Conflict Management

Mr.
Upendra Yadav
Assistant Professor
Child Health Nursing, Department
College of Nursing,
B.P.Koirala Institute of Health Sciences Dharan,
Definition
• Conflict is a process in which an effort is
purposefully made by one person or unit
to block another that results in
frustrating the attainment of the other’s
goals.
-Rao Narayan
B.Sc.Nursing,4th Year 2
Definition (Conti..)
• It is a disagreement between two or more
organizational members or group arising
from the fact that they share scare
resources or work activities or from the
fact that they have different status, goals,
values or perception.
-AF Stoner
Characteristics of conflict
• Conflict occurs when two or more parties
pursue mutually exclusive goals, values,
and events.
• It is based on assumption that there are
two or more parties whose interests or
goals appear to be incompatible.
Characteristics (Conti..)
• Conflict arises out of two perceptions.
• Conflict is different from competition.
• In conflict one side sees an opportunity to
interfere with the other’s opportunity to
acquire resources or perform activities.
• In competition both side try to win, but
neither side interferes with each other.
Conflict Process
Stage I: Potential Opposition or
Incompatibility
• The first stage in conflict process is the presence
of conditions that create opportunities for
conflict to arise.
• May be looked at as causes or sources of Conflict.
• For simplicity sake, these conditions have been
summarized in three general categories:
Communication, Structure, and personal
variables.
Communication
• Semantic difficulties, misunderstandings,
and noise in the communication channels.
• Poor communication is the main source of
conflicts in the organization.
Structure
• Member’s goal compatibility, leadership
style, rewards system’ etc. act as a force
to stimulate conflict in the organization
Personal Variables
• Individual value system that each person

has and the personal characteristics
accounts for individual differences.
• Individuals who are authoritarian and
dogmatic and who demonstrate low self
esteem lead to potential conflict.
Stage II: Cognition and Personalization
• The causes of conflict one can only lead to
conflict when one or more of the parties
are affected by or aware of the conflict.
• At this stage the conflict issues tent to be
defined, the people decide what the
conflict is about.
Stage III: Intention
• Intentions are defined as “decision
to act in a given way in a conflict
episodes.”
Competing
• When one person seeks to satisfy his or her
own interests, regardless of the impact on the
other parties to the conflict, he or she is
competing.
• The person is intending to achieve his or her
goal at the sacrifice of the others goal,
attempting to convince another that his or
her conclusion is correct.
Collaborating
• The intention of the parties is to solve
the problems by clarifying differences
rather than by accommodating various
points of views
Avoiding
• Here a person is trying to just ignore
a conflict and avoid others with
whom they disagree.
Accommodating
• In order to maintain good relationship
one party is willing to sacrifice one’s one
goal so that the other party’s goal can be
attained, supporting someone else’s
opinion despite own reservations about
it.
Compromising
• When each party to the conflict gives up
something, sharing occurs, resulting in a
compromised outcome.
• There is no clear winner or loser.
Stage IV: Behavior
Behavior (Conti..)
• This is the stage where conflicts become
visible.
• This behavior stage includes the statements,
actions and reactions made by the
conflicting parties.
• Stage IV is thought of a dynamic process of
interaction. E.g. You make a demand on
me, I respond by arguing; you threaten me;
I threaten you back etc.
Stage V: Outcomes
Outcome may be
1. Functional or
2. Dysfunctional
Functional Outcome of Conflict
• Improvement in group performance.
• Constructive Outcome
• Improve quality of performance
• Give solution to the problems
Dysfunctional Outcome of Conflict
• Destruction of Group or organization
• Reduce group effectiveness
• Reduce group cohesiveness
• Threaten group’s survival
• Feedback: upendrayadav2001@yahoo.com

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• Individual value system that each person

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