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;…

Art of Leadership & Motivation HRM – 760 Lecture ­ 16 FACILITATOR Prof Dr Mohammad Majid Mahmood 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 What we know… 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  Why & how we get in conflict situations? Why Conflict Arise? People differ… so they:  See things differently Want different things Have different thinking styles, which prompts them to disagree Are predisposed to disagree Have different personalities 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 Types of Conflict Interdependence Conflicts –  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.  Conflict Styles R E L A T I O N S H I P High Importance 1­­Turtle High Importance Low Importance GOALS 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 Conflict Styles R E L A T I O N S H I P High Importance 2­­Shark High Importance Low Importance GOALS Shark - Forcing Try to overpower opponents by forcing them to  accept their solutions Not concerned with needs of others Do not care about how others perceive them Believe in winning and losing Winning gives them a sense of pride Try to win by attacking, & threatening others Conflict Styles R E L A T I O N S H I P High Importance 3­­Teddy Bear High Importance Low Importance GOALS 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 Conflict Styles R E L A T I O N S H I P High Importance 4­­Fox High Importance Low Importance GOALS Fox Compromising Moderately concerned with relationships  and goals Willing to sacrifice part of their goals and  relationships in order to find agreement for  the common good Conflict Styles R E L A T I O N S H I P High Importance 5­­Owl High Importance Low Importance GOALS Owl Collaborating 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? Decide on a SMART  agreement S  M  A  R  T  Specific Mutually acceptable Appropriate Realistic Time based  In any business situation,  SOLVING THE PROBLEM IS THE  GOAL…NOT WINNING! FACILITATOR Prof. Dr. Mohammad Majid Mahmood  ... 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... 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