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CONFLICT
According to Robbins
Conflict is a process in which an effort is purposefully made by one person or unit to block another that results in frustrating the attainment of the others goals or furthering of own interests.
EFFORTS PURPOSEFULLY MADE
To block other
Further your own interests /Achieve own goals Not letting other people attain their goal
CONFLICT
Individual
Stage 3 Behaviour
OVERT CONFLICT
FELT CONFLICT
SOURCES OF CONFLICT
Goal incompatibility. Different values and beliefs. Task interdependence. Scarce resources. Ambiguity in rules and regulations. Communication problems in the organisation. Change in the Organisation.
1.
Employee1
Employee 2
Employee 3
2.
Employee1 (Output)
I/P
Employee 2 (Output)
I/P
Employee 3
LEVELS OF CONFLICT
INTER-GROUP CONFLICT This type of conflict refers to conflicts between groups, departments, or sections in an organisation. Such types of conflicts are highly visible. Some reasons for such types of conflictsTask interdependence (Pooled, Reciprocal, Sequential) Task ambiguity (Lack of clarity) Goal incompatibility Competition for limited resources. Line and Staff conflict
GM
1960s to 1990s (Problem Phase) Managers were yes boss types. Never questioned company actions. Believed what worked in the past. will work in future as well. Tendency was to avoid any kind of conflicts.
REASONS ANALYSED
Too insulated and void of functional conflicts. Managers and staff didnt want to change status quo. Source of the problem (CEO)- Tim Koogle Was changed in 2001 and hence the fortunes of company also changed.
COMPROMISE
LOW
AVOIDANCE LOW
ACCOMODATING HIGH
DEGREE OF CO-OPERATION
WIN/LOOSE STYLE
ADVANTAGES 1. Decisions can be made quickly. 2. Demonstrates commitment and importance of the issue.
DISADVANTAGES 1. Can harm the relationships between two parties. 2. Parties may resort to wrong tricks to win.
PROBLEM-SOLVING STYLE
ADVANTAGES
1. Satisfies both parties. 2. Demonstrates good virtues like respect for each other. 3. Promotes the idea that conflicts can be productive. 1.
DISADVANTAGES
Can be time-consuming.
COMPROMISING STYLE
Degree of Assertiveness is medium and degree of co-operation is also medium. In this style, both parties give up something in order to gain something. Both the parties will only be partially satisfied.
ADVANTAGES
1. Conflict can be resolved quickly. 2. Can be seen as win-win situation for both parties. 3. Can be used as a last resort when other methods fail. 1.
DISADVANTAGES
Can be seen as a lossloss situation for both the parties.
NEGOTIATION
A process in which two or more parties attempt to reach an acceptable agreement in a situation characterised by some level of disagreement.
SITUATION OF DISAGREEMENT
PARTY 1 PARTY 2
TYPES OF NEGOTIATION
Distributive negotiation
Parties believe that resources are fixed and these have to be distributed. I win-you lose is the approach of parties. Primary interests of the parties are opposite. Focus of relationships is short term.
Integrative negotiation
Parties believe that resources are variable. Approach is to create a win-win situation for both parties. Primary interests of the party congruent with each other. Focus of relationships is long term.
CONFLICT
CONFLICTS ARE INEVITABLE IN THE ORGANISATIONS.
In the workplace, the challenge is to view conflict as an opportunity for growth and resolving differences, thereby enhancing morale, productivity and improving the work environment.