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    Managing Work Life Conflicts in Organization: Mery Grace R. Mateo Bryan A. Bautista Myleen M. de Guzman

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    Bryan Aguila Bautista
    This document discusses managing work-life conflicts in organizations. It defines organizational conflict as disagreement between individuals or groups within an organization over issues like resource allocation or responsibilities. Conflict can arise from task interdependencies, status inconsistencies, ambiguous roles, poor communication, competition over common resources, lack of performance standards, and individual differences. Strategies for preventing conflicts include emphasizing shared goals, well-structured tasks, communication between groups, and avoiding win-lose situations. Strategies for reducing conflicts include separation, rules, limiting interaction, mediators, confrontation, third-party consultation, job rotation, identifying interdependencies, cross-training, and setting superordinate goals.

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    Managing Work Life Conflicts in Organization: Mery Grace R. Mateo Bryan A. Bautista Myleen M. de Guzman

    Uploaded by

    Bryan Aguila Bautista
    60 views20 pages
    This document discusses managing work-life conflicts in organizations. It defines organizational conflict as disagreement between individuals or groups within an organization over issues like resource allocation or responsibilities. Conflict can arise from task interdependencies, status inconsistencies, ambiguous roles, poor communication, competition over common resources, lack of performance standards, and individual differences. Strategies for preventing conflicts include emphasizing shared goals, well-structured tasks, communication between groups, and avoiding win-lose situations. Strategies for reducing conflicts include separation, rules, limiting interaction, mediators, confrontation, third-party consultation, job rotation, identifying interdependencies, cross-training, and setting superordinate goals.

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    Managing-Work-Life-Conflicts-in-Organization

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    8.-Managing-Work-Life-Conflicts-in-Organization

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    This document discusses managing work-life conflicts in organizations. It defines organizational conflict as disagreement between individuals or groups within an organization over issues like resource allocation or responsibilities. Conflict can arise from task interdependencies, status inconsistencies, ambiguous roles, poor communication, competition over common resources, lack of performance standards, and individual differences. Strategies for preventing conflicts include emphasizing shared goals, well-structured tasks, communication between groups, and avoiding win-lose situations. Strategies for reducing conflicts include separation, rules, limiting interaction, mediators, confrontation, third-party consultation, job rotation, identifying interdependencies, cross-training, and setting superordinate goals.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    60 views20 pages

    Managing Work Life Conflicts in Organization: Mery Grace R. Mateo Bryan A. Bautista Myleen M. de Guzman

    Uploaded by

    Bryan Aguila Bautista
    This document discusses managing work-life conflicts in organizations. It defines organizational conflict as disagreement between individuals or groups within an organization over issues like resource allocation or responsibilities. Conflict can arise from task interdependencies, status inconsistencies, ambiguous roles, poor communication, competition over common resources, lack of performance standards, and individual differences. Strategies for preventing conflicts include emphasizing shared goals, well-structured tasks, communication between groups, and avoiding win-lose situations. Strategies for reducing conflicts include separation, rules, limiting interaction, mediators, confrontation, third-party consultation, job rotation, identifying interdependencies, cross-training, and setting superordinate goals.

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    of 20

    MANAGING WORK LIFE CONFLICTS

    IN ORGANIZATION

    MERY GRACE R. MATEO BRYAN A. BAUTISTA MYLEEN M. DE GUZMAN


    MA Educational Management MA Educational Management MA Educational Management
    How do you recognize and resolve
    conflicts in an organization?
    MANAGING WORK LIFE
    CONFLICTS IN ORGANIZATION

    Conflict in Organization: Basic


    Considerations
    CONCEPT:
    Conflict can be defined in many ways
    and can be considered as an expression
    of hostility, negative attitudes,
    aggression, rivalry and
    misunderstanding.
    CONCEPT:
    Conflict may emerge between different
    organizations or within organizations, or
    between organizations and their social
    and political environments.
    CONCEPT:
    Organizational Conflict is the
    disagreement by individuals or groups
    within the organization, which can
    center on factors ranging from resource
    allocation and divisions of responsibility
    to the overall direction of the
    organization.
    TYPES OF CONFLICT:
    1. Goal Conflict
    2. Cognitive Conflict
    3. Affective Conflict
    4. Behavioral Conflict
    LEVELS OF CONFLICT:
    1. Intrapersonal Conflict
    2. Interpersonal Conflict
    3. Intergroup Conflict
    4. Interorganizational Conflict
    MANAGING WORK LIFE
    CONFLICTS IN ORGANIZATION

    Causes of Conflict in Organizations


    CAUSES OF CONFLICT:
    How does conflict arise in
    organizations?
    CAUSES OF CONFLICT:
    1. Task Interdependencies
    2. Status Inconsistencies
    3. Jurisdictional Ambiguities
    4. Communication Problems
    5. Dependence on Common Resource
    Pool
    CAUSES OF CONFLICT:
    6. Lack of Common Performance
    Standards
    7. Individual Differences
    CAUSES OF CONFLICT:
    6. Lack of Common Performance
    Standards
    7. Individual Differences
    MANAGING WORK LIFE
    CONFLICTS IN ORGANIZATION

    Resolving Conflict in Organizations


    COMMON STRATEGIES:
    1. Nonaction
    2. Administrative Orbiting
    3. Due Process Nonaction
    4. Secrecy
    5. Character Assassination
    STRATEGIES FOR PREVENTING CONFLICTS

    1. Emphasizing organization-wide
    goals and effectiveness
    2. Providing stable, well-structured
    tasks
    3. Facilitating intergroup
    communication
    4. Avoiding win-lose situations
    STRATEGIES FOR REDUCING CONFLICTS

    1. Physical separation
    2. Use of rules and regulations
    3. Limiting intergroup interaction
    4. Use of integrators
    5. Confrontation and negotiation
    6. Third party consultation
    STRATEGIES FOR REDUCING CONFLICTS

    7. Rotation of members
    8. Identification of interdependent tasks
    and superordinate goals
    9. Use of intergroup training
    THANK YOU!
    REFERENCES:
    1. https://www.slideshare.net/farhanarnab01/conflicts-in-the-organization
    2. https://
    www.insighttycoon.com/wp-content/uploads/2020/06/conflict-manageme
    nt-picture-626x313.jpg
    3. https://
    www.bamboohr.com/blog/wp-content/uploads/conflict-resolution-in-the-
    workplace700x525-1.png

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