SlideServe
Télécharger Obtenir Pro
Menu
Accueil Pro
Préférences
ApparenceLight Aide et commentaires
© SlideServe · v2026

conflict Defined

heba avatar
heba
21 diapositives · 367 Views · Jul 03, 2014

Conflict in the workplace is a common yet complex phenomenon arising from differing interests, values, and perceptions among individuals. It's driven by various needs and can be influenced by organizational structure, communication barriers, and cultural differences. Effective management of conflict requires not only technical skills but also strong interpersonal abilities. This guide outlines potential causes of conflict, its implications, and effective conflict management strategies. By addressing conflicts constructively, organizations can enhance collaboration, improve job satisfaction, and achieve higher productivity.

#workplace conflict #conflict management #interpersonal skills #conflict causes #organizational objectives #communication barriers #resolution strategies #group performance
conflict Defined - slide 1
01 / 21conflict Defined
1 / 17

Télécharger la présentation

conflict Defined
Une image / un lien ci-dessous est fourni (tel quel) pour télécharger la présentation

Politique de téléchargement : le contenu du site vous est fourni TEL QUEL pour votre information et votre usage personnel ; il ne peut être vendu, concédé sous licence ni partagé sur d’autres sites sans l’accord de son auteur.Le contenu vous est fourni TEL QUEL, pour votre information et votre usage personnel uniquement. Téléchargez la présentation en cliquant sur ce lien. Lors du téléchargement, si vous ne parvenez pas à télécharger une présentation, l’éditeur a peut-être supprimé le fichier de son serveur.Pendant le téléchargement, si vous ne parvenez pas à obtenir une présentation, le fichier a peut-être été supprimé par l’éditeur.

F I N

Plus de contenu associé

Transcription de la présentation

  1. Conflict Defined! • a disagreement where parties involved perceive a threat to something that the first party cares about. • Involves perception. • 'clash of interests, values, actions, views or directions.'

  2. How the changing views come about • motivated by many needs • not always logical • management requires effective social skills, not just technical skills • job satisfaction will lead to higher job productivity ASSUMPTIONS! • - people try to meet economic needs at work • - no conflict exists between individual and organizational objectives • people act rationally for self interest • - we act alone to satisfy individual needs Human Relations Traditional

  3. The 3 Changing views of Conflict

  4. Some Potential Causes of Conflict • - Specialization • - Interdependence • - Common Resources • Authority • - Relationships • - Status Inconsistencies • - Jurisdictional • - Conflict management style • - Perception • - Values and Ethics • Emotions • - Communication barriers • -Cultural Differences Personal Structural

  5. Conflict Process

  6. Functional & Dysfunctional Conflict

  7. Why is conflict necessary?

  8. Types of Conflict

  9. Identifying Work place Conflict, Causes • A specific type of conflict that occurs in workplace • Personality or style differences and personal problems • Organizational causes: leadership, management, budget, and disagreement about core values can also contribute • Avoid authority- and domain-related disputes, • improve policies, procedures and rules, • re-apportioning existing resources or adding new, • altering communications Causes Solutions

  10. Possible outcomes of a conflict THE IMPLICATION ……

  11. How to behave during a conflict

  12. Appropriate Conflict Management Strategies

  13. Appropriate Conflict Management Strategies

  14. The 5 conflict management styles http://www.child.gov.ab.ca/whatwedo/familyviolence/pdf/ncn0886.pdf

  15. Kare Anderson’s Model for Conflict Resolution STEP 1 Tell yourself your mainneeds. STEP 2 Reach out to find the other person’s main needs. THE ROUND TRIP STEP 4 Propose a solution that supports their main needs andyours as well. STEP 3 Listen to the other person.

  16. Conflict Check ListIt’s time to take some action! Step 5: Managing emotions Step 6: Willingness to resolve Step 7: Mapping the conflict Step 8: Mediation Step 9: Broadening perspectives Step 1: Win/win Step 2: Creative response Step 3: Empathy Step 4: Appropriate assertiveness

  17. Conclusion of Conflict as a Group - Inevitable - Learn to address our differences and needs - work together as a group to solve all difficulties - Each person should have a role to play instead of waiting for leader to assign task - Confident positive outcomes if conflict is constructively managed - Improve self-awareness - Strengthen relationship

  18. Summary/ Learning Points - Conflict can occur due to different goals and expectations - Necessary for better decisions - Optimal level of conflict can result in high performance - Increased group performance - Types of outcome; win-win is the best situation. - Resolving and stimulating conflict lead to desired level of conflict. - The appropriate conflict management techniques

  19. APA Style Citation Free Management Library, Authenticity Consulting LLC. (1997). Basics of Conflict Management. Retrieved 16 January 2007 from, http://www.managementhelp.org/intrpsnl/basics.htm Michele Geary. (n.d.). Possible Outcomes of Conflict. Retrieved 16 January 2007 from, http://faculty.dccc.edu/~mgeary/conflict/sld005.htm (n.d.). Conflict Checklist. Retrieved 16 January 2007 from, http://www.cdc.gov/od/adr/training/q02chk.pdf Wikimedia Foundation Inc. (n.d.). Conflict Resolution. Retrieved 16 January 2007 from, http://en.wikipedia.org/wiki/Conflict_resolution Wikimedia Foundation Inc. (n.d.). Ways of resolving conflict. Retrieved 16 January 2008 from, http://en.wikipedia.org/wiki/Conflict#Ways_of_addressing_conflict

  20. APA Style Citation GreenSpring Educational Institute. (n.d) Programs. Retrieved 16 January 2007 from, http://www.greensprings.org/sup/restricted/lesson13.htm Free Management Library. Authenticity Consulting, LLC. (1997). Basics of Conflict Management. Retrieved 16 January 2007 from, http://www.managementhelp.org/intrpsnl/basics.htm CNET Networks, Inc. (2007). Using Conflict in Organizations. Retrieved 16 January from, http://findarticles.com/p/articles/mi_m4035/is_3_45/ai_68217165 (2007) BusinessDictionary.com. Retrieved 16 January 2007 from, http://www.businessdictionary.com/definition/conflict-stimulation.html Wikimedia Foundation Inc. (n.d.). Workplace Conflict. Retrieved 16 January 2008 from, http://en.wikipedia.org/wiki/Workplace_conflict

  21. APA Style Citation Wikimedia Foundation Inc. (n.d.). Conflict Retrieved 16 January 2008 from, http://en.wikipedia.org/wiki/Conflict Wikimedia Foundation Inc. (n.d.). Conflict Management. Retrieved 16 January 2008 from, http://en.wikipedia.org/wiki/Conflict_management Natural Resources Management and Environment Department. (1997). Session5 Conflict Management. Retrieved 16 January 2007 from, http://www.fao.org/docrep/W7504E/w7504e07.htm Professor Edward G. Wertheim. (n.d). Historical background of Organizational Behaviour. Retrieved 16 January 2007 from, http://web.cba.neu.edu/~ewertheim/introd/history.htm