Title: Bismilla Hir Rahma Nirraheem
1.
- Bismilla Hir Rahma Nirraheem
2CONFLICT MANAGEMENT
- CONFLICT (A disagreement of ideas or interests).
- Levels Intraindividual(Desire to achieve two
goals that are incompatible, e.g. wish to work
and be housewife, good researcher and
interpersonal relationship). Interpersonal,
Intergroup, Organizational, and International.
3Definition Explanation
- divergent incompatibility
- A painful or unhappy state of consciousness
resulting from a clash or contest of incompatible
desire(s), aim(s), derive(s).
4Functional (constructive) Dysfunctional) If it
- supports the goals of the organization and
improves the organizations performance is called
functional. - hinders organizational performance is defined as
dysfunctional.
5Q. Who decides? Perception of people or ---any
criterion
- CONTEMPORARY VIEWS OF CONFLICTS
- Inevitable, endemic, and often legitimate (due to
interdependence).
6The CLASSICAL Management
- views as evidence of breakdown in the
organization failure on the part of management
to plan adequately and/or to exercise sufficient
control.
7In HUMAN RELATIONS Theory
- views, as evidence of failure to develop
appropriate norms in the group. - TRADITIONAL ADMINISTRATIVE Theory has been in
favor of the ideal of a smooth running
organization, characterized by harmony, unity,
coordination, efficiency, and order.
8EFFECTS OF CONFLICTS
- Psychologically alienation, apathy, hostility,
indifference-- - Physically absence, tardiness, turnover,
property damage, minor theft- - Medically Ulcer
9Conflicts have positive aspects?
- Spurs initiatives
- Creates energy
- Stimulates new ideas
10COMMON TYPES OF CONFLICTS IN ORGANIZATIONS
- Conflicts with authority
- Conflicts between functions
- SOME CAUSES
- ? Unclear authority structure
- ? Conflict of interests
- ? Personal dispute (s)
- ? Perception of organizational
11.
- ? Unfair division of work
- ? Incompetent discipline
- ? Absence of esprit de corp.
- ? Laissez-faire administration
- ? Interpretation
- ? Communication
- ? Who should do what?
- ? Poor coordination of activities
12EFFECT OF CONFLICTS ON ORGANIZATIONAL
- Positive and Negative
- RESOLUTION Impose OR Compromise
- What happens by imposing solution's)?
- (Encourage retaliation Discourage interchange
of ideas). - Result Outcomes are reasonably certain.
- Compromise Rarely satisfy parties.
13.
- BEST Strategy Be Just
- Good Strategy Relate particular circumstance to
the objective of the organization. - Some other strategies
- Job rotation
- Job design
- Improving team spirit
14.
- Group bonus
- Flow of information through the organization
- Lessen boundaries of the internal departments
- Counseling
- Charismatic leadership
15GROUP DYNAMICS MAKING GROUPS WORK
- Workshop objectives
- By the end of this session each attendee will be
able to - Identify Group Dynamics Process and Concepts and
Their Application in Implementing the EI process - Describe Several Techniques for Effectively
Handling Group Meetings
16AGENDA
- Group Development A dynamic Process
- Influencing Factors
- The Leader as a Facilitator
- The Recorder
- Consensus Decision Making
- Personality Styles Identification and Management
- Group Conflict Analysis and Diagnosis
- Summary and Evaluation
17Group Development Purpose of The Group
- Identify the Purpose as perceived by each
individual member. - Purpose of the Group
- Reason for membership
- Identify the purpose as conceived by program
plan - Purpose of the Group
- Relationship to other Groups
18.
- Identify outcomes expected as a result of each
individual group meeting - As effecting individual members.
- As effecting the organization
- Identify outcomes expected as a result of the
implementation of the program plan. - As effecting individual members
- As effecting the organization
19Group Development Important Contributions of
Organizational
- They can do the bulk of the work of the
organization - So Defined by the purpose/goal statement.
- They provide an opportunity for specific
individuals - To do the kind of work for which they are
especially suited - They provide an excellent training round for new
leaders.
20.
- They can draw from the training and experience of
a wider representation of the organization - They permit wider participation of the member of
the organization. - The group members collectively have wider
contacts and can provide greater access to the
means to accomplish the group goals. - they provide a channel of direct communication
and a reporting contact with decision makers.
21Group Development Selection of Members
- The Members
- Must have an interest in the purpose of the
group. - Must have a relevant knowledge of skill.
- Should be able to benefit them.
- Should develop a greater identity with the
organization. - Should have access to resources.
22.
- Should be largely compatible with each other.
- Should be largely compatible with the leaders.
- Could be selected as representatives
- Representing different opinions or points of
view. - Representing different department or sub groups
- Representing Different geographic locations.
23Group Developing Influencing Factor
- Group Size
- Studies have shown that group size should vary
according to need. IE The ideal maximum for a
Decision-making group is 7 the ideal maximum for
a facto finding group is 14. - Groups with an even number of members in
attendance make more accurate decisions because
they are less likely than odd numbered groups to
resort to the simple process of voting - Odd numbered group work faster.
24Group space
- Seating arrangements and comfort
- Floor plan arrangement (other furniture/equipment)
- Group member flow patterns
- Natural or electrical light
- Window (amount and location)
- Color and interior design
- Acoustics and sound/noise
- Temperature and humidity
- Location of group space in relationship to other
member activities.
25Group Time
- Irregular or consistent
- Time of day
- Day of week
- Duration of meeting
- Duration of Formal meeting
- Duration of entire meeting
- Duration of component parts
- Duration of member contributions
26Group Cohesiveness
- Is the degree to witch group members are of one
mind and thus can act as one body. Sometimes
cohesiveness is thought of as group loyalty,
group solidarity or group pride. - Results form homogeneity of membership (common
goal), stability of membership over time, and
high status. - In general creates more effective groups. Also,
effective groups are more cohesive. - Can be influenced by selection, transfer,
location and other influencing factors. - Can be established and enhanced by threats from
the outside.
27Group Culture, influence, and control
- A developed group becomes its own society. It ahs
its own language, customs, rituals and ways of
doing things. - Group conversations often center around themes (
regardless of the relevance to group purpose). - These themes are part of group culture.
28.
- A group can and will be influenced by power
- From group members
- From organizations
- A developed group can and will exercise power.
- Over group member
- Over organizations
29Common Problems Encountered in Groups
30SOLVING PROBLEMS OF CONFLECT
- Talk to each party as openly as possible
- State aims, view and feelings openly but calmly,
and try to avoid reiteration. - Focus on future action rather than on the events
of the past. - Listen carefully to each others point of view
and seek to understand.
31.
- Try to build on each others ideas
- Trust each others good faith and try to act in
good faith. - Plan some clear actions to follow the discussion
specifying who will do what by when. - Set a date and time to review progress and keep
it at all costs.
32GUIDELINES FOR HANDLING CONFLICT
- In order to minimize the destructive effects of
conflict the following principals should be
observed - Maintain as much communication as possible with
all parties. - Refrain from the temptation to talk about the
other person behind their back.
33.
- If you see signs of interdepartmental conflict,
try to establish projects on either neutral or
sensitive subjects. - Try to see all sides of a dispute,
- ( remembering that most staff will only
behave negatively if they believe they are under
threat or attack.)