Managing Conflict - PowerPoint PPT Presentation

managing conflict n.
Download
Skip this Video
Loading SlideShow in 5 Seconds..
Managing Conflict PowerPoint Presentation
Download Presentation
Managing Conflict

play fullscreen
1 / 24
Download Presentation
Managing Conflict
170 Views
louie
Download Presentation

Managing Conflict

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  1. Managing Conflict By: Nakia Jones, Jarvis Rooks, and Antonio Miles

  2. What is conflict? A disagreement through which the parties involved perceive a threat to their needs, interest, or concerns A struggle or contest between people with opposing needs, believes, value, or goals

  3. consist of disputes and disagreements that hinder a company's performance • generally involves people who are unwilling to work together to solve a problem • is often personal. Dysfunctional Conflict

  4. Role conflict • Value conflict • Generational conflict • Personality conflict • Poor Communication 5 kinds conflict types in the workplace

  5. Role conflict is essentially a difference between opposing expectations of a role. If two people have different expectations for what the other's proper role should be, then role conflict is likely to result. Role Conflict

  6. Employees with different values and interest often have a hard time relating and getting along because they have little in common. Conflict occurs when employees are unable or unwilling to accept each other’s differences and work through it. Value Conflict

  7. In the workforce there are many generations that have to work together. Each generation has different skills and difficulties but they are forced to work together. They tend to have different values and work ethics that tend to clash with each other. Generational Conflict

  8. All work environments are made up of different people with different personalities. Each employee has a different perspective and way of operating. Sometimes these things clash. Coworkers need to accept each other’s ways of doing this, if not conflict will occur Personality Conflict

  9. This can be from a difference in communication styles or a failure to communicate at all. Failing to communicate properly in the workplace can lead to employees making incorrect assumptions and not only causes conflict but reduces efficiency and employee morale. Poor Communication

  10. John plays on the high school basketball team and his coach calls him out about his selfish play on the court. John response is “I’m the star on the team”. The coach benched John because of the comment made. What kind of conflict is this? • Role Conflict • Value Conflict • Personality Conflict • Generational Conflict Question

  11. Emotional - are feelings we experience in conflict • Cognitive – our ideas and thoughts about a conflict • Physical – can play an important role in our ability to meet our needs in the conflict Three kinds of responses to conflicts

  12. Five styles that can be used to manage dysfunctional conflict

  13. Integrating focuses on the different parties of the conflict to work together to come up with a solution. • Both parties have to be completely dedicated and willing to work together so that they all can get what they want. • Win/ Win Situation Integrating

  14. best used when a quick decision is needed or when the issue is relatively unimportant. • Dominating is telling the employees what to do and taking control of the situation. • Being able to take control over issues are is important because it stops small issues from growing into bigger ones that can harm the workplace and its productivity. • Although, this is a useful way to solve certain conflicts it should not be used to often. Dominating

  15. A settlement of differences between people • To compromise is to make a deal between different parties where each party gives up part of their demand in order to better work together Compromising

  16. When you ignore the conflicts • This is the best option when the conflict is small and does not necessarily need to be addressed • Used wrong this can lead to bigger problems and more conflict • Those who avoid conflict often have low esteem Avoiding

  17. smoothing; this involves playing down differences while emphasizing commonalities. • Value • Used to elevate individuals • Power is given up. • “I don’t care what ever you want” or “you’re the expert, what do you think. Obliging

  18. Other Ways to resolve conflict Mediation and Arbitration

  19. is a non-binding form of conflict resolution that works well for minor disputes • The mediator engages in shuttle diplomacy to find a solution that is acceptable to both sides. • It has one major disadvantage. If the mediator fails to find a common ground, the dispute moves back to the litigation track. As a result, it works well for minor disputes. It doesn't work as well with intractable disputes or unreasonable parties. Mediation

  20. Arbitration is a binding form of dispute resolution. • It permits parties to submit their dispute to an independent third party who functions much like a judge. The arbitrator listens to the facts and then renders a judgment. • It has one drawback, the arbitration is conducted much like a trial, and should not be used to often. Arbitration

  21. Functional Conflict

  22. constructive conflict; serves the organizations interest, goals, and improves overall performance • spark creativity and increase performance in a group. • Devils Advocacy • Dialectic method Functional Conflict

  23. Any Questions?

  24. The End