A STUDY ON CONFLICT MANAGEMENT IN

IFORTIS WORLDWIDE AND SOFTWARE

INDUSTRIES
BY ARWA RASHEED, MBA II YEAR
CHAPTER 1 - INTRODUCTION
 CONFLICT MANAGEMENT

 Conflict is the disagreement or difference of opinions between or among individuals that can be potentially harmful to
any organization. In the workplace setting, it often involves personal agendas, insights, or goals versus the agendas,
insights, or goals of the group or team.
 Conflict management seeks to resolve the disagreement or conflict with positive outcomes that satisfy all individuals
involved or are beneficial to the group.

Conflict Management is the use of processes, tools, and skills to find creative and respectful ways to manage
disagreements and disputes. It includes the ability to resolve conflict collaboratively through effective
communication skills, such as active listening and assertive speaking.

 A process of limiting the negative aspects of conflict while increasing the positive aspects of conflict.
 Conflict can be positive if it is managed properly. Conflict can promote team-building skills, critical thinking, new
ideas, and alternative resolutions.
 With the use of conflict management, certain strategies can be implemented to eliminate and resolve negative aspects
of the conflict, increase the positive factors of conflict, and enhance performance within the working environment.
 TYPES OF CONFLICT
 Conflict can be broken down into four types: interpersonal (between two parties), intrapersonal (within an individual),
intergroup (between groups), and inter-organizational (among organizations). These four types of conflict fit into two
general fields: internal and external conflict.
 Internal conflict occurs on the inside of one person, group, or character. External conflict sets a character against
something or someone beyond their control.
For this research, conflicts are grouped into 2 types:
 Conflicts due to technical matters — Disputes within the team related to technical issues. Whether they are debating
a valid or invalid project-related technical concern, they are dedicated to improving some technical aspects of the
project. Moreover, managing different time zones can create scheduling conflicts. These challenges can inadvertently
lead to disagreements, undermining team collaboration.
 Conflicts due to personal matters — This type is tricky, and you don't have much control over this. These conflicts
are heavily involved with politics, ego, and winner-and-losing attitudes.
 OBJECTIVES OF STUDY

 Recognize the types and causes of conflict.

 To understand the attitude of software employees toward conflict at the workplace.
 Understand the various conflicts, disagreements, and disputes occurring in teams.
 Strategies for dealing with conflict at IFORTIS Worldwide and related software industries.
 Recommend sustainable solutions for managing conflict.
 NEED FOR STUDY

During the implementation of software projects, a difference of opinion arises due to different barriers like limitation of
resources, integration issues, competition, and differences in values, goals, and expectations among various stakeholders,
including team members, project managers, and customers.
Apart from that, a diverse workforce, task complexity, and task interdependence lead to substantially higher degrees of
conflict. Hence, it becomes extremely necessary for managers to tap the positives and negatives of this phenomenon to
emerge successful in an industry where there is cut-throat competition.
Based on the above viewpoint, this study is needed to:
 Understand the employees’ attitudes, perceptions, and beliefs towards conflict.
 Learn and practice the skills necessary to uncover and deal with conflict.
 Avoid long-standing disputes that cause stress, damage relationships, destroy trust, hurt morale, and hinder
productivity.
 NATURE OF STUDY

 This study provides a comprehensive overview of past and current conflict management research and is a step
towards designing an effective conflict management using an exploratory research method.
 This can be better accomplished by qualitative content analysis, a qualitative data collection method, through a
descriptive cum diagnostic approach of research to conflict resolutions and conflict competency.
 Qualitative research is conducted to explore subjective experiences, attitudes, and beliefs. It involves collecting
and analyzing data through observations, interviews, surveys, and focus groups.
 The results also provide valuable insights into understanding the attitudes, perceptions, and beliefs that are
prevailing among software employees, which will help the managers in designing the right conflict management
intervention.
 RESEARCH METHODOLOGY

