Group Presentation - Managing Conflict- Week 14

CAUSES OF CONFLICT BENEFITS OF CONFLICT INTERNAL AND EXTERNAL CONFLICT OUTCOMES OF CONFLICT CONFLICT MANAGEMENT STRATEGY - NUMBER 1 CONFLICT MANAGEMENT STRATEGY - NUMBER 2 CONFLICT MANAGEMENT STRATEGY - NUMBER 3 PERSONAL GROUP CONFLICT AND RESOLUTION CONCLUSION.

Introduction. Workplace Conflict is a common issue that may arise for a variety of reasons, including miscommunication, differences in opinion, competition for resources, and so on. However, effective conflict management is required to maintain healthy relationships and achieve common goals. Choosing the best conflict resolution strategy is critical for resolving conflicts in a way that is respectful, fair, and beneficial to all parties involved. As a result, organizations should prioritize conflict resolution and encourage their employees to improve their conflict resolution skills. By doing so, they can foster a positive work environment in which conflicts are resolved with dignity and fairness, resulting in increased productivity and overall success..

[Audio] Conflict can be caused by a variety of circumstances both inside and across societies. Common sources of conflict include: 1. Values or Belief Differences: When people have opposing viewpoints, values, or ideologies, it can lead to friction and conflict 2. Scarcely Distributed Resources: When scarce or unequally distributed resources such as food, water, shelter, money, or authority are in short supply, conflict can arise 3. Miscommunication: Miscommunication or misinterpretation can lead to conflict, especially when different people have different assumptions or interpretations of the same situation 4. Disparities in Power: When one organization or individual has more power or influence than another, it can lead to conflict as the weaker party tries to assert or protect its interests 5. Personal Disagreements: Personal disagreements or confrontations among people can escalate and lead to greater difficulties among groups or communities 6. Cultural Differences: Historical or cultural differences, especially if they are lengthy or unresolved, can produce tensions and conflicts between diverse groups 7. Other Causes: Economic constraints, political uncertainty, and environmental changes can all trigger new conflicts or exacerbate current ones It is crucial to understand that disagreements can arise from a variety of reasons and can be complex and difficult to resolve..

[Audio] While conflict is often viewed as a negative event, it can also provide several benefits, including: 1. Increased Creativity and Innovation: When people disagree, they are more inclined to think outside the box and produce unique solutions to problems. This can lead to increased creativity and innovation in the workplace or in personal relationships 2. Relationships: Relationships can benefit from conflict because it helps people to communicate their opinions and feelings. It can also inspire people to work together to find a solution, which can assist in improving relationships and developing trust 3. Improved Decision-Making: Conflict can cause people to think critically and explore alternative viewpoints. This can lead to better decision-making and problem-solving abilities 4. Personal Growth: By revealing people's prejudices and assumptions, conflict can help them become more self-aware. This can lead to personal development and growth 5. Non-Verbal Communication: Conflict can help you develop skills like active listening, empathy, and effective communication. This can result in better communication in all aspects of life 6. Gains in Productivity: When conflict is handled effectively, it can lead to increased productivity. By discussing issues and developing solutions, teams can work more efficiently and effectively toward a common goal Overall, while conflict can be difficult and unpleasant if managed appropriately, it can have significant repercussions and lead to success.

[Audio] Internal Conflicts take place within a character's mind or emotions. Examples of internal conflict include: 1. Person vs. Self: This type of conflict occurs when a character is struggling with their own thoughts, feelings, or beliefs. Examples include a character struggling to make a difficult decision, a person grappling with their own identity, or someone fighting their own fears 2. Person vs. Destiny/Fate: In this type of conflict, the character is pitted against a predetermined fate or destiny. Examples include a character struggling to accept their own mortality or a person battling the idea that their future is already written 3. Person vs. Supernatural: This type of conflict occurs when a character is faced with supernatural force or power. Examples include a character fighting a demon or ghost, or someone struggling to resist the temptation of dark magic.

[Audio] External Conflict: External conflict is a type of conflict that occurs between a character and an outside force, such as another character, society, or nature. Examples of external conflict include: 1. Person vs. Person: This is a conflict between two characters, where their goals or beliefs are in opposition to each other. Examples include a hero fighting a villain, two friends applying for the same job, or a family feud 2. Person vs. Society: This type of conflict occurs when a character's beliefs or actions go against the norms of society. Examples include a character fighting against discrimination, a person advocating for social justice, or a character resisting the expectations of their community 3. Person vs. Nature: In this type of conflict, the character is pitted against a natural force, such as a storm, wildfire, or wild animal. Examples include a character surviving a natural disaster or struggling to survive in the wilderness In summary, external conflicts are conflicts that occur between a character and an outside force, while internal conflicts are conflicts that take place within a character's own mind or emotions..

