Description
Explains about the stages of evolution of conflict, conflict handling styles/orientations, how to respond to conflict.
Conflict Management
Pointers from research scholars and the corporate world
Flow of presentation
?
?
? ?
Understanding of conflict Stages of evolution of conflict Conflict handling styles/orientation How does one respond to conflict?
? ?
The Ordered Response Hierarchy view The Contingency View
?
From Conflict to Problem Solving
2
Understanding Conflict
?
?
?
Conflict is inevitable in organizations A lot of time is spent on managing it Modern workplace: higher % of conflicts
? ? ? ?
More interdependence Shift to collaborative, team-based structures Environmental uncertainty Increased diversity
3
What is a conflict?
?
Conflicts in organizations are caused by “interaction of interdependent people who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realization of these goals” Putnam and Poole, 1987; p. 552; Miller, 2003 Conflict is the expression of this incompatibility
4
?
When does it happen?
?
Thus when conditions of
?
Incompatible goals ? Interdependence & ? interaction co-exist in the organizational context: conflicts occur.
5
Stages of Evolution
1.
2.
3. 4. 5.
Anticipation Conscious difference [unexpressed] Discussion Open dispute Open conflict
At what stage do you think the manager will have the highest influence [in case of intervention]?
6
Conflict Management Styles
High Competition
Collaboration
Concern for self
Compromise
Low
Avoidance
Accommodation
Low
High
Concern for others Miller, K. (2003); p. 187 Adapted from Thomas, K. W. (1976)
Conflict Management Styles
High Competition
Collaboration
Concern for self
Perceiv ed power of Self
Compromise
Low
Avoidance
Accommodation
Low
Concern for others
Perceived power of other
High
Contextual factors added to the original, adapted from Thomas (1983)
Basic Styles
? ? ?
?
?
Avoidance: intentional non-engagement Accommodation: concern for others Competition: more concern for self Collaboration: integrate all interests / needs Compromise: find a common solution
[may involve giving up some needs]
9
Dual Dimensions
? ? ?
?
?
Competing: assertive & uncooperative Collaborating: assertive & cooperative Avoiding: unassertive & uncooperative Accommodating: unassertive & cooperative Compromise: moderate assertiveness & cooperation [sharing]
10
How does one respond?
? 1.
?
Conflict handling strategies: The Ordered Response Hierarchy view
Personality based response i.e. people use their dominant style in conflict
2.
?
The Contingency View
Complex set of situational circumstances E.g. Relationship, group size, cohesiveness, etc.
Callanan, Benzing & Perri (2006) Choice of conflict-handling strategy: a matter of context. In The Journal of Psychology, 2006, 140(3), 269-288
11
From Conflict to Problem Solving
?
?
Welcome differences [advantages?] Listen with understanding
?
Clarify nature of the conflict: Facts/Methods/Goals/Values Recognize & accept feelings
?
12
From Conflict to Problem Solving
?
?
Indicate who is the decision maker Suggest procedures & ground rules Give primary attention to maintaining relationships Create opportunities to foster communication Facilitate problem solving as a leader
13
?
? ?
To sum up…
?
?
? ?
Conflicts are inevitable & should be accepted How we manage conflicts is the issue Conflicts may help bring about change In managing conflicts one should:
? ?
First treat it as a problem that can be resolved Then go about “solving” / “managing” it
?
Using appropriate methods
14
References
?
?
?
?
?
Schmidt & Tannenbaum (1960) Management of differences. In Harvard Business Review on Negotiation and Conflict Resolution. Harvard Business School Press Tjosvold, D. (1998) The Conflict-Positive Organization. NY: Addison-Wesley. Miller, K. (2003) Organizational Communication—Approaches and Processes. USA: Thomson Wadsworth. Callanan, Benzing & Perri (2006) Choice of conflict-handling strategy: a matter of context. In The Journal of Psychology, 2006, 140(3), 269-288 Gupta, J. M. (2007) Interpersonal Communication in an unstructured organizational environment. In Management Communication—Trends & Strategies. Ed. Prof. Asha Kaul and Sanjay Kumar Gupta; New Delhi: Tata McGraw-Hill.
15
Work towards a healthy organizational culture: manage conflicts efficiently!
Thank you!
