1.Definition and Perceptions of Conflict

2.Three Perspectives of Conflict

3.Sources of Conflict

4.Strategies of Conflict Management

5.Conclusion

1. Definition and Perceptions of Conflict

·Conflict is a process in which effort is made by one party to offset the efforts of the other party in goal attainment.

·Functional Conflict - improves performance

·Dysfunctional Conflict - hinders performance

2. Three Perspectives of Conflict

·Traditional View

·The Human Relations View

·The Interactionist View

3. Sources of Conflict

·Individual differences

·Communication barriers

·Structural barriers in the organisation

4. Strategies of Conflict Management

·Thomas-Kilman Mode of Conflict Management -

i.Competition

*Quick, decisive action is vital

*Important issues where unpopular decisions need implementing

*Issues vital to company when one knows one is right

*Protect against those who take advantage of non-competitive behaviour

ii.Collaboration

*Both sets of concerns are important

*Objective is to learn and test assumptions

*Merge different perpectives

*Gain commitment

*Work through hard feelings

iii.Avoiding

*Issue is trivial

*Perceive no chance of satisfying your concerns

*Potential damage of confronting conflict outweighs the benefits

*Let people cool down

*Gather more information

*Others can resolve the conflict

iv.Accomodating

*Realize one is wrong

*Issue is much more important to the other person

*Build up social credits for later issues

*Continued competition would only damage one’s cause

*Preserve harmony is important

*Allow others to experiment and learn

v.Compromising

*Goals are moderately important

*Both parties with equal power have mutually exclusive goals

*To achieve temporary settlements to complex issues

*To arrive at expedient solutions under time pressures

*A backup when other means fail

Other Strategies -

*Four Contigency Model of Conflict and Its Management (see Reading)

*Negotiation - Negotiation is a process in which two or more parties exchange goods or services and attempt to agree upon the exchange rate for them.There are two general approaches to negotiation:

(i)Distributive Bargaining - an approach to resolving conflict and bargaining in which what one side wins is at the other's expense

(ii)Integrative Bargaining - an approach to resolving conflict and bargaining in which the demands of both sides are integrated into the final solution.

*Alternative Dispute Resolution

5. Conclusion

What can I do to minimize conflict?

Understand what the organisation wants and how to resolve conflict in a constructive manner.