Contains date related to conflict resolution according to the ignou study material

1. CONFLICT RESOLUTION
MADE BY:- MOHIT KUMAR RAI

2. INTRODUCTION
Conflict is an evitable part of personal, organizational and societal life.
Conflict arise due to competitions, differences in values, attitudes, experiences, goals and preceptior
of limited resources i.e. time, raw materials, money, human resources and many more.
For example :-
 Pepsi and coke
 India and Pakistan for Kashmir
 Delhi and Haryana for water
 Jio and airtel
Conflict can occurs on interpersonal, groups, intergroup and organizational conflicts in the nature.

3. “Perfect organizational health is not
from freedom from conflict. On the
contrary, if properly handled, conflicts
can lead to more effective and
appropriate adjustments”
Professor Kelly (1970)

4. Conflict as a process where one party
perceives that another party adversely
affected or has tried to affect adversely
something that the first party values

5. Conflict : Functional or Dysfunctional

6. Functional Conflict Dysfunctional Conflict
• It’s healthy disagreement • It’s unhealthy disagreement.
• People primarily differ on ideas or
perceptions.
• People primarily differ in believes
and values.
• People are open minded they
joint exploration on ideas or
principles, new awareness.
• It involves anger, frustration,
hostility and antagonism among
the people.
• Lead to innovation and creativity,
thus open possibility for high
performance and organizational
improvement.
• Conflict engage in win-lose or
lose game.

7. Managers find it difficult to identify whether
a conflict is functional or dysfunctional
So, what to do?

8. DL NELSON and JC Quick (2000) suggest using
following questions to diagnose as to whether a
conflict is functional and dysfunctional:
• Are the parties to conflict hostile to each other?
• Is the outcome likely to be negative one for the
organizational?
• Do the potential losses of the parties exceed
any potential gains?
• Is energy diverted from goal accomplishment?

9. Another situation when you as a manger
would like to stimulate conflict is when group
is in the process of groupthink and is not
willing to examine various alternatives and its
creativity has gone down.

10. Conflict: TYPES AND FORMS

11. HAIMAN CONFLICT MODEL
INTRINSIC EXTRINSIC
Conflict has rational, ideational or
intellectual contents.
Conflict has psychological and
emotional
Resolving requires analytical
approach and skills.
Resolving requires social tact
and diplomacy.

12. COSER
REALISTIC NON-REALISTIC
Conflict have rational,
task or goal oriented,
confrontation
Conflict are related to
projected frustrations
and emotions

13. Guetzko and Gyr
Substantive conflict
• Task related conflicts
Affective conflict
• Socio-emotional or interpersonal relations issues

14. Morton and Deutsch suggested
Resources
Preferences and
Nuissances
Values
Beliefs
Nature of
relationship
between
parties

15. Deutsch proposed six types of conflict
 Veridical Conflict
 Contingent Conflict
 Displaced Conflict
 Misattributed Conflict
 Latent Conflict
 False Conflict

16. Robbins (2001)
Task Conflict
Relationship
Conflict
Process
Conflict

17. Level of Conflict in an Organization
Inter-organizational Conflict
Inter- Group Conflict
Inter-Personal Conflict
Inter-Role Conflict
Personal Role
Conflict

18. SOURCES OF CONFLICT

19. Pareek has proposed seven main sources of
conflict

20. CONFLICT PROCESS

21. LATENT
CONFLICT
PERCEIVE
CONFLICT
FELT
CONFLICT
AFTERMATH
CONFLICT
MANIFEST
CONFLICT
LOIS PONDY

22. DONELSON FORSYTH
ESCALATION
DE-ESCALATION
RESOLUTION
ROUTINE
GROUP
INTERACTION
DISAGREEMENT
CONFRONTATI
N

23. STYLES OF CONFLICT MANAGEMENT
 FIVE CONFLICT MANAGEMENT STYLES
 CONTINGENCY APPROACH TO CONFLICT MANAGEMENT
 PAREEK’S MODEL OF CONFLICT MANAGEMENT

24. FIVE CONFLICT MANAGEMENT STYLES
 FORCING
 COLLABORATION
 COMPROMISING
 AVOIDING
 ACCOMODATING

25. CONTINGENCY APPROACH TO CONFLICT
MANAGEMENT

26. PAREEK’S MODEL OF CONFLICT
MANAGEMENT