Organizational Conflict Management
BUS 520, Section: 2
Faculty: Dr. Mahmud A. Shareef
North South University
Objective:
To comprehend Conflict and Conflict workplace. To shed light into organizational
Management in
Conflict Management Resolve Conflict
Strategies.
Demonstrate Methods to effectively
Situations.
What is Conflict?
Competitive or opposing action of incompatibles; antagonistic state or action.
Workplace Definition
Each party seeks a position perceived to be incompatible with the wishes of the other.
The practice of identifying and handling conflict in a sensible, fair & efficient manner.
Websters Definition
Conflict Management
Organizational Conflict
Lack of conflict signals that management emphasizes conformity and stifles innovation.
Conflict is good for organizational performance although excessive conflict causes managers to spend too much time achieving their own ends.
Effects of Conflict in Organizations
Stress
Absenteeism Staff turnover De-motivation
Nonproductivity
S.M.Israr
Understanding Conflict
The condition in which peoples concerns - the things they care about appear to be
incompatible.
Conflict does not always equate to fighting,
arguing, blaming, & name-calling.
Common Causes of Conflict
Competition over needs or perceived needs
Difference in methods or process understandings Personality and behavioral style
Communication style, tone and body language
Competition over resources
Differences of Opinions
Sources of Conflict
Incompatible Goals & Time Horizons
Status Inconsistencies Overlapping Authority
Organizational Conflict
Scarce Resources
Task Interdependencies
Incompatible Evaluation or Reward System
Types of Conflict
Conflict between individuals Intragroup Conflict Conflict within a group or team Interpersonal Conflict
Intergroup Conflict Conflict between two or more teams or groups
Interorganizational Conflict
Conflict that arises across organizations
Consequences of conflict
Functional Problem awareness Increased group cohesiveness Motivation to improve Creative change Dysfunctional Suboptimiazation Negative feelings Distorted perceptions Negative stereotypes Decreased communication
Conflict and Performance
Managing Conflict
Conflict Management
Conflict Style Orientations Competing Accommodating Avoiding Collaborating Compromising Negotiating
Strategies Teams Task forces Liaison roles Planning Problem solving Third party judgment Smoothing
Conflict management Styles Competing
High Assertive
Competing Style
Collaborative Style
Compromising Style
Avoidance Style
Low Assertive Low Cooperation
Accommodating Style
High Cooperation
Conflict management Styles Accommodating
High Assertive
Competing Style
Collaborative Style
Compromising Style
Avoidance Style
Low Assertive Low Cooperation
Accommodating Style
High Cooperation
Conflict management Styles - Avoidance
High Assertive
Competing Style
Collaborative Style
Compromising Style
Avoidance Style
Low Assertive Low Cooperation
Accommodating Style
High Cooperation
Conflict management Styles - Collaborative
High Assertive
Competing Style
Collaborative Style
Compromising Style
Avoidance Style
Low Assertive Low Cooperation
Accommodating Style
High Cooperation
Conflict management Styles Compromising
High Assertive
Competing Style
Collaborative Style
Compromising Style
Avoidance Style
Low Assertive Low Cooperation
Accommodating Style
High Cooperation
Negotiation & Bargaining
Bargaining Strategies Distributive Bargaining The negotiating process whereby two parties negotiate over the price of an item Integrative bargaining The negotiating process whereby the parties assume a win-win solution is possible
Negotiation
A form of problem solving where two groups with conflicting interests exchange things in order to reach a mutually agreeable resolution
Negotiation & Bargaining (cont.)
Staking out the Bargaining Zone
$400 $475
Buyers aspiration Range
Sellers aspiration Range
$525
$600
Bargaining Zone
Buyers Target Point
Sellers Resistance point
Buyers Resistance point
Sellers Target Point
Effetive Negotiation
Maintain a rational goal-oriented frame of mind Pay little attention to initial offers Emphasize win-win solutions Consider the other partys situation Create a climate of trust Have a plan and concrete strategy Begin with a positive overture Address problems not personality Insist on using objective criteria Be open to accepting third-party assistance Adapt to cultural differences
