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Conflict Management Styles Explained

The document discusses conflict management and different conflict styles. It defines conflict as opposition arising from disagreements due to inconsistent objectives, thoughts, or emotions. There are three types of conflict: task conflict, process conflict, and relationship conflict. It then outlines five conflict management styles: avoiding, smoothing, forcing, compromising, and collaborating. The avoiding style does not resolve conflict. The smoothing style glosses over problems. Forcing satisfies only one side's concerns. Compromising finds a middle position. Collaborating gets all viewpoints and finds the best alternative. Different conflict styles are more appropriate depending on the situation, such as the collaborative style for high-quality decisions or forcing when needing to stop people

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Amol Mane
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134 views16 pages

Conflict Management Styles Explained

The document discusses conflict management and different conflict styles. It defines conflict as opposition arising from disagreements due to inconsistent objectives, thoughts, or emotions. There are three types of conflict: task conflict, process conflict, and relationship conflict. It then outlines five conflict management styles: avoiding, smoothing, forcing, compromising, and collaborating. The avoiding style does not resolve conflict. The smoothing style glosses over problems. Forcing satisfies only one side's concerns. Compromising finds a middle position. Collaborating gets all viewpoints and finds the best alternative. Different conflict styles are more appropriate depending on the situation, such as the collaborative style for high-quality decisions or forcing when needing to stop people

Uploaded by

Amol Mane
Copyright
© Attribution Non-Commercial (BY-NC)
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
  • What is a Conflict?
  • Types of Conflicts
  • Views on Conflicts
  • Conflict Management Styles
  • Barriers to Adopt Collaborative Style
  • Conclusion

CONFLICT MANAGEMENT

Presented by, Amol Mane Systems 09-11

WHAT IS A CONFLICT?

Opposition arising from disagreements due to inconsistent objectives, thoughts, or emotions within or among individuals, teams, departments or organizations.

Task

conflict Process conflict Relationship conflict

Conflict

between 2 senior members would seem to be a task conflict

It

is generally based on differences in vision, intention or quality expectation

This

form of conflict centers around the process, procedures, steps or methods used to reach the goal differences in approaches can lead to communication breakdowns and ultimately, conflicts

These

This

form of conflict is directly between people

Relationship

conflict can penetrate and damage all aspects of the of an organization

Negative

view Positive view Balanced view

Avoidance Smoothing Forcing Compromise collaborative

CONFLICT MANAGEMENT STYLES


Assertive Persons desire to satisfy own concerns Unassertive

Forcing

Collaboration

Compromise

Avoidance
Uncooperative

Smoothing
Cooperative

Persons desire to satisfy concerns of others


9

AVOIDANCE STYLE
I dont have enough time I dont have enough facts Perhaps the best way is to proceed as you think best

Criticism: The conflict is not solved

Example situations where avoidance style is appropriate


Minor issues Inadequate facts and power

Others can more effectively resolve the conflict 10

SMOOTHING STYLE
If it makes others happy, I wont challenge their views I dont want to hurt the feelings of others

We should not risk our friendship, so lets not worry too much about the problem, things will work out

Criticism: It encourages individuals to cover-up or gloss over their feelings Example situations where smoothing style is appropriate Emotional conflicts Talented employees
11

FORCING STYLE
If you dont like the way things are run get out If you cant learn to cooperate, I am sure others who will, can be hired

Criticism: The subordinates interests are ignored. The conflict is not analysed Example situations where forcing style is suitable
Inadequate time Stopping people from taking advantage of him/her
12

COMPROMISE STYLE
I let other people win something, if they let me win something I try to find out a position between theirs and mine

Criticism: people may encourage compromise on stated issues rather than on real issues Example situations where compromise style is acceptable It is not possible to achieve a win-win agreement When conflicts block important agreements
13

COLLABORATIVE STYLE
I try to get all view points & issues out in the open

Best alternatives must be arrived through analysing

Criticism: It is not suitable when win-win situation is not possible Example situations where this style is appropriate The parties disagree over the best means to achieve the common goals When there is a need for high-quality decisions
14

Inadequate

time When a manager is expected to be autocratic

15

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