Group 4 MPE, JSW Steel Limited 1

Conflict &

Managing Conflict

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Conflict often occurs when there is a disagreement between two or more people

about policies, process, activities or outcome.

Conflict

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Conflict is the initiation of revolution

Quality of conflict is symbol of the civilization you are living.

Conflict

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Why conflict?

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• Intra-personal

• Interpersonal

• Inter-group

• Intra group

• Inter-organizational

Levels of Conflict

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Symptoms of conflict

• Not speaking or ignoring each other

• Contradicting & bad mouthing each other

• Deliberately undermining or not cooperating with each other.

• Cliques or factions meeting to discuss issues separately

• Grudge from left out people.

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Causes of Conflicts

• Poor communication

• Insufficient resources

• Personal chemistry

• Leadership problems

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Cost of Conflict

• Hampers productivity

• Destroys relationship

• Creates barriers to individual and organizational effectiveness

• Derails teamwork, Creates enemies and hidden agendas

• Lowers morale & adds stress

• Waste time, money and resources

• Affects the ability to stay competitive

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Benefits of Conflict

If managed well, Conflict can

• help increase strength and cohesion

• provide a safety valve function

• help clarify issues and goals

• foster improved communication

• trigger innovation and creativity

• be a major cause of change

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Ways people deal with conflicts

•

• Avoiding

• Accommodating

• Competing

• Compromising

• Collaborating

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Stages of conflict

•

• Latent conflict- where competitive situations could spill over into conflict.

• Open conflict – which triggered by an incident & suddenly become a real conflict

• Aftermath conflict – particular problem may have been resolved but the potential for conflict still exist, which could be very high in win-loose situation.

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Managing conflicts In case of

Avoidance: Create supportive & safe environment for bringing issues out in open.

Accommodating: Create non threatening environment, focus over issues, not over people, Focus over problems & not over placing blames.

Competing: Imbibe mutual respect, mutually identify goals, be unconditionally constructive,

Compromising: Ensure that there are no hurt feelings, share information, consider different possible solutions

Collaboration: Set realistic definite deadlines for decision making.

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Managing conflicts The strategies groups use to managing conflict can be • Lose-Lose • Win-Lose• Win-Win

As a manager one must strive to use Win-Win Strategy, whether it is interpersonal conflict or highly escalated conflict between management & Worker’s Union.

The key remains effective communication, listening and the mutual respect.

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Not in My Workplace!

Remember:

Even the “best” workplaces will require

employees to deal with conflict resulting from a

number of issues including miscommunication,

gossip, differing agendas and stress.

Conflict is unavoidable!

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Thank You

Group#4

MPE- JSW Steel Ltd.