Conflict Management
Concept
Type of Conflict
Causes of conflict
Preventing
Traditional View
Humen Relations View
Contemporary 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.
believe that conflicts may arise naturally and inevitably The human relations perspective thus supports the acceptance of conflict.
see that conflict is inevitable. resulting in both positive and negative to the organization make everyone creative mutual acceptance and trust
- Intrapersonal Conflict
- Interpersonal conflict
- Conflict between individuals and groups
- Between Group Conflict
- Organizational Conflict
- Different Environments
- Having conflicts of interest
- Different role expectations
- Prejudice
- Having Norms
- Interaction
The reason of conflicts in the organization
resulting in different identities.
Mismatch between team member needs.
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.
Different values and perceptions
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.
- Differentiation
- Communication Distortions
- Shared Resources
- Task Interdependence
- Ambiguous Jobs and Roles
- Time Pressure
- Reward system
- Uncertainty Change
Caused by personal differences in Value and Perception, differences between groups / departments which has a different concept.
Information and news that must be communicated to each other may cause language discrepancies misunderstanding.
resource shortages cause frustration at work and unequal allocation of resources.
The more work involved in each party, the greater the likelihood of conflict.
Job analysis that is unclear in terms of the scope of duties or roles that must be performed in each job.
Dead line is too small regardless of the condition of personnel, resources and environmental conditions.
Unfair compensation system causes conflicts at individual/group/department.
Changes can cause conflict if they change in ways they don't want, people will not be satisfied.
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
lose-lose approach
win-lose approach
Conflict Reaction Styles
solving
- Directing and pressure
- Compromise
- Relying on unanimous votes
- Negotiation
- Improvement of structure and new line of work (Matrix Organization)
- Improving the diagnosis process
- Super Ordinate Goals
- Expansion Resources
- 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.
both parties lose together
Compromising
Give returns to the department The return is often in the form of bribes.
There is a third person or judge.
Either party applies existing laws or regulations to resolve conflicts.
one party will attempt to use their power or ability.
There is a clear separation between the two parties.
One side exercises power against the other in a winning atmosphere.
One side looks at the problem from their own point of view.
Focus on solving problems rather than achieving goals.
Conflicts that arise are personal and discretionary.
Each conflict resolution method is not different. Moreover, the results are not different.
Each party takes a relatively short time to consider issues.
most preferred by individuals and organizations. which must reside creativity and the goal of resolving issues rather than overcoming
Co-operatives
expressed to make others satisfied and cooperative behavior
Assertiveness
shows self-satisfaction and gamma is to win.
expression
Avoiding/Withdrawing Turtle
Accommodating/Smoothing Whelp
Competing/Forcing Shark
Compromising/Compromise Fox
Collaborating/Confronting Owl
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.
- Job Rotation
- 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
Group 3 Sec 28
The reason of conflicts in the organization
- Differentiation
- Communication Distortions
- Shared Resources
- Task Interdependence
- Ambiguous Jobs and Roles
- Time Pressure
- Reward system
- Uncertainty Change
personal differences in Value and Perception, differences between groups
language discrepancies misunderstanding.
resource shortages
more work more conflict
cause duplicity or absence of certain tasks
Dead line is too small regardless of the condition of personnel, resources and environmental conditions.
Unfair compensation
if they change in ways they don't want, people will not be satisfied.