Conflict Management

Mohamed Mesbah •

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He is The Human Resources Assistant General Manager for Bank Audi, founder of HR Future Stars Group, Board Member in Rotary International, Member in Helwan University Advisory Board and free lancer trainer in addition to many other activities. He has about 20 years of experience in Human Resources Management enriched by international exposure to different aspects of functions: HR strategic management, personnel Operation, manpower planning, recruitment & selection, training & development, performance management, compensation & benefits and effective HRIS. In addition to practical experience, he managed to enrich his knowledge through some certificates and programs such as Doctorate of Business Administration (DBA) on process, Masters of Business Administration (MBA), Human Resources Professional Diploma (HRPD) and Certified Assessor – SHL Talent Measurement in addition to many other courses.

Vision We have to have one vision to avoid conflict 2017/05/10

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2017/05/10

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Conflict Conflict Between Individual

Conflict Between Countries

Conflict Between Regions

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Conflict within Group of people

Conflict Between Group of people Mohamed Mesbah [email protected]

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Types of Conflict 1 - Relation Conflict. – – – –

Strong emotions Misperceptions or stereotypes Poor or miscommunication Negative behavior

2 - Values Conflict. – – – 2017/05/10

Day to day values Terminal values Self-definition values Mohamed Mesbah [email protected]

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Types of Conflict 3 - Data Conflict. – – –

Lack of information Misinformation Different view on what is relevant

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Different assessment procedures

4 - Self-definition values.

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Substantive Procedural

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Psychological Mohamed Mesbah [email protected]

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Types of Conflict 5 - Different Assessment Procedures. – – – – –

How the situation is set up Time constraints Geographic/physical relationships Unequal power/authority Unequal resources

6 – Conflict of Interest.

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Conflict Management

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Lose / Lose

Win / Lose Fight

Win / Win

Lose / Win Flight

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Conflict Resolution Process • Force. • Adjudication. • Arbitration. •Mediation. •Negotiation. 2017/05/10

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Conflict Resolution Process Method

Relation Cost

Time

Sustaina Secrecy bility

Force

-

-/+

-/+

-/+

-

Adjudication

-

-

-

+

-

Arbitration

-/+

-/+

-/+

-/+

-/+

Mediation

+

+

-/+

+

-/+

Negotiation

+

+

+

+

+

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Five Styles • Competing – My way or the high way • Collaboration – Search for a common ground. • Compromising – The quick fix approach • Avoiding – Don’t Rock the boat • Accommodating – Signified Relation. 2017/05/10

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Styles, Relation & issues Diagram Relation +

Accommodating

Collaborating

+ Issue

Compromising

-

Competing

Avoiding -

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Competing Style – when conflict involves personal differences that are difficult to change – when relationships is not critical – when others are likely to take advantage of noncompetitive behavior – when conflict resolution is urgent – when unpopular decisions need to be implemented 2017/05/10

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Avoiding Style • when issue is not important. • when issue will hurt a working relationship . • when there is little chance of satisfying your wants • when gathering information is more important than a decision • when others can more effectively resolve the conflict • when time constraints demand a delay. 2017/05/10

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Accommodating Style » when maintaining the relationship is very important » when minimizing losses in situations where outmatched or losing » when time is limited .

2017/05/10

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Compromising Style – when important/complex issues leave no clear or simple solutions – when all concerned people are equal in power and have strong interests in different solutions – when their are no time to restraints 2017/05/10

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Collaboration Style – when maintaining relationships is important – when time is not a concern – when peer conflict is involved – when trying to gain commitment through consensus building – when learning and trying to merge differing perspectives 2017/05/10

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Structure of Conflict

Procedures

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Causes of Conflict • Scarcity of resources (finance, equipment, facilities) . • different attitudes, values or perceptions • disagreements about needs, goals, priorities and interests • lack of clarity in roles and responsibilities • Miscommunication. • Personal Back Ground. • Lack of Experience. 2017/05/10

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Causes of Conflict • Character. • Conflict of interest. • Lack of Organizing. • Lack of Vision. • Unclear Authority. • Unclear Information.

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Thank You Mohamed Mesbah

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