conflict…what is it?
A fight, a collision, a struggle,
a contest;

Opposition of interests,
opinions and purposes;

Mental strife, agony.

Concise Oxford Dictionary

Introduction Cont.
 Conflict soak up our time, attention
and energy like a sponge, and direct
our focus away in issues that are not
central to the tasks at hand.
 Conflicts wasted 42% of work

hours of an average work team

 50% of turn-over is related to

conflicts at work.
DO YOU WANT CONFLICT?
 Think of conflict as the appearance
of differences, an opportunity to
confront and work with the issues
 Constructive confrontation leads to
“break through” solutions that
integrate the best view and ideas
from both sides
 Definition of Conflict
Conflict
Interaction of persons
who perceive incompatible
goals and interference
from one another in
achieving those goals
Defination Continued.
 A process that occurs when a
person or group believes that
others have or will take action
that is at odds with their own
goals and interests.
Nature Of Conflict
Conflict is inevitable in any
group that is together for
any length of time.
Different people will have
different viewpoints, ideas,
and opinions.
Conflict occurs whenever
there is no internal
harmony within a person,
or whenever there is
disagreement or a dispute
between individuals.
Negative Connotations of Conflict
 Getting angry is a waste of time.
 They don’t understand me.
 I am afraid that how they will treat
me later
 Confrontation is unprofessional.
 They will counter my argument and
thrust my views and ideas.
Changing Concepts on Conflict
CHANGING VIEWS ON CONFLICT:
 Traditional view: Conflict is

destructive & unnecessary

Modern view: Conflict is inevitable, &
may produce better organisational
performance
Changing views on Conflict (CONT.)
STIMULATING CONFLICT:
 Build group diversity

 Communicate to provoke change

 Encourage competition
Sources of Conflict
 Organizational Change
 Personality Clashes
 Different set of value systems
 Threat to status
 Lack of Trust
 Interdependency and roles ,tasks and
reward systems
 Scarcity of resources
 Miscommunication
Outcomes of Conflict
 Functional Conflict or Dysfunctional Conflict
 Assertive or Cognitive Conflict
 Conflict & Performance
Level of Performance

High

Low Dysfunctional Functional Dysfunctional

Optimal Balance
Low
Level of Conflict High
Types Of Conflict
Task Conflict
Relationship Conflict
Process Conflict
Individual Conflict
Intrapersonal Conflict
Intergroup&Intragroup Conflict
Line& Staff conflict
Interorganizatioinal Conflict
Conflict Process:

 Sources of Conflict
 Perceptions of Conflict
 Participant Intentions
 Resolution Strategies
 Conflict Outcomes
Sources of Conflict
 Organizational Change
 Personality Clashes
 Different set of value systems
 Threat to status
 Lack of Trust
 Interdependency and roles ,tasks and
reward systems
 Scarcity of resources
 Miscommunication
 Contrasting Perception
Perceptions of Conflict

 This Stage is Important for the

Conflict Process as it decides whether
the conflict will proceed towards
further Stages or not.
 Perceptions can be of Two Types
Advantageous
Disadvantageous
Participant Intentions

 Conflict Outcomes are a product of

Participant Intentions say P and as well
their Strategies say S

Conflict Outcomes=(P*S)
So it can be said whatever outcome of
various Conflict is obtained in this
corporate world as well as in the Social
Human life, is proportional to the
Participant Intentions
Resolution Strategies

 Collaborating
+

Competing Collaborating
- I win, You Win
Assertiveness

 Competing
- I win, You lose
Compromising  Accommodating
- I lose, You win
 Avoiding
Accommodating
- You pass, I pass
-

Avoiding
 Compromising
- You bent, I bent
- Cooperativeness +
Outcomes of Conflict
 Functional Conflict or Dysfunctional Conflict
From the outcomes it can be either
 Beneficial

 Disastrous

 Beneficial Leads to Convergence of energy in case of

individuals /groups
 Disastrous leads to Divergence of energy for the conflicting
parties
Conflict Management
 Conflict Management is the technique
to stop /convert the divergence of
energy flow to convergence in any
working environment Or It can be
said as the mere technique to convert
Dysfunctional conflict to Functional
one by adopting some conflict
resolution techniques.
Conflict Management Techniques
 Communication
 Bringing in Outsiders
 Restructure the Organization
 Adopting the Carrot and Rabbit Technique
 Authoritative Command
 Management of Scarce Resources
 Integrated goal establishment
 Less Interdependence
Quotes of Conflict Resolvment
 “In an Alliance there is always a give
and take policy”
By Kamal Nath
“If the Creator had a purpose in
equipping us with a neck, he surely
meant us to stick it out”.
By Arthur Koestler
“Engage in Conflict Always”
True or Not
Thanks Giving

 For being a patient listener

 Interactive session I had with all of
you.

Thank YOU
Queries

Any Queries ?