Download to read offline
Resolving Conflicts.pptx for business administration
- 1.
- 2. What is Conflict? Disagreements or clashes due to differing ideas, values, or interests. Types of Conflict: Interpersonal Conflict Intrapersonal Conflict Intergroup Conflict Organizational Conflict
- 3. Types of Conflict: Interpersonal Conflict – Disputes between individuals. Intrapersonal Conflict – Internal conflict within oneself. Intergroup Conflict – Conflict between groups, teams, or departments. Organizational Conflict – Conflicts over processes, values, or policies within an organization.
- 4. Causes of Conflict: Poor Communication: Misunderstandings and lack of clarity. Different Values and Goals: Conflicting personal or professional objectives. Resource Scarcity: Competition for limited resources. Personality Clashes: Differences in personalities and work styles. Power Imbalances: Unequal power dynamics that can create resentment or friction.
- 5. The Conflict ResolutionProcess: 1. Identify the Source of Conflict: Clarify what the conflict is really about. 2. Understand Perspectives: Listen actively to each party's point of view. 3. Communicate Openly: Allow everyone to voice their concerns. 4. Focus on Needs, Not Positions: Find the underlying interests of each party. 5. Generate Solutions Together: Brainstorm options that satisfy everyone. 6. Agree on a Way Forward: Develop an action plan or agreement.
- 6. Key Conflict ResolutionSkills: Active Listening: Show empathy and understand others' views. Emotional Intelligence: Manage emotions, both yours and others’. Nonverbal Communication: Be mindful of body language and tone. Problem-Solving: Approach the issue constructively and seek win-win solutions. Assertiveness: Communicate needs and boundaries clearly and respectfully.
- 7. Conflict Resolution Styles(Thomas- Kilmann Model) Avoiding: Ignoring the conflict (low concern for self and others). Accommodating: Giving in to others' needs (low concern for self, high for others). Competing: Assertive and uncooperative, striving to "win" (high concern for self, low for others). Compromising: Finding middle ground (moderate concern for both). Collaborating: Working together to find a mutually satisfying solution (high concern for both).
- 8. Effective Communication Techniques: Use “I” Statements: Focus on your feelings and needs to avoid sounding accusatory. Clarify and Paraphrase: Restate what others say to ensure understanding. Ask Open-Ended Questions: Encourage dialogue and exploration of perspectives. Remain Calm and Respectful: Avoid blame, accusations, or emotional outbursts.
- 9. Benefits of EffectiveConflict Resolution: Improved Relationships: Trust, understanding, and respect among parties. Enhanced Collaboration: A more cohesive, productive environment. Greater Innovation: Diverse ideas and solutions emerge. Personal Growth: Increased emotional intelligence and resilience.
- 10.