1. CONFLICT MANAGEMENT

2. WHAT IS CONFLICT ?

3. TYPES OF CONFLICT INTERNATIONAL CONFLICT EXAMPLE

4. GROUP CONFLICTS EXAMPLE OF GROUP CONFLICTS

5. RACIAL CONFLICTS INDIA - AUSTRALIA RACIAL CONFLICT

6. IDEOLOGICAL CONFLICTS Examples of Ideological Conflict Mahatma Gandhi NathuramGodhse VIDEO

7. INTRAPERSONAL CONFLICT EXAMPLE

8. INTERPERSONAL CONFLICTS EXAMPLE VIDEO

9. INTERSTATE CONFLICT EXAMPLES

10. Organizational Conflict Examples

11. Religious conflict EXAMPLE

12. The Conflict Process

14. Stage II: Cognition and Personalization Perceived Conflict Awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise. Felt Conflict Emotional involvement in a conflict creating anxiety, tenseness, frustration, or hostility.

16. Stage III: Intentions (cont’d) Competing A desire to satisfy one’s interests, regardless of the impact on the other party to the conflict. Collaborating A situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties. Avoiding The desire to withdraw from or suppress a conflict.

17. Stage III: Intentions (cont’d) Accommodating The willingness of one party in a conflict to place the opponent’s interests above his or her own. Compromising A situation in which each party to a conflict is willing to give up something.

18. Stage IV: Behavior The behavior stage includes the statements, actions, and reactions made by the conflicting parties.

19. STAGE V: OUTCOME The action–reaction interplay among the conflicting parties results in consequences.

20. Conflict-Intensity Continuum

21. Conflict and Unit Performance

22. THE NATURE OF CONFLICT Constructive Conflict… Destructive Conflict…

23. A conflict is likely to take aConstructivecourseif it is viewed as a mutual problem to be worked on together in a cooperative process; A conflict is likely to take a Destructive course if it is defined as a win-lose conflict in which the conflicting parties engage in a competitive process to determine who wins and who loses.

24. Murder/violence/physical/abuse/shoutingSecretive behaviorTaking everything personallyJudgmental behavior/closed communicationUsing names sarcastically/disrespectfullyRaised voice/yelling/telling/finger pointingDenial/storming outPhysiological reactionStanding over someoneNon-responsiveness/withdrawalAgreeing to basic conflict processing ground rulesSellingShowing empathyTaking time outActive listening/askingOpen/positive body languageProblem identificationCalm discussion/conversationDirect/clear/honest communicationFeeling OK about the outcomeFeeling connected to othersRelaxed & leaning forwardAcknowledgment of being heardUsing other person's nameConsensus - temporary working agreementBeing committed to the outcome

25. Characteristics of Constructive & Destructive Conflict Constructive Conflict Destructive Conflict Affirms differences Participatory - win/win Attitude of curiosity A 2-way process Uses differences Competitive - win/lose Attitude of dominance A 1-way process

26. Equal information Based on clear guidelines High level of personal responsibility Uneven/unequal information no guidelines/limits Little or no personal responsibility

27. CONFLICT MANAGEMENT

28. Conflict is often needed. It: Helps to raise and address problems. Energizes work to be on the most appropriate issues. Helps people "be real", for example, it motivates them to participate. Helps people learn how to recognize and benefit from their differences. Conflict is not the same as discomfort. The conflict isn't the problem - it is when conflict is poorly managed that is the problem.

29. Conflict is a problem when it: Hampers productivity. Lowers morale. Causes more and continued conflicts. Causes inappropriate behaviors.

30. THE FIVE A'S TECHNIQUE ASSESSMENT. ACKNOWLEDGEMENT. ATTITUDE. ACTION. ANALYSIS.

31. CONCLUSION

32. THANK YOU