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SCHOOL OF MANAGEMENT
PONDICHERRY UNIVERSITY
PROJECT REPORT
Submitted By
Section – B
ACKNOWLEDGEMENT
I express my sincere thanks and deep sense of gratitude to Team leads Mr.
Mohan (CTS), Mr. Sathish Kumar (Wipro) and Mr. Sonu Dass (Syntel Inc.,) for
permitting us to conduct the study on their Organization. I sincerely thank my
friends for giving timely advice in all the aspects for the success of this project
work.
CONTENTS
1. Executive Summary 1
2. Introduction 2
6. Objectives 9
7. Research Methodology 10
8. Data Analysis 12
9. Correlation Analysis 15
10. Conclusion 17
11. Questionnaire 19
EXECUTIVE SUMMERY
If the Conflict is managed in a way that brings out positive effect then
the productivity of the organization would be increased. It also increases the
self awareness about conflict modes, conflict communication skills, and
establishing a structure for management of conflict in your environment.
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INTRODUCTION
Conflict is a fact of life. Although many people think only of its ugly or
unfortunate results, some conflict is actually necessary and good. It all depends
on how a particular conflict is handled.
What is Conflict?
“A process that begins when one party perceives that another party has
negatively affected,
ted, or is about to negatively affects something that first cares
about.”
“Is 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.”
Conflicts must be perceived by the parties to it; whether or not conflict exists is
a perception issue. If no one is aware of a conflict, then it is generally agreed
that no conflict
ct exist. Conflict can be a serious problem in an organization. It
can create chaotic conditions that make it nearly impossible for employees to
work together on the other hand; conflict also has a well known positive side.
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THE CONFLICT MANAGEMENT PROCESS
PROC
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important to learn, regardless of our initial physiological response to conflict, is
that we should intentionally
entionally choose our response to conflict.
Whether we feel like we want to fight or flee when a conflict arises, we can
deliberately choose a conflict mode. By consciously choosing a conflict mode
instead of to conflict, we are more likely to productively contribute to solving
the problem at hand.
Mediation:
The goal is to identify multiple possible alternatives and to mutually
select one that is acceptable to all involved parties and in the interest of
project objectives.
Arbitration:
This strategy requires the project manager to provide a safe and
productive opportunity for the conflicted parties to air their disagreements.
After careful attention and fully listening to each party, the project manager
should formulate, define, and provide a solution to the parties. This strategy is
based on the forcing approach to conflict described earlier. Arbitr
Arbitration can
often be effectively combined with mediation by forcing an initial conflict
solution and then allowing the parties to negotiate to a more mutually
acceptable alternative.
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Control:
Based on the smoothing approach described earlier, this strategy seeks
to bring tension and emotions down to a level at which productive discussion
and negotiation can occur. Humour is often an effective tool, as well as the use
of temporary breaks or time-outs
time outs in the discussions between conflicted
parties.
Acceptance:
The decision can be made that the conflict consequences are negligible
relative to project objectives and, therefore, require no action. This strategy
carries significant risk of later escalation and should be combined with specific
plans for monitoring the situation to ensure that the conflict remains at an
acceptable level.
Elimination: Finally, the elimination strategy is reserved for those conflicts that
have become so dysfunctional that the project can no longer tolerate any
impacts from them. Often a last resort, elimination involves the removal of the
conflicted parties from involvement with the project.
· Gender
· Self-concept
· Expectations
· Situation
· Position (Power)
· Practice
· Determining the best mode
· Communication skills
· Life experiences
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The Conflict Management Process
There is no one best way to deal with conflict. It depends on the current
situation. Here are the major ways that people use to deal with conflict.
Turtles withdraw into their shells to avoid conflicts. They give up their
personal goals and relationships. They stay away from the issues over which
the conflict is taking place and from the persons they are in conflict with.
Turtles believe it is hopeless to try and resolve conflicts. They feel helpless.
They believe it is easier to withdraw (physically and psychologically) from a
conflict than to face it.
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relationships of minor importance. They seek to achieve their goals at all
costs. They are not concerned with the needs
needs of others. They do not care if
others like or accept them. Sharks assume that conflicts are either won or lost
and they want to be the winner. This gives them a sense of pride and
achievement. Losing gives them a sense of weakness, inadequacy and failure.
They try and win by attacking, overpowering, overwhelming and intimidating
others.
Foxes are moderately concerned with their own goals and their
relationships with others. They give up part of their own goals an
and persuade
others in a conflict to give up part of theirs. They seek a conflict solution in
which both sides gain something - the middle ground between two extreme
positions. They compromise; they will give up a part of their goal and
relationship in order
er to find agreement for the common good.
