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Presentation On Conflict Resolution: By: Shuchi Srivastava

This document provides information about conflict resolution. It discusses conflict management in organizations, including establishing common goals and reducing interdependence to minimize conflicts. It also describes five types of conflict resolution actions according to March and Ruble: competing, avoiding, accommodating, compromising, and collaborating. Additionally, it outlines five conflict resolution techniques: problem solving, super ordinate goals, expanding resources, avoidance, and compromise. The document provides examples of when each technique would be most appropriate.

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prateeksaxena88
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43 views

Presentation On Conflict Resolution: By: Shuchi Srivastava

This document provides information about conflict resolution. It discusses conflict management in organizations, including establishing common goals and reducing interdependence to minimize conflicts. It also describes five types of conflict resolution actions according to March and Ruble: competing, avoiding, accommodating, compromising, and collaborating. Additionally, it outlines five conflict resolution techniques: problem solving, super ordinate goals, expanding resources, avoidance, and compromise. The document provides examples of when each technique would be most appropriate.

Uploaded by

prateeksaxena88
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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SIMER

Presentation
On
Conflict Resolution

By: shuchi srivastava


CONTENTS
Introduction About Conflict Management

Conflict Resolution

Conflict Resolution Techniques

References
Conflict management
The management with in organization should
function in such a way so that to maximize the
coordination of human resource and work
system and to minimize conflict.
Some measures:
• Establishing common goal
• Changing structural arrangement
• Reduction in shared resources
• Reduction in interdependence
• etc.
Conflict Resolution
The various measures, discussed
above, undoubtedly help in
reducing the occurrence of conflicts
in the organization but they cannot
guaranteed the complete absence
of conflict. As such whenever
conflicts arise, these have to be
resolved by some specific actions
known as conflict resolution actions.
March & Ruble & Lawrence
Simon Thomas & lorsch
say that an
●
Identified 5 types
●
Identified 3
●

organization may of action i.e. types conflict


react to conflict by competing,
behavior i.e.
problem solving, avoiding,
persuasion, accommodating, confrontation,
bargaining & compromising & smoothing &
politics. collaborating forcing
Conflict Resolution Techniques

Confrontatio Compromise
n
AVOIDANCE STYLE
I don’t have enough time
I don’t have enough facts
Perhaps the best way is to proceed
as you think best

Criticism: The conflict is not solved

Example situations where avoidance style is appropriate


Minor issues
Inadequate facts and power
Others can more effectively resolve the conflict
SMOOTHING STYLE

If it makes others happy, I wont challenge their views


I don’t want to hurt the feelings of others
We should not risk our friendship, so let’s not worry
too much about the problem, things will work out

Criticism: It encourages individuals to cover-up or gloss over


their feelings

Example situations where smoothing style is appropriate


Emotional conflicts
Talented employees
FORCING STYLE
If you don’t like the way things are run get out

If you cant learn to cooperate, I am sure others


who will, can be hired

Criticism: The subordinates’ interests are ignored. The conflict is


not analysed

Example situations where forcing style is suitable


Inadequate time
Stopping people from taking advantage of him/her
COMPROMISE STYLE

I let other people win something, if they let me win


something
I try to find out a position between theirs and mine

Criticism: people may encourage compromise on stated issues rather than


on real issues

Example situations where compromise style is acceptable


It is not possible to achieve a win-win agreement
When conflicts block important agreements
COLLABORATIVE STYLE

I try to get all view points & issues out in the open

Best alternatives must be arrived through analysing

Criticism: It is not suitable when win-win situation is not possible

Example situations where this style is appropriate


The parties disagree over the best means to achieve the common goals
When there is a need for high-quality decisions
Strategies for resolving destructive conflict /
CONFLICT MANAGEMENT TECHNIQUES
 Problem Solving Face to face meeting of the conflicting
parties for the purpose of identifying
the problem and resolving it through
open discussion

 Super Ordinate Goals Creating a shared goal that cannot be


attained without the cooperation of
each of the conflicting patties

 Expansion of Resources When a conflict is caused by the


scarcity of resource- say, money,
promotion, opportunities, office space
expansion of the resource can create a
win-win solution
Strategies for resolving destructive conflict /
CONFLICT MANAGEMENT TECHNIQUES
 Avoidance Withdrawal from, or suppression
of the conflict
 Smoothing Playing down of differences
while emphasizing common
interests between the conflicting
parties
 Compromise Each party to the conflict gives
up something of value.
 Authoritative Command Management uses its formal
authority to resolve the conflict
and then communicates its
desires to the parties involved.
Strategies for encouraging constructive conflict /
Conflict Stimulation Techniques
 Communication Using ambiguous or threatening
messages to increase conflict level.
 Bringing in Outsiders Adding employees to a group whose
backgrounds, values, attitudes, or
managerial styles differ from those of
present members.

 Restructuring the Organization Realigning work groups, altering rules


and regulations, increasing
interdependence, and making similar
structural changes to disrupt the status
quo.

 Appointing a Devil’s Advocate Designating a critic to purposely argue


against he majority positions held by
the group
Thank you

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