Conflict management With urdu captions (An Islamic Perspective)

1. CONFLICT MANAGEMENT

2. Conflict Management•Quran & sunnah on C.M.
•Reasons of conflict
•Types of conflict
•Conflict Management Styles
•Exercise – find my style of C.M.

3. INTRODUCTION3
 People belongs to different –
Background
Point of View
Values, Need
Personalities
When they interact tension are developed
Disagreement, Confusion, Hostility, Disunity, Har
sh treatment, Lack of cooperation
are common features. “IT IS A PART OF LIFE”

4. What is conflict resolution?
Conflict resolution is a process of working through
opposing views in order to reach a common goal or
mutual purpose.

5. -



6. 


7. 


8. 


9. 


10. Conflictreasons
Data
Lack of info, Too much info Mis info,
Interest
Wants, needs, fears, hopes, concerns
Structure
Limited resources, authority,
organization
structure,
geographical
constraints
External moods
Psychological, family problems, health
Relation ships
Past negative
experience,
stereotype, Pessimism,
poor
communication
Values
Believes, right vs wrong, good vs evil Just vs unjust

11. Types of conflict
 Conflict of facts
 Conflict of aims- different goals
 Conflict of ideas- different interpretations
 Conflict of attitudes - different opinions
 Conflict of behavior- different behaviors are
unacceptable
–

12. Effects of conflict in
organizations
 Stress
 Absenteeism
 Members turnover
 De-motivation
 Non-productivity

13. LEVELS OF CONFLICT
13
 INTRA PERSONAL CONFLICT (Within an
individual)
 INTER PERSONAL CONFLICT (Between two
individuals)
 INTRA GROUP CONFLICT (Within a team of
individuals)

14. VIEWS ON CONFLICT
14
 TRADITIONAL VIEW- Conflict is harmful &
need to be suppressed and avoided.
 MODERN VIEW- It is a natural occurrence.
Conflict should be encouraged, It is
necessary for harmonious, peaceful,
cooperative atmosphere leading to TEAM
WORK

15. Beginnings of Conflict
 Poor communication
 Seeking power
 Dissatisfaction with leadership
 Lack of openness
 Change in leadership

16. Conflict Indicators
 Body language
 Disagreements, regardless of issue
 Withholding bad news
 Surprises
 Strong public statements

17. Managed Conflict
Out of Control
Conflict
Strengthens relationships and
builds teamwork
Damages relationships and
discourages cooperation
Encourages open
communication and cooperative
problem-solving
Results in defensiveness and
hidden agendas
Resolves disagreements quickly
and increases productivity
Wastes time, money and human
resources
Deals with real issues and
concentrates on win-win
resolution
Focuses on fault-finding and
blaming
Makes allies and diffuses anger Creates enemies and hard
feelings
Airs all sides of an issue in a
positive, supportive environment
Is frustrating, stress producing
and energy draining

18. Conflict Table
Win-Win Loose-Win
Win-Loose Loose-Loose
I win I loose
You win
You loose

19.  Competition (win-loose situation)
 Accommodation (Loose-win
situation)
 Avoidance (loose-loose situation)
CONFLICT MANAGEMENT
STYLES

21. SUMMARY OF CONFLICT
RESOLUTION STYLE
STYLE ME YOU
AVOIDANCE 0 0
ACCOMODATING 0 100
COMPROMISE 50 50
COMPETITION 100 0
COLLABORATION 100 100

22. AVOIDANCE STYLE
I don’t have enough time
I don’t have enough facts
Perhaps the best way is to proceed as you
think best
Criticism: The conflict is not solved
Example situations where avoidance style is appropriate
Minor issues
Inadequate facts and power
Others can more effectively resolve
•–
–
•–

23. ACCOMODATING STYLE
If it makes others happy, we wont challenge their views
we don’t want to hurt the feelings of others
We should not risk our friendship, so let’s not worry too much about
the problem, things will work out
Criticism: It encourages individuals to cover-up
Example situations where smoothing style is appropriate
Emotional conflicts
Talented People
•

24. COMPETING STYLE
If you don’t like the way things are run; get out
If you cant learn to cooperate, others who will, can be hired
Criticism: The subordinates’ interests are ignored. The conflict is
not analyzed
Example situations where forcing style is suitable
Non compromising issues
Inadequate time
Stopping people from taking advantage
•–

25. COMPROMISE STYLE
let other people win something, if they let us win something
try to find out a position between theirs and ours
Criticism: people may encourage compromise on stated issues
rather than on real issues
Example situations where compromise style is acceptable
It is not possible to achieve a win-win agreement
•
•

26. COLLABORATIVE STYLE
try to get all view points & issues out in the open
Best alternatives must be arrived through analyzing
Criticism: It is not suitable when win-win situation is not possible
Example situations where this style is appropriate
Split or division is unacceptable
When there is a need for high-quality decisions
•-
•

27. SALAM Model

28. 5 POINT FORMULA
 Define the conflict
 Communicate the need for understanding
 Explore alternative solution
 Agree on most workable solution
 Evaluate after time

29. How to prevent conflicts
 Frequent meeting of your team
 Allow your team to express openly
 Sharing objectives
 Having a clear and detailed job description
 Distributing task fairly
 Never criticize team members publicly
 Always be fair and just with your team