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The Owl (CONFRONTING)
Owls highly value their own goals and relationships. They view conflicts
as problems to be solved and seek a solution that achieves both their own and
the other person's goals. Owls see conflicts
conflicts as a means of improving
relationships by reducing tension between two people. They try to begin a
discussion that identifies the conflict as a problem to be solved. By seeking
solutions that satisfy everyone, owls maintain the relationship. They are not
happy until a solution is found that both satisfies everyone’s goals and resolves
the tensions and negative feelings that may have been present.
a) Role conflict
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OBJECTIVES
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RESEARCH METHODOLOGY
Research design:
A research design is basic frame work or plan for a study that guides the
collection of data and analysis of the data.
Descriptive research:
Sampling plan:
Sampling method:
Judgement Sampling
Sampling Unit
The Project Team
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Sampling Area
Three IT Companies in different location.
location
Cognizant, Coimbatore
Syntel Inc., Chennai
Wipro, Mysore
Sample Size
15 Team members
3 Team Leads
Limitations of the
he Study
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DATA ANALYSIS:
10.00%
WITHDRAWING
40.00% FORCING
SMOOTHING
50.00% COMPROMISING
CONFRONTING
Description:
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Conflict Management Style followed by a Team in SYNTEL
SYNTEL INC.
25%
WITHDRAWING
50% FORCING
SMOOTHING
COMPROMISING
25%
CONFRONTING
Description:
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Conflict Management Style followed by a Team in WIPRO
14.28% 14.28%
WITHDRAWING
FORCING
SMOOTHING
COMPROMISING
CONFRONTING
71.42%
Description:
As per the category the leader might be valuing relationship a bit more
team.
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CORRELATION ANALYSIS
No. of
Companies
Xi Yi (X i - X) (Yi - Y) (X i- X) 2
Y
(Yi- )2
(Yi X Y
(Xi- )(Yi- )
1 3.3 3.75 -0.15 0.5 0.0225 0.25 -0.075
2 3.3 3 -0.15 -0.25 0.0225 0.0625 0.0375
3 3 3 0.3 -0.25 0.09 0.0625 -0.075
Total 10.35 9.75 0 0 0.135 0.375 -0.1125
X = Mean of Xi , Y = Mean of Yi
X Y
r (Pearson’s
(Xi- )(Yi- )
earson’s coefficient of correlation) =
[√Σ (Xi - X) ] [√Σ (Xi - Y) ]
2 2
r (Pearson’s
earson’s coefficient of correlation) = - 0.5
The combination of the hypotheses to test the significance of r is shown below :
The calculated value of t static (- 0.57) is less than table t static (12.706)
Hence, the null hypothesis is accepted .This means that the correlation
coefficient of the problem is not significant.. Hence the association
between the two variables is not significant.
INFERENCE
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CONCLUSION
The teams which we had taken as Sample Size are Successful in their
Organization. The Conflict Management Techniques followed by all the three
teams are different. There is no single solution to conflicts. Each one of them is
unique and has to be handled differently.
d But there are some general rules or
approaches to a conflict.
You need a wide variety of ways to deal with those who disagree
with you if you want to be effective.
You sometimes need to change your style or approach to work
with the person who disagrees with you.
Using collaboration or compromise as often as possible makes for
more effective decision making.
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RECOMMENDATION
Managers should:
Monitor employees work to assist them to understand and coordinate
their actions.
Encourage employees to approach you when they cannot solve difficulties
with co-workers
workers on their own.
Clear the air with regular meetings that give employees a chance to discuss
their grievances.
Provide a suggestion box, check it frequently, and personally reply to all
singed suggestions.
Offer as much information as possible about decisions to minimize
confusion and resentment.
Use employee surveys to identify potential conflicts that have n
not yet
surfaced.
“In
In an Alliance there is always a give and take policy
policy”
- by Kamal Nath
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CONFLICT STYLES QUESTIONNAIRE
The proverbs listed below can be thought of as some of the different strategies
for resolving conflict.
Read each of the proverbs and using the following scale score how typical each
is of your actions when in conflict.
SCORE
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14. A fair exchange brings no quarrel
15. No person has the final answer but every person has a piece to
contribute
16. Stay away from people who disagree with you
17. Fields are won by those who believe in winning
18. Kind words are worth much and cost little
19. Tit for tat is fair play
20. Only the person who is willing to give up their monopoly on truth
can profit from the truths that others hold
21. Avoid quarrelsome people as they will only make your life
miserable
22. A person who will not flee will make others flee
23. Soft words ensure harmony
24. One gift for another makes good friends
25. Bring your conflicts into the open and face them directly; only
then will the best solution be discovered
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