Outcomes of Conflict. Creative solutions might result from conflict inside a workplace. Organisations frequently face obstacles in the pursuit of their objectives that require teamwork to be overcome. Conflict can arise between members, other workplaces, communities, as well as other involved parties in the organisation's mission as a result of problems. Conflict inside a workplace can have both positive and negative outcomes, despite the negative perception that "conflict" frequently carries..

[Audio] 1. Group Unity: By giving group members a forum to discuss and bargain their shared interests, conflict enhances intra-group cohesion. The health of the group usually deteriorates in the absence of intra-group conflict 2. Communication: Members of a group might bond during conflict and come to know one another better. Conflict within in workplace can give members the tools necessary to quickly resolve conflicts in the future, from learning each other's perspectives on issues important to the organisation's success to understanding each member's preferred communication style 3. Identify New Members: Members of organisations take an active part in all meetings, like working on several committees, and have a point of view on every subject the group discusses. There are other participants who appear to add little to the group and listen more than talk. The controversy within a group might motivate normally quiet participants to speak up and show their leadership abilities by proposing practical solutions to the issue the group is facing.

[Audio] 1. Mental Health Concerns: Members of a group that is experiencing conflict may grow irritated if they believe there is no hope for a resolution or if they believe that other group members don't value their thoughts. Members experience stress as a result, which negatively impacts both their personal and professional lives 2. Decrease in Productivity: Members lose focus on the primary objectives they are tasked with attaining when a workplace spends a lot of time managing disagreement. Those who are in dispute tend to spend more time gossiping about it or venting their anger than working on the issue at hand. Organisations may suffer as a result of a loss of funding, donors, and resources. Members of the workplace may experience headaches, trouble sleeping, loss of appetite or overeating, and become distant. Organisational members may occasionally skip meetings to spare themselves from stress and the symptoms it causes. 3. Violence: Intense circumstances between workplace members may emerge when the dispute worsens without mediation. However, interpersonal conflicts within a workplace might lead to violence, which could put its members and possibly the workplace in legal trouble.

Conflict Management Strategy. Conflict is an inevitable part of life, and it can arise due to various reasons such as miscommunication, difference in opinion, or competition for resources. However, it is essential to manage conflicts effectively to maintain healthy relationships and achieve common goals. Here are three different strategies that can be used to manage conflict:.

Collaboration. Collaboration is one of the most effective ways to manage conflict. It involves working together to find a mutually beneficial solution that satisfies the needs and interests of all parties involved. This strategy requires active listening, empathy, and open communication to understand the perspectives of all parties. It helps to build trust and strengthen relationships while also creating a sense of ownership and commitment to the solution. When people collaborate, they are more likely to come up with creative and innovative solutions to problems that might not have been possible otherwise. It is especially useful when there is a complex conflict that requires a deep understanding of various interests and perspectives. By working together, the parties involved can identify the root causes of the conflict and develop a solution that addresses the underlying issues. It also helps to ensure that everyone is heard and that their needs are taken into account, which promotes fairness and equity..

Effective Strategy. Collaboration is one of the most effective ways to resolve employee conflicts within an organisation. Employees who collaborate are more likely to come up with creative and innovative solutions to problems that would not have been possible otherwise. Collaboration fosters trust and strengthens relationships while also instilling a sense of ownership and commitment to the solution. Additionally, when people work together, they can identify the underlying causes of a conflict and develop a solution that addresses those issues. Collaboration also contributes to ensuring that everyone is heard and that their needs are met, which promotes fairness and equity..

Role of Supervisor/HR. The supervisor and human resources play critical roles in an organisation's collaboration strategy. Their role is to oversee the team's work and ensure that each team member is effectively working together to achieve the desired outcome. This includes keeping track of the team's progress, providing guidance and support, and resolving any issues or conflicts that arise. In terms of collaboration, they can encourage team members to work together, provide opportunities for collaboration, and promote a culture of teamwork and cooperation. They can also assist in identifying areas where collaboration is required and assisting team members in developing the necessary skills and tools for effective collaboration. Their role in collaboration is to help the organisation develop a collaborative culture. This includes creating policies and procedures that encourage collaboration, providing employees with training and development opportunities to improve their collaboration skills, and creating an environment that promotes collaboration and teamwork. They can provide teams with resources and support to help them collaborate effectively, as well as assist in resolving any conflicts or issues that may arise during the collaboration process..