16
doc_656145722.ppt
Explains about the stages of evolution of conflict, conflict handling styles/orientations, how to respond to conflict.
Conflict Management
Pointers from research scholars and the corporate world
Flow of presentation
?
?
? ?
Understanding of conflict Stages of evolution of conflict Conflict handling styles/orientation How does one respond to conflict?
? ?
The Ordered Response Hierarchy view The Contingency View
?
From Conflict to Problem Solving
2
Understanding Conflict
?
?
?
Conflict is inevitable in organizations A lot of time is spent on managing it Modern workplace: higher % of conflicts
? ? ? ?
More interdependence Shift to collaborative, team-based structures Environmental uncertainty Increased diversity
3
What is a conflict?
?
Conflicts in organizations are caused by “interaction of interdependent people who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realization of these goals” Putnam and Poole, 1987; p. 552; Miller, 2003 Conflict is the expression of this incompatibility
4
?
When does it happen?
?
Thus when conditions of
?
Incompatible goals ? Interdependence & ? interaction co-exist in the organizational context: conflicts occur.
5
Stages of Evolution
1.
2.
3. 4. 5.
Anticipation Conscious difference [unexpressed] Discussion Open dispute Open conflict
At what stage do you think the manager will have the highest influence [in case of intervention]?
6
Conflict Management Styles
High Competition
Collaboration
Concern for self
Compromise
Low
Avoidance
Accommodation
Low
High
Concern for others Miller, K. (2003); p. 187 Adapted from Thomas, K. W. (1976)
Conflict Management Styles
High Competition
Collaboration
Concern for self
Perceiv ed power of Self
Compromise
Low
Avoidance
Accommodation
Low
Concern for others
Perceived power of other
High
Contextual factors added to the original, adapted from Thomas (1983)
Basic Styles
? ? ?
?
?
Avoidance: intentional non-engagement Accommodation: concern for others Competition: more concern for self Collaboration: integrate all interests / needs Compromise: find a common solution
[may involve giving up some needs]
9
Dual Dimensions
? ? ?
?
?
Competing: assertive & uncooperative Collaborating: assertive & cooperative Avoiding: unassertive & uncooperative Accommodating: unassertive & cooperative Compromise: moderate assertiveness & cooperation [sharing]
10
How does one respond?
? 1.
?
Conflict handling strategies: The Ordered Response Hierarchy view
Personality based response i.e. people use their dominant style in conflict
2.
?
The Contingency View
Complex set of situational circumstances E.g. Relationship, group size, cohesiveness, etc.
Callanan, Benzing & Perri (2006) Choice of conflict-handling strategy: a matter of context. In The Journal of Psychology, 2006, 140(3), 269-288
11
From Conflict to Problem Solving
?
?
Welcome differences [advantages?] Listen with understanding
?
Clarify nature of the conflict: Facts/Methods/Goals/Values Recognize & accept feelings
?
12
From Conflict to Problem Solving
?
?
Indicate who is the decision maker Suggest procedures & ground rules Give primary attention to maintaining relationships Create opportunities to foster communication Facilitate problem solving as a leader
13
?
? ?
To sum up…
?
?
? ?
Conflicts are inevitable & should be accepted How we manage conflicts is the issue Conflicts may help bring about change In managing conflicts one should:
? ?
First treat it as a problem that can be resolved Then go about “solving” / “managing” it
?
Using appropriate methods
14
References
?
?
?
?
?
Schmidt & Tannenbaum (1960) Management of differences. In Harvard Business Review on Negotiation and Conflict Resolution. Harvard Business School Press Tjosvold, D. (1998) The Conflict-Positive Organization. NY: Addison-Wesley. Miller, K. (2003) Organizational Communication—Approaches and Processes. USA: Thomson Wadsworth. Callanan, Benzing & Perri (2006) Choice of conflict-handling strategy: a matter of context. In The Journal of Psychology, 2006, 140(3), 269-288 Gupta, J. M. (2007) Interpersonal Communication in an unstructured organizational environment. In Management Communication—Trends & Strategies. Ed. Prof. Asha Kaul and Sanjay Kumar Gupta; New Delhi: Tata McGraw-Hill.
15
Work towards a healthy organizational culture: manage conflicts efficiently!
Thank you!
16
doc_656145722.ppt