 Welcome dear learners. My name is Chayani Kasinapati and I am from Maniram Devan School of Management. The present video is on the unit contemporary issues in management and in this part of the video that is part one of the unit we will discuss about the concepts like meaning of conflict, the types of conflict and describe the conflict management and in the next part of the video we will discuss about stress management, the sources of stresses and the stress management strategies. Now let us discuss about the meaning of conflict. Conflict is a disagreement between two or more parties such as individuals, groups, departments, organizations or countries who perceive that they have incompatible concern. Conflict exists whenever an action by any party is perceived as interfering with the goals or needs or actions of the another party. So conflicts can arise from several reasons. Some of them are mentioned in this video. They may be incompatible goals and differences in the interpretation of facts, the negative feelings, variations in values and philosophies then disputes over shared success. So conflict is neither good nor bad. The outcome of a conflict is the criteria for determining whether the conflict is functional that is a conflict that supports organizations goal or dysfunctional like a conflict that prevents an organization from achieving its goal. So that is whether it has positive or negative outcomes for concerned parties. So conflict can be serious problem in any organization. If not handle it carefully or properly it can hurt an organization's performance. Managers therefore have to take appropriate steps in order to manage conflict in a constructive way. So with this background let us now discuss about the positive and negative conflict. Positive attitude towards conflict. It is a conflict that encourages people to solve their differences, to participate in developing an ethical and fair organization and to directly handle injustice. The creation and resolution of conflict can lead to constructive problem solving. The conflict resolution process can stimulate innovations and positive changes as well as make change acceptable. And on the other hand negative attitude towards conflict can have a serious negative effects, diverting attention from the goals and depleting resources then especially time and money and also conflict can negatively affect the psychological well-being of the employees and causes stress. And severe conflicting thoughts, ideas and beliefs can lead to resentment and tension and anxiety in the organization. Now let us discuss some of the types of conflict. So broadly in this video we will discuss about three types of conflict that is personal conflict, group conflict and organizational conflict. All these types of conflict can be further classified in terms of intra or inter. Intra means within and inter means across. So these conflicts are inter related and affects each other in the organization. So first let us discuss about the personal conflict, the interpersonal conflict. So this involves two or more individuals rather than one individual. Two men competing for the same accommodation or two managers competing for the same promotion, two executives steering for a large share of corporate capital are some of the examples of conflict between the individuals and these are quite familiar with us. And the most commonly cited reasons for interpersonal conflict are personality differences, differences in the perception, then clashes of values and interest and power and status differences. Now let us discuss about the intrapersonal conflict. So it is an internal to the person and is probably the most difficult type of conflict to analyze. And intrapersonal conflict is conflict within one person that I have said and a person can be attracted to two equally appealing alternatives. For example, two good jobs, when we get two good jobs offers then there is approach-approach conflict or repelled by two equally unpleasant alternatives such as the threat of being fired if one fails to identify a co-worker's guilty of breaking plant rules. So these are the avoidance avoidance conflicts. So these are some of the intrapersonal conflict and in any case the conflicts is within the individual. Now let us discuss about the inter-group conflict. So conflicts that is between the teams and the groups are termed as inter-group conflicts. They result because of oppositions, disagreement and dispute between the teams. So intra-group conflict includes the disagreement within group members on a certain issue and that leads to ineffectiveness in the group's functioning. By inter-organizational conflict, it means that the conflicts between the organizations are termed inter-organizational conflict. Let us take an example of this form of conflict, maybe the Pepsi-Cola war, then corporate takeovers and mergers, acquisitions can also produce inter-organizational conflicts. Now let us discuss about the intra-organizational conflicts which occurs across departments in an organization, then within work teams or other groups and between individuals. It is widely acknowledged that intra-organizational disputes or conflict can negatively impact an organization in a significant way and this conflict can reduce productivity, harm morale and diminish the stated goals of firing and retaining the best qualified and competent employees. Now let us discuss about the strategies for managing conflict. The five interpersonal conflict handling styles represent various combinations of assertiveness and cooperation. So here in this figure you can see that the Thomas Kilman conflict model has been given and the reflective of a useful two-dimensional model of understanding and comparing the conflict resolutions behavior are depicted here. So this also represents the different combinations of assertiveness and cooperativeness. So let us first discuss about the avoiding or withdrawal style. This enables a person to stay away from conflict, ignore disagreement or remain neutral. This style reflects an aversion to tension and frustrations and may involve a decision to let a conflict work itself out. This strategy is associated with behaviors such as withdrawal, indifferences, then apathy, then flight, then reliance upon fate and isolation. Now let us discuss about the forcing or dominating style. It refers to assertive and uncooperative behavior and represents a win-lose approach to interpersonal conflict and those who use this forcing approach try to attain their own goals without concern of the others. This style includes aspects of coercive power and dominance. It may help a person achieve individual goals but as with the avoiding style forcing tends to result in an unfavorable evaluation by others. So by accommodating and smoothing style, it refers to cooperative and unassertive behavior. Accommodation may represent an unselfish act, a long-term strategy to encourage corporations by others or submission to the wishes of others. Then let us discuss about the collaborating or we can say win-win style. It refers to strong cooperative and assertive behavior and it is the win-win approach to interpersonal conflict handling, a person using collaboration desires to maximize joint results. Then let us now discuss about the compromising or lose-lose style. This refers to the behavior at an intermediate level of cooperation and assertiveness. People using this style engage in a give-and-take strategy and can make a series of concessions and this is a traditional method of resolving conflicts. So dear learners, with this we have come to the end of the first part of the unit Contemporary Issues in Management and in this unit we have discussed about the various aspects of conflict and thank you so much for watching this video.