Eff ect i veness of t he S t r at egy Me as ur e d.

Compromise. Another effective conflict resolution strategy is Compromise. It entails finding a happy medium that meets the needs and interests of all parties involved. This strategy necessitates a willingness to forego something in exchange for something else. Compromise prevents a lose-lose situation and fosters a sense of fairness and equity. People who compromise are able to maintain relationships while achieving their goals. When there are limited resources and the parties involved must negotiate to find a solution that meets everyone's needs, compromise can be useful. By foregoing something, the parties involved can ensure that resources are distributed fairly and that everyone gets a fair share of what they require. Compromise also helps to reduce tension and conflict, which can prevent the conflict from escalating further..

Effective Strategy. Compromise is another effective conflict resolution strategy, particularly when dealing with customers outside the organisation. It entails finding a happy medium that meets the needs and interests of all parties involved. This strategy necessitates a willingness to forego something in exchange for something else. Organisations can maintain customer relationships while still achieving their goals by compromising. When there are limited resources and the parties involved must negotiate to find a solution that meets everyone's needs, compromise can be useful..

Role of Supervisor/HR. The supervisor's and HR's roles in the Compromise strategy vary depending on the situation and the strategy's specific goals. In general, the Compromise strategy entails finding a solution that involves some level of give-and-take or negotiation among various parties. The supervisor can help to facilitate compromise by assisting in the identification of areas where compromise is possible and encouraging team members to collaborate to find a solution that meets the needs of all parties involved. The supervisor can also assist in ensuring that the compromise solution is fair and reasonable, and that it is consistent with the organization's goals and values. The role of HR in the Compromise strategy is to support and guide the supervisor and team through the negotiation process. This may include providing employees with training and development opportunities to help them develop negotiation and conflict resolution skills, as well as resources and tools to assist the team in working through the compromise process. HR can also play a role in ensuring that the compromise solution adheres to legal and ethical standards, as well as the organization's policies and procedures. They can offer advice on issues such as employee rights and benefits, as well as assist in addressing any concerns or complaints that may arise during the negotiation process. Overall, the supervisor's and HR's role in the Compromise strategy is to facilitate a fair and reasonable solution that meets the needs of all parties involved while also being consistent with the organization's goals and values..

Eff ect i veness of t he S t r at egy Me as ur e d.

Avoidance. Avoidance is a strategy in which the conflict is avoided or postponed until emotions have subsided and a more constructive conversation can take place. When the issue is not critical or when the parties involved are not ready or willing to engage in conflict resolution, this strategy is useful. Avoidance, on the other hand, can be harmful if the conflict persists, causing resentment and frustration. Avoidance should be used only when other strategies have failed or when the conflict is minor. Avoidance can be beneficial when a cooling-off period is required, or when the parties involved require more time to gather information or reflect on the situation. By avoiding conflict, the parties involved can prevent further damage to the relationship and allow emotions to settle. It is important to note, however, that avoidance should not be the only strategy used to manage conflict. If the conflict persists, it is critical to address it directly in order to avoid further damage to the relationship..

Effective Strategy. Avoidance is a strategy in which the conflict is avoided or postponed until emotions have subsided and a more constructive conversation can take place. When there is a need for a cooling-off period, or when the parties involved require more time to gather information or reflect on the situation, avoidance can be beneficial. It is important to note, however, that avoiding conflict should not be the only strategy used to manage it. If the conflict persists, it is critical to address it directly in order to avoid further harm to the relationship..

Role of Supervisor/HR. The Avoidance strategy is a conflict resolution strategy in which the parties involved choose to ignore or avoid the conflict rather than confront it head on. In such a case, the supervisor's and HR's roles would differ depending on their respective positions. In the Avoidance strategy, the supervisor's role would be to monitor the situation and identify any potential negative effects that the conflict might have on the team or the organisation. If the supervisor determines that the conflict is having a negative impact on the team's performance, they may need to intervene and directly address the conflict. They can also offer support and direction to team members who are struggling to deal with the conflict. HR's role in the Avoidance strategy would be to support and guide the supervisor and team members through the conflict resolution process. Human resources, such as training and development programmes, can assist employees in developing conflict resolution skills. They can also assist the supervisor in identifying potential legal or ethical issues as a result of the conflict. Overall, the supervisor and HR are responsible for monitoring the situation, identifying potential negative consequences, and providing support and guidance as needed in the Avoidance strategy. If the conflict is affecting the team's performance or if legal or ethical issues are involved, they may need to intervene. If the conflict is not causing significant harm, the supervisor and HR may choose to let the parties deal with it on their own, while providing support and guidance as needed..

