UNIT VII

CONFLICT

CONFLICT: It is a process in which an individual purposefully make a concerted effort to offset the efforts of another individual by some form of blockage that causes frustration to the later in accomplishing his goals of his interest Characteristics of conflict 1) 2) 3) 4) 2 or more parties pursue mutually exclusive goals It refers to deliberate behaviour It arises out of 2 perceptions Conflict is different from competition

Sources of conflict 1) Communication 2) Structure 3) Personal variables

General causes of conflict 1) 2) 3) 4) 5) Unreleted expectations Change Research Modern technology Motivational factors

Levels of conflict 1 Individual level conflict A Intra individual conflict a) b) c) d) e) Goal conflict Approach- Approach conflict Approach- Avoidance conflict Avoidance- Avoidance conflict Role conflict

B Inter individual conflict 2 Group level conflict

A Inter group conflict B Intra group conflict 3 Organisation conflict A Inter organisational conflict B Intra organisational conflict Strategies for resolving & managing conflicts 1) Avoiding 2) Smoothing 3) Forcing 4) Compromising 5) Confronting 6) Bargaining 7) Negotiating 8) Third party intervention 9) Escalative interventions 10) Introduction of super ordinant goals

UNIT VIII

ORGANISATIONAL CHANGE

Any alteration that occurs in the overall work environment is called change

Levels of change 1) Individual level change 2) Group level change 3) Organisational level change

The Dilemma of change 1) Stability versus change 2) Evolutionary , Revolutionary & Planned changes

Pressures for change 1) External pressures a) Technology b) Market situation c) Social & political changes 2) International pressures

The Domino Effect Domino effect is one in which one change touches off a sequence of related & supporting changes. Before any significant change is made, the possible consequences of that change must be evaluated & examined to see whether undesirable chain reaction will occur

Responses to change Persons attitude depends on three sets of factors 1) Psychological 2) Personal 3) Social

Evaluation of change leads to one of the four basic reactions

1) 2) 3) 4)

Rejection Resistance Tolerance Acceptance

Force field analysis

It is a more constructive & scientific approach for analysing a change situation in force field analysis 2 forces that affect change

1) Forces favouring change called Driving forces 2) Forces opposing change labelled as Restraining forces

The change process 1) 2) 3) 4) 5) Becoming aware of the pressure for change Recognizing the need for change Diagnosing the problem Planning the change Following up on the change

Resistance to change

1 Individual Resistance a) b) c) d) e) f) Economic reasons Fear of economic loss Personal reasons Ego defensiveness Status quo Fear of unknown

2 Organisational Resistance

a) b) c) d)

Threats to power & influence Organisational structure Resource constraints Sunk costs

Group dynamics of change

1) 2) 3) 4) 5) 6)

Group prestige Attitudes , Values & Behavior Individual prestige Deviations from norms Shared perception Shared information