Nadeem

Soomro
Reg # 10278
“Working together isn’t always easy”

Interpersonal Conflict
 Interpersonal
conflict

Interpersonal conflict is
unavoidable, but we can
learn to manage it.
 Conflict

Conflict: “A condition that exists anytime in

which two or more people disagree.”

Functional conflict serves the

organization’s interests while

Dysfunctional conflict threatens

the organization’s
interests.
 Conflict
• Conflict is a natural
phenomenon, neither inherently
good or bad, but there may be
positive or negative outcomes.

Managing conflict in a dysfunctional

way is a learned behavior and can
be changed.
 Antecedents of Conflict

Overlapping or unclear job boundaries.

Competition for limited resources.
Inadequate communication.
Interdependent tasks.
Organizational complexity.
Antecedents of Conflict
(continued)
Unreasonable or unclear policies,
standards, or rules.
Unreasonable deadlines or extreme time
pressure.
Decision making by consensus.
Unmet expectations.
 Personal Styles of Dealing with
Conflict

•
Turtle (Avoidance)

•
Teddy Bear (Accommodation)

•
Shark (Domination)

•
Fox (Compromise)

•
Owl (Integration)

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 Five Conflict-Handling Styles
Concern for Others

High Sharing Accomodative

Collaborative

Low Competitive Avoiding

High Low
Concern for Self
Outcomes of Conflict

Lose-lose
● no one achieves his or her true desires and the underlying reasons for
conflict remain unaffected.
Competition
● uses force, superior skill, or domination to win a conflict.
Compromise
● occurs when each party to the conflict gives up something of value to
the other.
Win-lose
● one party achieves its desires and the other party does not.
Collaboration
● involves working through conflict differences and solving problems so
everyone wins.
Win-win
● the conflict is resolved to everyone’s benefit.
 How to Build Cross-Cultural
Relationships and minimize
Behavior
Conflict
Be a good listener
Be sensitive to the needs of others
Be cooperative, rather than overly competitive
Advocate inclusive (participative) leadership
Compromise rather than dominate
Build rapport through conversations
Be compassionate and understanding
Avoid conflict by emphasizing harmony
Nurture others (develop and mentor)
Some Assumptions about
the Win-Win Method

Your needs are important

My needs are equally important
We will approach this conflict from a
needs standpoint, not a solution
standpoint.
I will never use my power.
Steps in Win-Win Problem
Solving
Steps To Follow:
1. Defining the problem in terms of needs.
2. Generating possible solutions
(brainstorming).
3. Evaluating and testing the various
solutions.
4. Deciding on mutually acceptable
solutions.
5. Implementing the solution. (Try it out.)
6. Evaluating the solution.
 Thanks for Your Kind
Attention

Questions
Are
Welcomed