CONFLICT MANAGEMENT TECHNIQUES

CONFLICT RESOLUTION TECHNIQUES CONFLICT STIMULATION TECHNIQUES

CONFLICT RESOLUTION TECHNIQUES CONFLICT RESOLUTION BASICS

Attack the problem not the person: Define the problem Explore each person's perception of the problem Try to understand and respect each point of view without judging Concentrate on interests, not positions The position is the outcome you are interested in getting The interest is why you want that outcome Interests that are involved in conflicts are usually related to our basic needs. When we focus on interests instead of positions we can start to find solutions. Come up with options in which both sides can win (Win-Win options) Cooperate together to solve the problem fairly A fair solution respects the interests of both sides

PROBLEM SOLVING
FACE TO FACE MEETING OF CONFLICTING PARTIES FOR THE PURPOSE OF IDENTIFYING THE PROBLEM AND RESOLVING IT THROUGH OPEN DISCUSSION.

SUPERORDINATE GOALS
CREATING A SHARED GOALTHAT CAN NOT BE ATTAINED WITHOUT THE COOPERATION OF EACH OF THE CONFLICTING PARTIES.

EXPANSION OF RESOURCES
WHEN A CONFLICT IS CAUSED BY SCARCITY OF A RESOURCE SAY. MONEY, PROMOTION, OPPORTUNITIES, OFFICE SPACE- EXPANSION OF RESOURCES CAN CREATE A WINWIN SOLUTION.

AVOIDANCE WITHDRAWAL FROM, OR SUPPRESSION OF , THE CONFLICT.

SMOOTHING
PLAYING DOWN DIFFERENCES WHILE EMPHASIZING COMMON INTEREST BETWEEN THE CONFLICTING PARTIES.

COMPROMISE
EACH PARTY TO THE CONFLICT GIVE UP SOME THING OF VALUE.

AUTHORITIVE COMMAND
MANAGEMENT USES ITS FORMAL AUTHORITY TO RESOLVE THE CONFLICT AND THEN COMMUNICATE ITS DESIRES TO THE PARTIES INVOLVED.

ALTERING HUMAN VARIABLE

USING BEHAVIORAL CHANGE TECHNIQUES SUCH AS HUMAN RELATIONS TRAINING TO ALTER ATTITUDES AND BEHAVIORS THAT CAUSE CONFLICT.

ALTERING STRUCTURAL VARIABLE

CHANGING THE FORMAL ORGANISATION STRUCTURE AND THE INTERACTION PATTERN OF CONFLICTING PARTIES THROUGH JOB REDESIGN, TRANSFER, CREATION OF COORDINATING POSITIONS, AND THE LIKE.

CONFLICT STIMULATION TECHNIQUES

Stimulating conflict can provide several benefits to the organization. They provide the organization a means to introduce radical change. Management can drastically change the existing power structure and attitudes.

COMMUNICATION
USING AMBIGUOUS OR THREATNING MESSAGES TO INCREASE CONFLICT LEVEL.

BRINGING IN OUTSIDER
ADDING EMPLOYEES TO A GROUP WHOSE BACKGROUNDS, VALUES, ATTITUDES OR MANAGERIAL STYLE DIFFER FROM THOSE OF PRESENT MEMBER.

RESTRUCTURING ORGANISATION
REALIGNING WORK GROUPS ALTERING RULES AND REGULATIONS, INCREASING INTERDEPENDENCE AND MAKING SIMILAR STRUCTURAL CHANGES TO DISRUPT THE STATUS QUO.

THANK YOU