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Conflict management presentation

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Biman Bangladesh Airlines
Biman Bangladesh Airlines

This presentation covers topics around ethics, morality, and third party conflict resolution. It discusses the basic concepts of ethics and morality, as well as behavioral perspectives and ethical evaluations of conflict management. It outlines four methods of discourse and practical conflict management styles. It also discusses stages of moral development, mediation, arbitration, and alternative dispute resolution. The presentation emphasizes that conflict in the workplace is normal but that understanding differences is important for positive outcomes.

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Welcome To My Presentation…
My Presentation On
My Topics Chapter 8 – Ethics and Morality Chapter 10 – Third Party Conflict Resolution
Ethics and Morality
Continue… Ethics The basic concepts and fundamental principles of decent human conduct.
Continue… Morality Conformance to a recognized code, doctrine, or system of rules of what is right or wrong and to behave accordingly.
Behavioral perspective for conflict management The ability to productively resolve conflict in the workplace is a necessary skill for supervisors and managers. 1. Listen to the history of the conflict only once. 2. Identify specific actions that trigger emotional responses and reactions in the participants. 3. Focus on the future.
Ethical evaluation of conflict management Conflicts are inevitable, but the more we know about human nature, the more positive the outcome of a conflict might be for both parties. • People love to be agreed with. • People hate to be disagreed with. • People like other people who agree with them. • People dislike other people who disagree with them. • People who are good at resolving conflicts look for some point of agreement and use good people skills to get others to see a different point of view.
Ethics and leadership structure Leadership Ethics Employee Ethics Ethical Organizational Culture.
Four methods of discourse Logistic Method Problematic Method Dialectical Methods and Agonistic Method.
Practical method and conflict management style Obliging Style. Dominating Style Avoiding Style and Compromising Style.
Stages of Moral development • Pre-Conventional Level • Conventional Level and • Post-Conventional Level.
Third Party conflict Negotiation
Mediation A form of conflict resolution in which a neutral individual attempts to assist the parties to find a compromise acceptable to both.
Arbitration Settlement of a dispute (whether of fact, law, or procedure) between parties to a contract by a neutral third party (the arbitrator) without resorting to court action. Arbitration is usually voluntary but sometimes it is required by law.
Alternative dispute resolution • Alternative dispute resolution (ADR) refers to a variety of processes that help parties resolve disputes without a trial. Typical ADR processes include mediation, arbitration, neutral evaluation, and collaborative law. These processes are generally confidential, less formal, and less stressful than traditional court proceedings.
Managerial dispute resolution Conflict in the workplace is a normal interpersonal dynamic and it is to be expected. Every individual is unique with different experiences, values, and beliefs. The workforce is changing and diversity in the workplace is increasing, which can create very positive outcomes for an organization. Our willingness and ability to accept, understand, and respond to individual differences is critical for achieving these positive outcomes.
Have a nice day…..

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Conflict management presentation

  • 3. My Topics Chapter 8 – Ethics and Morality Chapter 10 – Third Party Conflict Resolution
  • 5. Continue… Ethics The basic concepts and fundamental principles of decent human conduct.
  • 6. Continue… Morality Conformance to a recognized code, doctrine, or system of rules of what is right or wrong and to behave accordingly.
  • 7. Behavioral perspective for conflict management The ability to productively resolve conflict in the workplace is a necessary skill for supervisors and managers. 1. Listen to the history of the conflict only once. 2. Identify specific actions that trigger emotional responses and reactions in the participants. 3. Focus on the future.
  • 8. Ethical evaluation of conflict management Conflicts are inevitable, but the more we know about human nature, the more positive the outcome of a conflict might be for both parties. • People love to be agreed with. • People hate to be disagreed with. • People like other people who agree with them. • People dislike other people who disagree with them. • People who are good at resolving conflicts look for some point of agreement and use good people skills to get others to see a different point of view.
  • 9. Ethics and leadership structure Leadership Ethics Employee Ethics Ethical Organizational Culture.
  • 10. Four methods of discourse Logistic Method Problematic Method Dialectical Methods and Agonistic Method.
  • 11. Practical method and conflict management style Obliging Style. Dominating Style Avoiding Style and Compromising Style.
  • 12. Stages of Moral development • Pre-Conventional Level • Conventional Level and • Post-Conventional Level.
  • 13. Third Party conflict Negotiation
  • 14. Mediation A form of conflict resolution in which a neutral individual attempts to assist the parties to find a compromise acceptable to both.
  • 15. Arbitration Settlement of a dispute (whether of fact, law, or procedure) between parties to a contract by a neutral third party (the arbitrator) without resorting to court action. Arbitration is usually voluntary but sometimes it is required by law.
  • 16. Alternative dispute resolution • Alternative dispute resolution (ADR) refers to a variety of processes that help parties resolve disputes without a trial. Typical ADR processes include mediation, arbitration, neutral evaluation, and collaborative law. These processes are generally confidential, less formal, and less stressful than traditional court proceedings.
  • 17. Managerial dispute resolution Conflict in the workplace is a normal interpersonal dynamic and it is to be expected. Every individual is unique with different experiences, values, and beliefs. The workforce is changing and diversity in the workplace is increasing, which can create very positive outcomes for an organization. Our willingness and ability to accept, understand, and respond to individual differences is critical for achieving these positive outcomes.
  • 18. Have a nice day…..