CONFLICT AND

CONFLICT
RESOLUTION

Chapter 7
 Definition of Conflict of
Interest
Conflict of interest means: a conflict
between a persons private interests
and public obligations.
conflicts of interest is the state of disharmony
between antithetical individuals interest or a
clash between individuals interest and
professional requirement and obligations.
 Definition of Conflict of
Interest
it is a situation in which someone who is in
a position of trust, such as a lawyer,
engineer, medical doctor or executive
director, has competing professional and
personal interests.
Even if there is no evidence of improper
actions, a conflict of interest can create an
appearance of impropriety that can
undermine confidence in the ability of that
person to act properly.
 Definition of Conflict of
Interest
Conflict of interest takes place when, honesty,
commitment and professionalism are
intentionally overlooked.
 Types of Conflict of
interests
The following are the most common forms
of conflicts of interests:

Self-dealing, in which public and private

interests collide, for example issues
involving privately held business interests.

Outside employment, in which the interests

of one job contradict another.
 Types of Conflict of
interests
Family interests, in which a spouse, child, or other
close relative is employed (or applies for
employment) or where goods or services are
purchased from such a relative or a firm controlled
by a relative.

For this reason, many employment applications

ask if one is related to a current employee. If this
is the case, the relative could then recuse from
any hiring decisions.

Gifts from friends who also do business with the

person receiving the gifts.
 Conflict of Interest in Islamic
Ethics
Qist (faire-mindedness), Qawama
(consistency) and bayan (clarity and
transparence) are all related to justice and
avoiding conflict of interest or nepotism when
performing administrative and professional
activities.
Be resolute and stand out firmly for justice
(qawwamina bil qist), even if the cases which
are against your interest or that of your family
and relatives.
 Conflict of Interest in Islamic
Ethics
No nepotism or any other form of
administrative injustices should public
administrators be involved in.
This means that professionals should
display integrity without deception or
fraud, thus neither kitman, i.e., hiding or
concealment, nor libs, i.e., to mix-up and
intentionally falsify with regard to the
dispersal, is expect from the professionals
 Abuse of Confidentaility
Literally, Confidential means to
do something in secrecy.
Abuse of confidentiality means:

Containing information, that is

unauthorized for disclosure.
To access or release an

information or date to or
unauthorized channel.
 Abuse of Confidentaility
Conceptually confidentiality (according
to
International Organization for Standardiz
ation
) is ensuring that information is accessible
only to those authorized to have access, and
it is one of the cornerstones of information
security.
Therefore, abuse of confidentiality, refers to
an ethical principle associated with several
professions (eg, Engineering ,medicine, law,
 Abuse of Confidentaility
Confidentiality is based on four basic
principles:
1. Respect for an individuals right to privacy.
2. Respect for human relationships in which
personal information is shared.
3. Appreciation of the importance of
confidentiality to both individuals and society.
4. Expectations that those who pledge to
safeguard confidential information will do so.
Conflict resolution
There are five basic ways of handling conflict in
the workplace:
1. Competing

2. Collaborating

3. Compromising

4. Avoiding

5. Accommodating

It is important to note that there is no one way

to resolve a conflict and often managers will
need to utilize multiple methods in order to
reach a resolution.
Conflict resolution
Competing
The Competing Method involves handling the
conflict through unilateral decision making.
This is most appropriately used by managers
and leaders in the workplace.

The Competing Method is used primarily for:

Situations that involve quick action.

Instances where there is no compromise or

debate.
Making hard or unpopular decisions.
Conflict resolution
Collaborating
The Collaborating Method involves handling the
conflict through team input. This means of
handling conflict is particularly useful if all parties
in the conflict want to find a resolution, but are
unable to agree on what the resolution should be.

The Collaborating Method is used primarily for:

Gaining support from the team.

Using the different perspectives as an opportunity

to learn.
Improving relationships through collaboration.
Conflict resolution
Compromising
The Compromising Method involves handling the
conflict by reaching a resolution that involves a
win on both sides of the table.

The Compromising Method is used primarily for:

Resolving issues of moderate to high importance.

Finding a solution that involves equal power and

strong commitment on both sides.
Situations where a temporary fix may be needed.

Backing up a decision thats been made using

the competing or collaboration methods.
Conflict resolution
Avoiding
The Avoiding Method is a way of handling conflict
by making an active decision to not handle the
conflict. This is best used for situations that
are not work related and should be solved
through another means.

The Avoiding Method is used primarily for:

Unimportant or non-work related issues.

Buying time until a resolution can be reached.

Recognizing issues as symptoms.

Conflict resolution
Accommodating
The Accommodating Method is a way of
handling conflict by allowing the other side to
win.

The Accommodating Method is used primarily

for:
Maintaining perspective in a conflict situation.

Making active decisions on what can be let

go vs. what needs another method.

Keeping the peace and creating goodwill.
End