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Hanan Abbas
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22 views35 pages

Update Conflict

Uploaded by

Hanan Abbas
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

Conflict management

Hanan Abbas
Professor Of Family
Medicine
Learning Objectives
1. To define “conflict”
2. To review typical conflicts, and
possible methods generally used
4. To become familiar with necessary
skills in resolving conflicts
What is conflict?
• A battle, contest or opposing forces existing
between primitive desires and moral, religious
or ethical ideas ( Webster’s Dictionary)
• A state of incompatibility of ideas between two
or more parties or individuals

Conflict management is the practice of


identifying and handling conflict in a sensible,
fair and efficient manner
CONFLICT HAPPENS
Conflict is…
•a normal, inescapable part
of life

•a periodic occurrence in
any relationship

•an opportunity to
understand opposing
preferences and values

•ENERGY

4
 Conflicts, differences, disagreements

 Natural result of people working


together
 Due to:
 Personal factors
 Values
 Social factors
 Conflicts, differences, disagreements

 Can be constructive
 Exciting
 Refreshing
 Good for job performance

1.05 Understand concepts of teamwork


 Research indicates that the major factor in
unreasonable rigidity is…
 Some team
members simply
turn their backs
on the team
effort
altogether…..
Types of conflict

• Inter-personal and intra-


personal
• Inter-group and intra-group
• Competitive and Disruptive
Conflict Process
Antecedent conditions

Perceived conflict Felt Conflict

Manifest behavior

Conflict Resolution
Or Suppression

Resolution aftermath
Antecedent Conditions

 Scarce Resources
 Conflicting attitude
 Communication barriers
 Need for consensus
 Unresolved prior conflicts
 Knowledge of self and
others
How to create conflict?
 Not being a role model
 Take credit, no recognition
 Be judgmental
 Send written messages
 Subordinate should come to see me
 Make yourself inaccessible to your team
 Individual Vs team approach
 Telling them? Consulting them? Or deciding
with them?
 Come tomorrow
 Introduce change without consultation or
discussion
General causes of
conflicts
 Poorly defined goals
 Divergent personal values
 Lack of cooperation/trust
 Competition of scarce resources
 Unclear roles/lack of job
description
Effects of conflict in
organizations
 Stress
 Absenteeism
 Staff turnover
 De-motivation
 Non-productivity
Methods to deal with conflicts

 Competition (win-lose situation)


 Accommodation (win-win
situation)
 Avoidance (lose-lose situation)
 Compromise (lose-lose situation)
 Collaboration (win-win situation)

S.M.Israr
Steps to resolve
conflicts
 Assure privacy
 Empathize than sympathize
 Listen actively
 Maintain equity
 Focus on issue, not on
personality
 Avoid blame
 Identify key theme
 Re-state key theme
frequently
 Encourage feedback
 Identify alternate solutions
 Give your positive feedback
 Agree on an action plan
Prevention

 Preventive Strategies
 Determine ground rules
 Set goals
 Get team agreement
 Communicate openly
 Everyone has a voice and everyone listens
 Make sure all members want to resolve the
conflict

1.05 Understand concepts of teamwork


How to prevent conflicts

 Frequent meeting of your team


 Allow your team to express openly
 Sharing objectives
 Having a clear and detailed job
description
 Distributing task fairly
 Never criticize team members publicly
 Always be fair and just with your team
 Being a role model
Managing Team Conflict

 Generate solution options

 Team members must agree on


which solution is most
appropriate

 Implement solution option

1.05 Understand concepts of teamwork


 Discuss one issue at a time

 Clarify assumptions

 Explore interests and feelings

S.M.Israr
 Reality test – Is this doable?
 Durability test – Is this durable?

 Interest test – Does this meet all parties’


interests?

S.M.Israr
 Youmust create and support a
team environment of
 OPENNESS,
 TRUTH,
 HONESTY
 and SELF-AWARENESS

S.M.Israr
BEWARE!
As the “official” team leader, or a manager,
there are many ways of committing “teamicide”. A
short list of the most common teamicide
techniques include:
 Defensive management
 Bureaucracy
 Physical separation
 Fragmentation of people’s time
 Quality reduction of the product
 Phony deadlines

S.M.Israr
 Defensive management
 “People who feel untrusted have
little inclination to bond together
into a cooperative team.”

S.M.Israr
Handling conflict

* If the conflict is a healthy one, allow.


*If the conflict is temporary, smooth.
*Anticipate conflict and endeavor to prevent
it.
*Contain conflict so that, it doesn’t grow to
the point where it threatens important
activities.
*Reduce or eliminate conflict by
management action.
*Reduce, has a number of sub- strategies or
alternatives.
1-Arbitration, its aim is to address a particular
episode of conflict.
2-Rules and procedures aim either to reduce
or at least contain.
They are a good solution to continuing
structural conflict.
3-Coordination may be needed when the
conflict is not so routine that it can be covered
by a rule or procedure, but is frequent enough
to demand some continuously available
means of resolution.
This usually involves identifying a person to
act in a coordinating role.
4-Confrontation can be useful, but is a risky
strategy.
It may make the conflict worse unless it is
used under specific conditions (if the issue
can be clearly defined and discussed openly).
5-Separation could be used before conflict
symptoms appear, or it could be used after a
conflict has begun.
It can only work in circumstances in which
the tasks of those separated are not highly
interdependent, or where the conflict is likely
to be brief.
If you are going to win
games, you had better be
ready to adapt

S.M.Israr
Conclusion

Conflict is unavoidable

 Complexity of organizational
relationship
 Interaction among workers
 Dependence of workers on one
another
Conclusion (Cont’d)

 Conflict is a healthy sign


not a negative process

 It reflects dynamics
Conclusion (Cont’d)

 Poorly managed conflicts


 Unfavorable with counter
productive results
 Problems and negative attitude

 Well managed conflicts


 Stimulate competition
 Identify legitimate differences
 Powerful source of motivation
Evaluation Questions

I found the presentation material easy to understand.

2. This session increased my knowledge of the subject presented.

3. I will be able to use some of the Information from this session in the
future.

4. The presenter was well prepared for the session.

5. This presentation should be repeated in future semesters.

a. Strongly
agree
b. Agree
c. Disagree
d. Strongly
disagree
e. Don’t know
Thank You

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