CONFLICT MANAGEMENT

WHAT IS A CONFLICT?
Opposition arising from disagreements due to inconsistent
objectives, thoughts, or emotions within or among individuals,
teams, departments or organizations.
TYPES OF CONFLICTS
Goal conflict
Cognitive conflict
Affective conflict
VIEWS ON CONFLICTS
Negative view
Positive view
Balanced view
CONFLICT MANAGEMENT
STYLES
Avoidance
Smoothing
Forcing
Compromise
collaborative
CONFLICT MANAGEMENT STYLES
Assertive
Unassertive
Uncooperative Cooperative
Forcing
Avoidance
Collaboration
Smoothing
Persons desire
to satisfy own
concerns
Persons desire to satisfy concerns of others
Compromise
AVOIDANCE STYLE
I dont have enough time
I dont 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 dont want to hurt the feelings of others
We should not risk our friendship, so lets 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 dont 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
BARRIERS TO ADOPT
COLLABORATIVE STYLE
Inadequate time
When a manager is expected to be
autocratic
CONCLUSION