Comprehensive Training Curriculum on Conflict Management Training PPT

What is this slide for: Common Causes of Organizational Conflict

This slide covers: This slide lists the major reasons that result in conflicts at the workplace. The causes are unclear job expectations, goal differences, personal differences, information deficiency, poor communication, organizational changes, poor work habits, personality differences, poor supervision, and toxic work culture.

Instructor's Notes:

Different causes of organizational conflict are:

• Unclear Job Expectations: Unclear job expectations are one of the common causes of conflict at the workplace for both new recruits and existing employees
• Goal Differences: It is important to work on common goals for better organizational performance. If individuals have different or conflicting goals, it can lead to organizational conflict
• Personal Differences: Differences between individuals' way of functioning can cause interpersonal conflict in the organization. These differences arise due to contrasting values, background, attitudes, traditions, cultures, education, etc.
• Information Deficiency: For smooth running of organizations, it is essential to share the correct information at the right time with others. This helps avoid conflicts to a major degree
• Poor Communication: Lack of communication among team members leads to arguments, which if left unresolved, often escalate into full-blown conflicts
• Organizational Changes: In case of organizational changes like restructuring or merging, employees feel tension, stress, and uncertainty, which could result in lower productivity
• Poor Work Habits: Certain individual’s habits such as non-completion of tasks on time also lead to conflict
• Personality Differences: In an organization, people from different backgrounds, cultures, preferences, experiences, temperaments, demographics, and capabilities work together. Some of these differences can be a major source of conflict
• Poor Supervision: Biased supervision also leads to conflict between managers and team members
• Toxic Work Culture: Toxic work culture spreads negativity at the workplace, making employees unhappy leading to conflicts. It also results in abusive conduct, and bullying of individuals

What is this slide for: Multistep Process for Conflict Resolution

This slide covers: This slide highlights the multistep process for conflict resolution at the workplace. The six steps listed are: clarifying what disagreement is about, setting up a common goal for parties in conflict, discussing approaches to Arrive at common ground, identifying barriers to common ground, deciding on the best approach to resolve conflict, and acknowledging the agreed upon solution.

Instructor's Notes:

The multistep process to successfully resolve conflict is:

• Step 1 - Clarifying What Disagreement is About: The main objective of the step is to get both sides to agree on what the disagreement is about by getting to the heart of the conflict
• Step 2 - Setting up Common Goal for Parties in Conflict: The main objective of the step is to make both parties agree on the desired outcome of the conflict
• Step 3 - Discussing Approaches to Meet Common Ground: In this step, the conflicting parties discuss and identify approaches to work together to accomplish an agreed common goal
• Step 4 - Identifying Barriers to Common Ground: In this step, the conflicting parties discuss the issues which resulted in the conflict in first place and how to overcome these
• Step 5 - Deciding on the Best Approach to Resolve Conflict: Both parties agree on the best resolution to solve the conflict
• Step 6 - Acknowledging the Agreed Solution: Both sides agree on their responsibilities to maintain an amicable position and prevent further conflicts