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CONFLICT
CONFLICT: It is a process in which an individual purposefully make a concerted effort to offset the efforts of another individual by some form of blockage that causes frustration to the later in accomplishing his goals of his interest Characteristics of conflict 1) 2) 3) 4) 2 or more parties pursue mutually exclusive goals It refers to deliberate behaviour It arises out of 2 perceptions Conflict is different from competition
General causes of conflict 1) 2) 3) 4) 5) Unreleted expectations Change Research Modern technology Motivational factors
Levels of conflict 1 Individual level conflict A Intra individual conflict a) b) c) d) e) Goal conflict Approach- Approach conflict Approach- Avoidance conflict Avoidance- Avoidance conflict Role conflict
A Inter group conflict B Intra group conflict 3 Organisation conflict A Inter organisational conflict B Intra organisational conflict Strategies for resolving & managing conflicts 1) Avoiding 2) Smoothing 3) Forcing 4) Compromising 5) Confronting 6) Bargaining 7) Negotiating 8) Third party intervention 9) Escalative interventions 10) Introduction of super ordinant goals
UNIT VIII
ORGANISATIONAL CHANGE
Any alteration that occurs in the overall work environment is called change
Levels of change 1) Individual level change 2) Group level change 3) Organisational level change
The Dilemma of change 1) Stability versus change 2) Evolutionary , Revolutionary & Planned changes
Pressures for change 1) External pressures a) Technology b) Market situation c) Social & political changes 2) International pressures
The Domino Effect Domino effect is one in which one change touches off a sequence of related & supporting changes. Before any significant change is made, the possible consequences of that change must be evaluated & examined to see whether undesirable chain reaction will occur
Responses to change Persons attitude depends on three sets of factors 1) Psychological 2) Personal 3) Social
1) 2) 3) 4)
It is a more constructive & scientific approach for analysing a change situation in force field analysis 2 forces that affect change
1) Forces favouring change called Driving forces 2) Forces opposing change labelled as Restraining forces
The change process 1) 2) 3) 4) 5) Becoming aware of the pressure for change Recognizing the need for change Diagnosing the problem Planning the change Following up on the change
Resistance to change
1 Individual Resistance a) b) c) d) e) f) Economic reasons Fear of economic loss Personal reasons Ego defensiveness Status quo Fear of unknown
2 Organisational Resistance
a) b) c) d)
Threats to power & influence Organisational structure Resource constraints Sunk costs
1) 2) 3) 4) 5) 6)
Group prestige Attitudes , Values & Behavior Individual prestige Deviations from norms Shared perception Shared information