Communication techniques to manage conflicts in the organization

Content Meaning of conflict in organization Cause of conflict Type of conflict Effect of conflict in organization How to deal conflict Prevention the conflict

Meaning of Conflict in Organization Organization is people more than one working or doing activity together, many activity in the same time to achieve the same goal. The objective can be long periods depend on how easy and hard of work. Conflict is the incompatibility of thinking between people because of the benefits or thinking. It can effects to disturb the other party from achieving that goal.

*Conflict of aim Cause – different goal can occur OF when they have the different of goal, when people don’t Conflict have the same goal the thinking will be different and cause the conflict. *Conflict of ideas – different interpretation occur when the do not understand the same point. *Conflict of attitudes – different opinions. Some people have modern thinking and some have classical thinking. If they can not make the middle of thinking, it will cause conflict. *Conflict of behavior – different behavior are unacceptable. When they can not accept the other behavior and the other one do not try to change their behavior.

Tcoynpfeliocfts Inter-personal Conflict between individuals and other people due to differences in their goals or values. Intra-personal Conflict in individuals such as conflicting goals, need, motives Inter-group Conflict between two or more team or group Intra-group Conflict in group may cause positive or negative -Positive can develop work to effective -Negative can decrease effective of work Competitive and Disruptive Conflict between person to person or group to group can cause competitive and lead to disruptive.

Tcoynpfeliocfts Goal conflict 2 or more desire or expected outcome are incompatible. It may involve inconsistencies between the individual’s or group values and norms. Affective conflict The feeling and emotion within an individual or between individuals are incompatible. Cognitive conflict The ideals and thoughts within individual or between individuals are incompatible. Procedure conflict People differ over the process to use for resolving a particular matter.

pTeyrpseoonfality Type A personality -Highly Competitive -Strong Personality -Restless when inactive -Seeks Promotion Punctual -Thrives on deadlines -Maybe jobs at once Type B personality -Works methodically -Rarely competitive -Enjoys leisure time -Does not anger easily -Does job well but doesn't need recognition -Easygoing

Effect Positive conflicts in organization 1. Leading to creative change There are new work styles, new works. 2. Making personnel in the organization more motivated to work and found guidelines for working there More efficient. 3. Creating unity in the group. 4. cause changes to change to the original goals of the organization that are inconsistent with reality. 5. Members in the organization have exchanged knowledge. Mutual opinions. 6. The organization has continuously adapted to the changes in society. 7. There is a selection of strong representatives with knowledge, ability and leadership. 8. There has been a conflict between individuals or groups. 9. Make solutions to problems that are beneficial to the organization. Or resulting in quality to make decisions. 10. Can reduce tensions in the organization or improve the relationships of people in the organization. 11. Make the quality of working life of personnel In the organization, Accepting differences between people, recognize adaptation and coordination.

Effect Negative conflicts in organization 1. leading to tension 2. Causes more resources and time wasting. 3. Cause division into parties 4. Focus on overcoming each other rather than looking at the effects Towards the goals of the organization as a whole 5. Leading to chaos And without the stability of the organization

Howwithtocdoenafllict Party get satisfaction, situations result when only one side perceives the outcome as positive, based on a principle of competition between participants, are more likely than integrative bargaining to end in win-lose outcomes The order party get satisfaction, they may result in a situation where each side gets part of what wanted, but not as much as they might have gotten if they had used integrative bargaining.

Howwithtocdoenafllict Means that all parties end up being worse off. An example, in some lose-lose situations, all parties understand that losses are unavoidable and that they will be evenly distributed. In such situations, lose-lose outcomes can be preferable to win-lose outcomes because the distribution is at least considered to be fair. Is​ both​ partiesf​ eel​ satisfaction, they​ have won. Since both sides benefit, any resolutions to the conflict are likely to be accepted.

Preovf econntfiloicnt - Frequent meeting of your team - Allow your team to express openly - Sharing objective - Having a clear and detailed job description - Distributing task fairly - Never criticize team members publicly - Always be fair and just with your team - Being a role model - Be a good and a patient - Never be rigid on any point, instead be flexible and try to find out an alternative - Learn to keep a control on your tongue - Try to keep a control of emotion - A small sorry can work wonder and prevent conflict and unnecessary tension - No one wins in a fight and you gain nothing out of it - Avoid backbiting as it is one of the strongest reasons for conflicts - Even if a conflict doesn’t involve you, don’t just ignore, instead intervene immediately to pacify the individual.

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