Presenting by: Ata Ur Rehman Fahad Jalil

Conflict occurs when two or more people oppose one another because their needs, wants, goals, or values are different. Conflict is almost always accompanied by feelings of anger, frustration, hurt, anxiety, or fear. Conflict is bad, harmful as well as can be productive, constructive and beneficial for organization as well as for employees.

 Conflict is an expressed struggle between at least two interdependent

parties who perceive incompatible goals, scare resources, and interference from others in achieving their goals

Conflicts

exist whenever incompatible activities occur.

Conflicts may originate from a number of different sources, including:

Differences in information, beliefs, values, interests, or desires. A scarcity of some resource. Rivalries in which one person or group competes with another.

Conflict management is the practice of identifying and handling conflict in a sensible, fair, and efficient manner. Conflict management requires such skills as effective Communicating, problem solving, and negotiating with a focus on interests.

Workplace conflict results when one party individual / group perceives that its goals, values or opinions are being spoiled by interdependent counterpart. Workplace conflict may be because of scarce and insufficient resources; such as time, status or budgets: because of values; such as political preferences, religious beliefs, deep rooted moral values: because of insights, facts, perceptions, world views and may be because of any possible combination of these issues

A ccording to various researchers conflict damages the quality of group decision making; reduce creativity and innovation, spoil team effectiveness, reduces trust among employees therefore conflict should be eradicated by using all possible means. While the other group of researchers argued that conflict can be productive, constructive and beneficial. It can contribute significantly to organization productivity
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Categories of Workplace Conflict:

This type of conflict occurs when two social entities (individuals, groups, organizations and nations) while trying to solve a problem together, become aware that their feelings and emotions regarding some or all the issues are incompatible. This conflict can be called relationship conflict and also described as emotional conflict.

Hunt and Osborn defined emotional conflict as a condition in which group members have interpersonal clashes characterized by anger, frustration [which results in tension, anxiety] and other negative feelings.

Relationship conflict is negatively associated with affective reactions, and has a positive influence on the desire to leave the current job. 9

This type of conflict results when two or more organizational members [employees] disagree on their tasks or content issues. It is also described as task conflict. Pelled defined it as a condition in which group members disagree about task issues, including goals, key decision areas, procedures and the appropriate choice for action. Amason called this type of conflict cognitive conflict, and argued that conflict is inevitable in top management team because different position see different 10

The difference between affective (relationship) and substantive(task) conflict is that affective conflict arises due to incompatibilities in feelings and /or emotions while substantive conflict is connected with incompatibilities in job duties and responsibilities of the conflicting parties.

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Avoidance Competition Accommodation Compromise Collaboration

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Plus
The winner is clear Winners usually experience gains

Minus
Establishes the battleground for the next

conflict May cause worthy competitors to withdraw or leave the organization

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Plus
Curtails conflict situation Enhances ego of the other

Minus
Sometimes establishes a precedence Does not fully engage participants

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Plus
Shows good will Establishes friendship

Minus
No one gets what they want May feel like a dead end

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Plus
Everyone wins Creates good feelings

Minus
Hard to achieve since no one knows how Often confusing since players can win

something they didnt know they wanted

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Managing conflict means you need to develop several styles and decide which is valuable at any given point of conflict

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Build good relationships before conflict occurs Do not let small problems escalate; deal with them as they arise Respect differences Listen to others perspectives on the conflict situation Acknowledge feelings before focussing on facts Focus on solving problems, not changing people If you cant resolve the problem, turn to someone who can help Remember to adapt your style to the situation and persons involved
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