Eff ect i veness of t he S t r at egy Me as ur e d.

Conflict Management Strategies - Conclusion. In conclusion, depending on the nature and severity of the conflict, managing conflict requires a combination of different strategies. Collaboration, compromise, and avoidance are just a few of the many conflict resolution strategies available. It is critical to remember that conflict is natural and can provide opportunities for growth and learning. People can use these strategies to resolve conflicts in a way that is respectful, fair, and beneficial to all parties involved. People can resolve conflicts and maintain healthy relationships by in using collaboration, compromise, or avoidance. It is critical to remember that conflicts are natural and can provide opportunities for growth and learning. As a result, organisations should prioritise conflict resolution and encourage their employees to improve their conflict resolution skills. By doing so, they can foster a positive work environment in which conflicts are resolved with dignity and fairness, resulting in increased productivity and overall success..

P e r so na l G ro up Co n f li c t a nd R e sol ut i on.

[Audio] 1. Encouraged open communication: Team members were encouraged to openly and honestly express their ideas and opinions. This assisted in identifying areas of disagreement and ensuring that everyone's point of view was heard 2. Focused on Shared Goals: Rather than individual opinions or egos, the group focused on the assignment's shared objectives. This contributed to a sense of common purpose and reduced conflicts 3. Sought Common Ground: The group sought areas of agreement and attempted to form a consensus around those shared ideas. This required compromise and negotiation as we collaborated to find solutions that everyone could agree on 4. Established a Decision-making Process: The group devised a decision-making procedure that ensured everyone had a say in the final result. This entailed appointing a specific person to make the final decision.

[Audio] 1. Clarified Expectations: The group established clear expectations for each member's role and responsibilities. This helped to ensure that everyone knew what was expected of them and reduced confusion or misunderstandings. 2. Addressed the issue directly: The issue of non-participation was addressed directly and respectfully by the group. This entailed speaking privately with team members in order to understand their point of view and identify any barriers to their participation. 3. Encouraged Participation: The group encouraged participation by devising methods to make the work more interesting and meaningful for all team members. This entailed breaking down work into smaller tasks and setting clear deadlines and milestones. 4. Re-evaluated Roles: The team re-evaluated each team member's role and responsibilities to ensure that everyone is contributing in a balanced and appropriate manner..

[Audio] 1. Identified Styles: The group identified each team member's different communication styles and preferences, such as whether they prefer direct or indirect communication, written or verbal communication, and so on. 2. Adapted to Different Styles: The group collaborated to modify their own communication style to better suit the preferences of each team member. This entailed utilising various modes of communication, such as Zoom, Microsoft Teams, and WhatsApp. 3. Established Ground Rules: The group established communication ground rules, such as setting clear expectations for response times and providing guidelines for handling disagreements. 4. Encouraged Active Listening: The group encouraged all team members to actively listen to one another, ask clarifying questions, and seek feedback to ensure that messages were correctly understood..

[Audio] 1. Assigned Roles and Responsibilities: The roles and responsibilities of each team member were assigned at the start of the project to ensure that everyone understood what was expected of them. This helped to reduce confusion or misunderstandings about who is in charge of what tasks. 2. Established a Shared Vision: The group collaborated to develop a shared vision for the project and ensure that everyone is on the same page in terms of goals, objectives, and timeline. 3. Encouraged Flexibility: The group encouraged team members to be flexible and open-minded, and they were willing to change their approach as needed to accommodate different work styles and preferences. 4. Fostered Collaboration: The group created a supportive environment in which team members shared their ideas and perspectives and collaborated to find the most effective solutions..

C oncl us i on. Conflicts that arise during group work assignments can be difficult and have the potential to harm the project's success. Group members, on the other hand, can work collaboratively and effectively towards a shared goal by taking proactive steps to address and resolve conflicts. Clarifying roles and responsibilities, establishing a shared vision, fostering collaboration, encouraging flexibility and open-mindedness, providing support and resources, fostering a sense of ownership, celebrating successes, and addressing issues directly are some common strategies for resolving conflicts in group work. It's important to remember that conflicts can be complex and multifaceted, and there may be no single "right" way to resolve them. Effective conflict resolution necessitates clear communication, active listening, and a willingness to collaborate to find solutions that benefit everyone. Group members can overcome challenges and achieve success in their projects by being proactive in resolving conflicts and working collaboratively towards a common goal..

T eam M em be r s. ARSHDEEP SINGH. ARYAN CHOPRA. HARLEEN KAUR.