VIDEO INCLUDE :
Meaning of Conflict:
The term conflict may mean different things to different persons. It
may be regarded as the disagreement or hostility between individuals or groups
in an organization. It may even viewed as the perception of disagreement in the
individuals.
Thus, conflict is defined as a clash between individuals arising out of
a difference in thought process, attitude, understandings, interests,
requirements and sometimes perception. A conflict results in hated arguments,
physical abuse and definitely loss of people and harmony.
Different Sources of Conflict:
1.
Competition for limited resources
2.
Diversity of goals
3.
Task interdependence
4. Differences in values and perception
5. Organizational ambiguities
6. Introduction to change
7.
Nature of communication
8.
Aggressive nature of people
Resolution Techniques of Conflict :
Behaviour
of the parties concerned will be either Assertive
or Unassertive
for conflict resolution. For example, if concern of self is
high, the behaviour will be assertive
and if concern
for self is low, the behaviour will be unassertive.
Similarly, if concern
for other is high, the behaviour during
conflict resolution process will be cooperative,
if concern
for other is low, the behaviour will be uncooperative.
The
combination of these two dimensions results in four extreme modes and one
middle path, is shown in below
figure:
1. AVOIDING :
When each party to a conflict has low concern for self as
well as to other, avoiding work as well as parties to the conflict may either
withdraw from the conflict or conceal the incompatibility.
Withdrawal may be
observed when one party leaves the field of conflict so that other party may
win by being in sole possession of the goal in dispute. It might also an
appropriate approach to use when there is no chance of winning or when
disruption would be very costly.
Concealing the
incompatibility is another form of conflict resolution when it is not possible
for any party to withdraw from the conflict. In such a case, the conflict may
be eliminated by withholding the information from the parties in conflict because
of goal incompatibilities.
2. ACCOMMODATING :
When concern for other is high but concern
for self is low, accommodating is suitable. The person who is adopting
this may feel that conflict resolution outcome is more important to other party
or it may result in cordial relationship between the two. Accommodating is also
relevant when completing is become too costly for the person who is
accommodating.
3. COMPROMISING :
Therefore, opting for a lose-win situation after a long run
up, the person feels that the accommodating is a better alternative. However to
make accommodating effective the other party should show equal generosity to
maintain cordial relationship.
3. COMPROMISING :
When concern for self as well as concern for other are in
mid-range, compromising is quite suitable. Compromising is a well
accepted mode of resolving conflict, neither a definite loser nor a
distinct winner.
Included here are external or third party’s interventions, plus internal compromise between conflicting parties through both total group and representative negotiation and voting. When the intervention of third parties is there in compromise, the process is known as Mediation, or without the intervention of the external parties the method known as Bargaining.
Included here are external or third party’s interventions, plus internal compromise between conflicting parties through both total group and representative negotiation and voting. When the intervention of third parties is there in compromise, the process is known as Mediation, or without the intervention of the external parties the method known as Bargaining.
4. COLLABORATING :
Working with other party to find the solution that
would satisfy both the parties. Resolution is arrived at by combining insight
of both the parties.
5. COMPETING :
There is a win-lose outcome, that is, only one party
can win at the cost of the other. The various actions enumerated above may not
bring resolution of conflict between parties if they take rigid stand. The
parties concerned may settle their score by applying their strength
against each other.
Types of Conflicts :
1. Interpersonal conflict
2. Intrapersonal conflict
3. Inter-group conflict
4. Intra-group conflict
5. Intra-organizational
conflict
6. Inter-organizational
conflict
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