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Conflict Management, Group 3 Sec 28 - Coggle Diagram
Conflict Management
Concept
Traditional View
believe conflict is bad. and have a negative impact on the organization is always therefore should be avoided. The solution is to issue strict process regulations.
Humen Relations View
believe that conflicts may arise naturally and inevitably The human relations perspective thus supports the acceptance of conflict.
Contemporary View
see that conflict is inevitable. resulting in both positive and negative to the organization make everyone creative mutual acceptance and trust
Type of Conflict
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- Conflict between individuals and groups
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Causes of conflict
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- Having conflicts of interest
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- Different role expectations
The other party's behavior is inconsistent with what he predicted, so conflicts arise.
Both parties had bad personal feelings for each other and show up while communicating with each other.
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This is the result of the 5 reasons mentioned above due to the fact that people are communicating with each other inevitably depends on the identity that occurs.
Preventing
- Focusing on overall goals of the organization rather than focusing on specific goals
- The work structure in the organization is clear. Reduce redundancy in roles
- Develop a communication system between members. in order to understand and get the same information
- Avoid creating a lose-win situation.
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Consequences of conflict
If conflict management takes advantage of Conflict at a moderate level will bring more benefits than harm.
Resolution
strategy
win- win approach
most preferred by individuals and organizations. which must reside creativity and the goal of resolving issues rather than overcoming
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solving
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- Relying on unanimous votes
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- Improvement of structure and new line of work (Matrix Organization)
- Improving the diagnosis process
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Defination
A conflict is an event that occurs when individuals or teams disagree and irrational benefits But it is accepted that if the conflict Occurs in the right amount. That conflict leads to constructive change.
Reducing conflicts
- Separation of conflicting groups
- Appoint a coordinator between the parties by choosing a person both parties accept.
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- Development of joint work goals
- Organize training or informal gatherings. help build a good relationship
- Avoid activities that may lead to conflict.
- Let the conflict fade away on its own. By relying on time conditions as a tool to reduce conflicts
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