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Group Name :

Group Members : Serial No Name ID

01 IZAZUL ALAM(G/L)

10112101033

02 NABILA REZA 10112101027

03 LALON FAKIR 10112101035

04 TUSHAR MAZUMDAR

10112101002

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Topic :

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Conflict : Conflict is a process

that begins when one party perceives that another party has negatively affected or is about to negatively affect, something that the first party cares about

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• Intrapersonal Conflict.Intrapersonal Conflict.

• Interpersonal Conflict.Interpersonal Conflict.

&&

• Intergroup Conflict.Intergroup Conflict.

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(i) Intrapersonal Conflict : A conflict that occurs

solely in the psychological dynamics of the individual's own mind.

Example : Managers of a company are asking an employee to be more productive and hard working,but in return,they are not willing to pay him the desired payment.

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(ii) (ii) Interpersonal Interpersonal ConflictConflict : :

““Interpersonal conflict” Interpersonal conflict” refers to very strong differences refers to very strong differences in motives, values or styles in in motives, values or styles in dealing with people that are not dealing with people that are not resolvable. resolvable.

    ExampleExample : : If both parties in a If both parties in a relationship have a high need relationship have a high need

for power and both want to for power and both want to be dominant in the relationship, be dominant in the relationship, there is no way for both to be there is no way for both to be satisfied, and a power satisfied, and a power struggle ensues. struggle ensues. 

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Intergroup conflicts occurs between collections of people such as ethnic or racial groups, departments or levels of decision making in the same organization.

Example : The production department may want new and more efficient machinery while,at the same time, the sales department wants to expand its sales force,but there are enough resources to supply the needs of only one group.

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Sources of Conflict :

Organizational change. Different sets of values. Threats to status. Contrasting Perceptions. Lack of trust. Personality clashes.

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(i) Organizational change : Now-a-days as the organizations have to adapt with the pace of technological, political,and social change are increasing sand in addition the market place hurtling toward a global economy,organizational change is a must.

(ii) Different sets of values : Different people may have different values.Their philosophies may diverge them in different directions.This may lead them in conflicting activities.

(iii) Threats to status : Status is the social rank of a person in a group which may prove very important to many persons.When one’s status is threatened,conflict can arise between the defensive person and who has crated a threat to status.

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(iv) (iv) Contrasting PerceptionsContrasting Perceptions : : People may perceive People may perceive things differently.One thing which is right,may seems things differently.One thing which is right,may seems to be wrong to another.So,conflict can arise unless to be wrong to another.So,conflict can arise unless employees learn to see things as others see them employees learn to see things as others see them and help others do the same.and help others do the same.

(v) (v) Lack of trustLack of trust :: Every relationship requires some Every relationship requires some degree of trust.Trust takes time to build,but it can be degree of trust.Trust takes time to build,but it can be destroyed in a second.Conflict can arise if someone’s destroyed in a second.Conflict can arise if someone’s trust over a person breaks down.trust over a person breaks down.

(vi) (vi) Personality clashesPersonality clashes :: Everyone does not Everyone does not think,feel,or act alike.They obviously have some think,feel,or act alike.They obviously have some differences.Employees need to accept,respect,and differences.Employees need to accept,respect,and learn how to use these differences when conflict learn how to use these differences when conflict arises.arises.

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Destructive Conflict

& Constructive Conflict.

Destructive Conflict : Destructive conflict is a conflict where , no one is satisfied with the outcome.Destructive conflicts are more likely to occur when behaviors come from rigid, competitive systems.

Constructive Conflict : Behavior that are adaptive to the

situation,is called constructive conflict.   

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Conflict Resolution Process :

Causes of Conflict :• Organizational Change• Different sets of values• Threats to status• Contrasting Perceptions• Lack of trust* Personality clashes

Perceptions of Conflict• Constructive• Destructive

Participant Intension•Winning* Losing

Resolution Strategies * Avoiding * Smoothing * Forcing * Compromising * Confronting

Conflict Outcomes :

* Lose-lose * Lose-win * Win-lose * Win-win

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Step 1 : Causes of conflict :

(i) Organizational change : Now-a-days as the organizations have to adapt with the pace of technological, political,and social change are increasing sand in addition the market place hurtling toward a global economy,organizational change is a must.

(ii) Different sets of values : Different people may have different values.Their philosophies may diverge them in different directions.This may lead them in conflicting activities.

(iii) Threats to status : Status is the social rank of a person in a group which may prove very important to many persons.When one’s status is threatened,conflict can arise between the defensive person and who has crated a threat to status.

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(iv) Contrasting Perceptions : People may perceive things differently.One thing which is right,may seems to be wrong to another.So,conflict can arise unless employees learn to see things as others see them and help others do the same.

(v) Lack of trust : Every relationship requires some degree of trust.Trust takes time to build,but it can be destroyed in a second.Conflict can arise if someone’s trust over a person breaks down.

(vi) Personality clashes : Everyone does not think,feel,or act alike.They obviously have some differences.Employees need to accept,respect,and learn how to use these differences when conflict arises.

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Step 2 : Resolution Strategies : (i) Avoiding : Physical or mental withdrawal from the conflict that

results in a lose-lose situation.

(ii) Smoothing : Approach that places greatest emphasis on other’s concern resulting in lose-win situation.

(iii) Forcing : Strategy that depends on aggressiveness to achieve personal goals which creates a win-lose situation.

(iv) Compromising : Strategy that reflects a moderate degree of concern for self and others.

(v) Confronting : Approach where satisfactory solution is given resulting in a win-win outcome

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(a) Lose-lose : A situation in which a conflict for both the parties are worse off than they were before.

(b) Lose-win : A situation in which one person is defeated while the other one is victorious.

(c) Win-lose : The situation which is just the opposite of “Lose-win” is known as “Win-lose” situation in which the other person wins rather than another one.

(d) Win-win : An outcome where both the parties feel that they are in a better position than they were before the conflict began.

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Step 3 : Conflict Outcomes :

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NegotiationNegotiation is a is a process in which two process in which two or more parties or more parties exchange goods or exchange goods or services and attempt services and attempt to agree on the to agree on the exchange rate for exchange rate for them.them.

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