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  • Conflict Management at Workplace

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    Yousuf Zahid
    285 vizualizări29 pagini
    Short on temper? Highly emotional? Fear of someone taking your 'chair'? Personality clash with a peer? Someone's too aggressive? Remember that a disagreement with your colleague is not a conflict. But conflicts do occur in every organization. They aren't a bad thing, in fact they can be very good. But there's a way of going about; the right way of doing things. Consider this as your permanent manual to resolve conflicts.

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    Short on temper? Highly emotional? Fear of someone taking your 'chair'? Personality clash with a peer? Someone's too aggressive? Remember that a disagreement with your colleague is not a conflict. But conflicts do occur in every organization. They aren't a bad thing, in fact they can be very good. But there's a way of going about; the right way of doing things. Consider this as your permanent manual to resolve conflicts.

    Drepturi de autor:

    Attribution Non-Commercial (BY-NC)
    Descărcați ca PPTX, PDF, TXT sau citiți online pe Scribd
    Indicator pentru conținut neadecvat
    285 vizualizări29 pagini

    Conflict Management at Workplace

    Încărcat de

    Yousuf Zahid
    Short on temper? Highly emotional? Fear of someone taking your 'chair'? Personality clash with a peer? Someone's too aggressive? Remember that a disagreement with your colleague is not a conflict. But conflicts do occur in every organization. They aren't a bad thing, in fact they can be very good. But there's a way of going about; the right way of doing things. Consider this as your permanent manual to resolve conflicts.

    Drepturi de autor:

    Attribution Non-Commercial (BY-NC)
    Descărcați ca PPTX, PDF, TXT sau citiți online pe Scribd
    Indicator pentru conținut neadecvat
    din 29

    Conflict Management

    Training Program
    Click to edit Master subtitle style

    4/24/12

    By Yousuf Zahid yousuf.zahid@live.com April 2012

    Peace is not absence of conflict, it is the ability to handle conflict by peaceful means. Ronald Reagan

    4/24/12

    Lets begin our the differenceswar muchtosomeone when The not again,understand differences How toEvery nowjourneyyou outrightfrustrations that whereyoure respond acanthese waypeople. positively andarewithyou wrong way.realize IfTheywhohoworhardeverythingand you. Learn whythingsto areworld afteryou say. They disagreeto very to among theypossible. value conflicts to the workand all. are, you They careful,conflictsconflict, can a rubsintoother as with. its build respect and as do wonderful live elsewhere. avoid each cold people differently they with they arise.

    4/24/12

    4/24/12

    What are conflicts?


    A situation in which someone believes that his or her own needs have been denied.

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    Whos involved?
    Inevitable whenever two or more people interact

    Two or more individuals Two or more groups An individual and a group Within an individual

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    Why do they occur?

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    The causes

    Task related External influences Emotional triggers Perceptive behavior

    4/24/12

    The causes

    Unclear definitions of role responsibility


    Who, what, how and when

    Conflict of interest
    Personal and organizational goals at odds

    Lack of resources
    Competition for money, time and materials

    Entanglement of interpersonal relationships


    Personalities, personal issues and prejudices

    Leadership, work styles, cultural and gender issues 4/24/12

    The consequences

    4/24/12

    Negative repercussions
    Disagreements due to differences in points of view, ideology or unhealthy competition

    Sub-optimization Waste of time and resources Mental health concerns Decrease in productivity Members leave organization Violence
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    Negative repercussions

    Self interests, needless feuds, superiority contests and larger goals compromised Vision, mission and values get shelved Frustration, stress, anxiety and depression settle in Demotivation and dysfunctional teams are evident Absenteeism enters Deviant behavior surfaces
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    Conflict resolution strategies

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    How to tackle em?


    Ways to intervene and break the barriers Its important to be a cool-cucumber and diffuse

    Discussion Written communication Mediation Compromise - give and take Voting No-nonsense approach
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    How to tackle em?


    Before intervening, go through these steps

    Assess the situation - get information Options how to put things back on track Perspective - of conflicting parties Demeanor - be firm and assertive

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    Strategy shortcomings

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    Disadvantages of conflict resolution


    More harm than good, if conflict fails to get resolved Personalities involved play a critical role here

    Escalation - Refusal to budge from stance Winners and losers - Resentment and demotivation Manipulation - mistrust and non-cooperation Limited effect - due to compromise

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    A checklist for you

    4/24/12

    What should you do if you run into a conflict?


    Whether conflict is with staff, peers or management Approach conflict with an open mind Consider what might have caused the conflict Be respectful of differences Try to cut the conflict off in its early stages Listen carefully Be mindful of your language Ask for help Be sure the problem is resolved

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    But

    4/24/12

    Conflicts can also be a good thing

    Helps avoid the tendency toward group think Key is to manage conflict effectively Manage it to serve as a catalyst to organizational improvement

    4/24/12

    Conflicts can also be a good thing

    Encourages new thinking - points of view and ideas Raises questions - issue based for problem solving Builds relationships - listen and learn Opens minds - creativity and innovation Beats stagnation - avoids status quo and conflicts

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    Final word

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    Bottom line
    Avoid these clichs Its not my job I dont have time Ask her - ask him I dont know Lets see - well see Probably - maybe Why not? Cant help you there No, sorry

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    One more thing


    The goal of organizational leadership is not to eliminate conflict, but to use it.

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    Remember
    When dealing with conflict in an organization, remember to address the issue, not the people. And last but not the least; keep your emotions under control.

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    The peak efficiency of knowledge and strategy is to make conflict unnecessary. Sun Tzu

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    Read!

    4/24/12

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