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Transcript of CONFLICT MANAGEMENT
Differences in Goals &
It is important to remember that conflict will always exist between employees. Effective supervisors have the skills to manage the conflict process and turn disagreements into ideas.
TYPES OF CONFLICT
1. Intra-personal Conflict
2. Inter-personal Conflict
3. Inter-group Conflict
4. Inter-organizational Conflict
Conflict between individuals in the
groups in the same
Conflict that arises across organizations.
involves doing things to limit the negative aspects of conflict and to increase the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting
The nurse manager is primarily concerned with work accomplishment and has minimal regard for staff relationships, he or she exercise power, restriction and coercion. (WIN/LOSE)
Is a more diplomatic way to suppress conflict. The nurse manager who has high concern for relationship and a secondary for work accomplishment might use the smoothing, accommodating approach. (LOSE/WIN)
The nurse manager who uses avoidance strategies has “low” regard for both the workers output and their relationship. avoiding a problem means not taking a position regarding the conflict. The nurse manager reasons, “if we don’t talk about the problem it will go away” (LOSE/LOSE)
Is a constructive process in which the parties are involved recognize that a conflict exist, confront the issue and openly try to solve the problem that has arisen in them. The individuals look for a resolution that they all want to accept. (WIN/WIN)
Conflict is any situation in which your concerns or desires differ from those of another person.
is a disagreement among two or more individuals, groups or organization.
Steps in Conflict Resolution
1.Clarify what the disagreement is
2. Establish a common goal for both parties
3. Discuss ways to meet the common goal
4.Determine the barriers to the common goal
5. Agree on the best way to resolve the conflict
6.Acknowledge the agreed solution and determine the responsibilities each party has in the resolution
Clarifying involves getting to the heart of the conflict. The goal of this step is to get both sides to agree on what the disagreement is.
In this step of the process, both sides agree on the desired outcome of the conflict.
Both sides work together to discuss ways that they can meet the goal they agreed upon in step 2.
In this step of the process, the two parties acknowledge what has brought them into the conflict.
Both parties come to a conclusion on the best resolution.
Both sides own their responsibility in the resolution of the conflict and express aloud what they have agreed to.
Compromise is a means of settling in which each side makes concession. This is sometimes the only choice such as when a decision must be immediately or when two parties in conflict have equal power (LOSE/LOSE)
Whenever you're in conflict with someone, there is one factor that can make the difference between damaging your relationship and deepening it. That factor is attitude.” –James William
takes place within
1. Conflict establishes identity
Through conflict, individuals & groups clearly establish their positions
Function of Conflict
2. Conflict serves as a safety valve to hold the group together
Enhances the communication process leading to better understanding of issues within the group.
3. Conflict increases group cohesion
When there is a higher level of communication brought about by conflict, groups strengthen & become closer
4. Conflict causes competition to improve performance
Conflict causes some organizations, groups, & individuals to "try to out-do the others" or to demonstrate competence
5. Conflict enhances communication
The communication process improves because of the higher level of information exchange & there's is a higher level of understanding
... for listening!!!