Conflict and Co-Ordination

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CONFLICT AND CO-CONFLICT AND CO-ORDINATIONORDINATION

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Conflict 

“A situation in which someone believes thathis or her needs have been denied”

“The goal of organizational leadership is notto eliminate conflict but to use it”

“Conflict is a predictable social phenomenonand should be channeled to useful purposes”

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About conflictØ Conflict is inevitable;Ø Conflict develops because we are

dealing with people's lives, jobs,children, pride, self-concept, ego

and sense of mission or purpose;Ø Early indicators of conflict can

 be recognized;

Ø There are strategies for resolution

that are available and DO work;Ø Although inevitable, conflict can

 be minimized, diverted and/or resolved.

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Beginnings of 

conflict:ØPoor communication

ØSeeking power 

ØDissatisfaction withmanagement

style

ØWeak leadership

ØLack of openness

ØChange in leadership

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:C o n flict is d e stru ctiv e w h e n it•Takes attention away from other important activities•Undermines morale or self-concept

•Polarizes people and groups, reducing cooperation•Increases or sharpens difference•Leads to irresponsible and harmful behavior, such as fighting,name-calling

:C o n flict is co n stru ctiv e w h e n it•Results in clarification of important problems and issues•Results in solutions to problems•Involves people in resolving issues important to them

•Causes authentic communication•Helps release emotion, anxiety, and stress•Builds cooperation among people through learning more abouteach other;• joining in resolving the conflict

•Helps individuals develop understanding and skills

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Steps to resolve conflicts• Assure privacy

• Empathize than sympathize

• Listen actively

• Maintain equity

•

Focus on issue, not on personality• Avoid blame

• Identify key theme

• Re-state key theme frequently

• Encourage feedback 

• Identify alternate solutions• Give your positive feedback 

• Agree on an action plan

•

•

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Methods to deal withconflicts

• Competition (win-losesituation)

• Accommodation (win-win

situation)• Avoidance (lose-lose

situation)

• Compromise (lose-lose

situation)• Collaboration (win-win

situation)

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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• Being a role model

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Coordination 

“Coordination is the process which ensuressmooth interplay of the functions of 

management. Common objectives are

achieved without much wastage of time,efforts and money”

“Coordination” must Exists or There’s no

“organization”- Only an “Experience”.

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Importance of coordination

Ø Integration of groupeffortsØ Facilitates mutual

dependenceØ Helps to resolve

conflictsØ Development of 

team spiritØ Motivates sub-

ordinatesØ Better relationsØ Optimum use of 

resourcesØ Higher efficiency

Ø Reduces wastages

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Steps of effectivecoordination

ØProper delegation of authority and responsibility

ØEstablishment of proper communication system

ØEstablishment of employees grievances cell

ØSkilled workers are rewarded adequately

ØThe management should encourage employees tohave friendly relationships with others.

ØManagers should have opportunities to gettraining in the area of leadership, coordination,

 planning, staffing and the like.

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Unity is

strength

  h a n k

y o u