Lecture Art of Leadership and Motivation - Lecture 16

Upon completion of this lesson, the successful participant will be able to: Recognize how leaders build learning organizations through changes in structure, tasks, systems, strategy, and culture; know when and how horizontally organized structures provide advantages over vertical, functionally organized ones;…

Prof Dr Mohammad Majid Mahmood

Art of Leadership & Motivation

HRM – 760 Lecture ­ 16

Management in 

Organizations­II

What we know….

Conflict is a naturally occurring phenomenon for  human beings

People do not get involved in conflict situations  unless they have some stake in the relationship or  outcome or both

One can never truly resolve conflict, one can only  manage conflict

The costs of unmanaged conflict can be high, but  the gains from using differences creatively can also 

be great

Conflict can either be productive or destructive 

What we know….

Why & how do we get in

conflict situations?

Have different status

Have different goals

Are influenced by fear, force, fairness or funds

THE ISSUES

The Facts:  present situation, problems

The Goals:  how things ought to be, the future conditions  sought

The Methods:  the best, the easiest, the quickest, the most  ethical

The Values:   the beliefs about priorities that should be  observed in choosing goals & methods

The History:  what has gone on before 

Theories of Conflict

Traditional Theory

 conflicts are caused by trouble-makers

 conflicts are bad

 conflicts should be avoided

Modern Theory

 conflicts are expected between human beings

 conflicts are often beneficial

 conflicts are the natural result of change

 conflicts can and should be managed

Types of Conflict

Differences in Style. 

– People's style for a completing job can differ

– e.g. one person may just want to get the work done quickly (task oriented), while another is more concerned about having it done a particular way e.g. artistic

Differences in Background/Gender

– Conflicts can arise between people because of differences in educational backgrounds, personal experiences, gender and political preferences. 

Differences in Personality

– This type of conflict is often fueled by emotion and perceptions about somebody else's motives and character. 

– e.g. a team leader jumps on someone for being late because he perceives the team member as being lazy. The team member sees the team leader as being irrational

–  A person's job depends on someone else's co­operation, output or input

–  E.g., a sales­person is constantly late inputting the monthly sales figures which causes the accountant to be late with her reports. 

Differences in Leadership

– Leaders have different styles. Employees who change from one supervisor to another can become confused 

– E.g  one leader may be more open and delegates responsibility while another may be more directive. For an employee, it becomes 

a conflict situation. 

Types of Conflict

1 Recognize conflict is a 

process to be managed,  not avoided or 

More Techniques…

Turtle - Withdrawing

Avoid conflict at all costs

Give up their personal goals & relationships Believe it is hopeless to try to resolve conflict Feel helpless

Easier to withdraw than face conflict

Shark - Forcing

Try to overpower opponents by forcing them to  accept their solutions

Teddy Bear Smoothing

Relationships most important, goals of little  importance

Want to be accepted and liked by other people Believe conflict should be avoided in favour of  harmony

Fearful that conflict will hurt someone

Moderately concerned with relationships 

and goals

Willing to sacrifice part of their goals and  relationships in order to find agreement for  the common good

Value goals and relationships

View conflicts as problems to be solved

See conflicts as improving relationships by  reducing tension

Seek solutions that satisfy both parties

Not satisfied until solution is found and 

tension is reduced

Which style is better?

In any business situation,  SOLVING THE PROBLEM IS THE 

Prof. Dr. Mohammad Majid Mahmood