 Research methodology is a way of explaining how a researcher intends to carry out their research. It's a logical,
systematic plan to resolve a research problem. A methodology details a researcher's approach to the research.
 For this study, the researcher has chosen an exploratory approach to the research.
 Data collection: Data collection is the process of collecting and evaluating information or data from multiple sources
to find answers to research problems, answer questions, evaluate outcomes, and forecast trends and probabilities.
 Primary data: Primary data collection involves the collection of original data directly from the source or through
direct interaction with the respondents.
 Source: Questionnaire
 Secondary data: Secondary data collection involves using existing data collected by someone else for a purpose
different from the original intent. Researchers analyze and interpret this data to extract relevant information.
 Source: Profile of the company, IFORTIS Worldwide, along with data obtained from published sources (books,
academic journals, magazines, newspapers, government reports, and other published materials that contain relevant
data), and online databases like websites and individuals.
CHAPTER – II LITERATURE REVIEW
 LITERATURE REVIEW
Sr. Title Author Year Article
no.
1 Tech Lead’s Yasas Sri 2021 • You can paraphrase different ideas from different team members and
Guide to Wickramasinghe provide a debate-friendly space for everyone.
Managing • Promote technical arguments in the way opposing ideas ignite
Conflict discussion.
(online • Give responsibilities by forming sub-teams.
article) • Define a common goal to remind your team frequently.
• If you feel the limit of a healthier conflict and now the arguments are
going more into personal spaces, raise your voice to break the flow.
2 High Amanda Ripley 2021 • The book draws on some of the most extreme examples of high
Conflict: conflicts and shows how participants were able to overcome the odds
Why We and move from combatants to collaborators.
Get Trapped • High Conflict feels especially relevant in the current climate and can
and How offer readers tools for bridging differences and finding common
We Get Out ground with the most seemingly opposite opponents.
Sr Title Author Year Article
no.
3 Conflict Jeremy 2020 • An instructional manual for dealing with disputes. The text emphasizes
Resolution Pollack communication and shows how language can be key to getting desired
Playbook results. This comprehensive guide prepares mediators for potential
responses and common problems such as defensiveness to criticism, gas
lighters, and conflicts with superiors.
• The book offers strategies and tips for letting go of resentment, setting clear
expectations with staff, and remaining calm and open-minded in the heat of
disagreement.

4 Conflict Teuta 2020 Benefits of Effective Workplace Conflict Resolution:

Resolution in Reci • Increased Employee Satisfaction and Retention
the Workplace: • Improved Team Collaboration and Productivity
How Tech • Enhanced Creativity and Innovation
Executives Can Tech tools like project management software can help manage conflicts. They
Solve Disputes provide transparency, track issues, and ensure everyone is on the same page.
(online article) Virtual meeting platforms can also aid in resolving conflicts in remote teams,
providing a space for discussion.
Sr Title Author Year Article
no.
5 Ways to Daniela 2023 • Encourage Open Communication
navigate Petrova • Establish Clear Communication Channels
workplace • Address Conflicts Early
conflict in tech • Foster a Collaborative Culture
• Provide Conflict Resolution Training
• Set Clear Expectations and Goals
6 101 Tough Paul 2019 • This reference guide outlines the most common employee issues and gives
Conversations Falcone tips on how to handle them. Chapters touch on topics ranging from poor
to Have With hygiene to underperformance to harassment and more. The book describes
Employees ways to have solution-centric conversations about issues and gives tips for
approaching problems on a direct managerial and corporate level.

7 Humble Edgar H. 2021 • The book shows how to listen to the other side in an argument and ask
Inquiry: The Schein & questions that uncover important information. One of the most critical
Gentle Art of Peter H. parts of conflict resolution is making the other party feel heard, safe, and
Asking Instead Schein respected, and this book advocates for that very approach.
of Telling • The authors show how asking questions can uncover the roots of a
disagreement and help to build more positive relationships. Humble
Inquiry lays down a framework for solving issues by listening.
CHAPTER – III COMPANY PROFILE
 IFORTIS WORLDWIDE
EMPOWERING THE GLOBE

 IFORTIS WORLDWIDE is a subsidiary of American Ruler Private Limited. Since its infancy, IFORTIS
WORLDWIDE has believed in a continual evolution. It has not only expanded its horizon from providing technical to
managerial services, but also has taken this platform worldwide in order to better satisfy the needs of its customers
with an aim to become one of the most leading companies of the world.
 IFortis also noticed what had become an industry standard: a lack of communication. As a result, IFortis made the
strategic decision to establish its own headquarters in India in order to better serve its customers.
 Website: https://ifortisworldwide.com
 Industry: IT Services and IT Consulting
 Company size: 1,001-5,000 employees
 Headquarters: Bangalore , Karnataka
 Type: Privately Held.
 Founded: 2020
Principles of Ifortis :
 We respect the dignity and diversity of individuals.
 We compete fairly in accordance with law and business ethics.
 We make customer satisfaction our top priority.
 We make efforts for the improvement of the ‘quality of life’ of our employees.
 We pursue eco-friendly management.
 We build relationships of co-existence and co-prosperity with business partners.

IFORTIS WORLDWIDE believes that ethical management is not only a tool for responding to the rapid changes in the global
business environment, but also a vehicle for building trust with its various stakeholders including customers, employees,
business partners and local communities. With an aim to become one of the most leading companies In the world, IFORTIS
WORLDWIDE continues to train its employees and operate monitoring systems, while practicing fair and transparent
corporate management. As a result, IFORTIS WORLDWIDE is now one of India’s leading corporations.
 Vision: To provide a dedicated to every client and all projects are managed individually.
 Mission: To provide a broader employment opportunities to youth.
 Benefits available at Ifortis Worldwide:
 Professional support and learning – Job/skill or training, professional degree assistance, international on/site
exposure.
 Health insurance
 Office perks – office cab, free meals, childcare facility, office gym, cafeteria.