Types, Sources

and Conflict
Analysis
RIZA C. ADESAS
Discussant
 Objectives
1. Understand the different types of conflicts that can arise in
various settings, such as interpersonal, organizational, and societal
conflicts.
2. Identify the common sources of conflicts, including differences in
values, goals, interests, and communication breakdowns.
3. Learn effective conflict analysis techniques to assess the
underlying causes and dynamics of conflicts.
4. Develop skills in conflict resolution and management, including
strategies for negotiation, mediation, and collaboration.
 in its essence, is a complex
phenomenon that arises when there
are differences in perspectives,
values, interests, or goals. It can
occur in various settings, from
personal relationships to workplaces
and even on a global scale.

 Conflict consists of all kinds of

opposition or antagonistic interaction.
It is based on scarcity of power,
resources, or social position and
differing value structure – Stephen P
Robbins.
 Describe
conflict in one
or two words
 Characteristics of Conflicts
*A Series of Event *Dynamic Process
*Misunderstanding
*Catalyst for Growth
*The Inevitability of
*A Test for Relationship
Conflict
*A part of Everyday Life
*Source of Creativity
*Opposite of Cooperation
Conflict rarely emerges as
a singular event but rather
as a series of
interconnected incidents. It
tends to evolve over time
due to differing opinions,
interests, or approaches,
ultimately culminating in a
noticeable clash between
parties.
Often, conflicts stem from
misunderstandings or
misinterpretations of
actions, words, or
intentions. What one party
perceives may differ from
the intended message,
leading to discord and
tension.
 It is an inherent aspect of
human interactions, and its
occurrence is virtually
inevitable in organizations or
workplaces. Diverse
individuals with unique
perspectives and priorities are
bound to encounter conflicts
due to their distinct needs and
aspirations.
 Paradoxically, conflict can
spark creativity and
innovation. When individuals
or groups engage in
conflicting ideas, the clash of
viewpoints may lead to the
emergence of fresh insights,
alternative solutions, and
novel approaches to problem-
solving.
 Cooperation and conflict
represent opposing forces.
While cooperation emphasizes
collaboration, harmony, and
shared goals, conflict
highlights the divergent
interests, disagreements, and
tension between the parties
involved.
 Conflict is not static; it is a
dynamic process that evolves
and changes over time. It may
intensify or deescalate,
depending on the actions and
responses of the involved
parties. Effective conflict
management requires
recognizing its fluid nature
and adapting strategies
accordingly.
 Conflict, when managed
constructively, can serve as a
catalyst for personal and
organizational growth. It
challenges individuals to
reflect on their own
perspectives, biases, and
communication styles,
fostering self-awareness and
personal development.
 The presence of conflict tests
the strength of relationships
within an organization or
workplace. It reveals the level
of trust, respect, and
communication existing
between parties. By
addressing conflict in a
healthy manner, relationships
can be strengthened and trust
can be rebuilt.
 Conflict permeates various
aspects of our lives, including
our professional endeavors.
Whether it arises from
differences in opinions, work
styles, or priorities, conflict is
an integral part of navigating
relationships and achieving
collective goals in
organizations and workplaces.
Types of Conflict
 Intra-Personal Conflict
(Within an Individual)

Intra-personal conflict arises inside an

individual. It arises due to divergent goals and
multiple roles, which the individual is
expected to play.
 Interpersonal Conflict (Between
Individuals)

It occurs in a condition when two or more

persons interact with one another. Such
interaction may take place between peers or
seniors and subordinates.
 It occurs between two or more groups in the
organization. Many intergroup conflicts arise
for organizational causes rather than
interpersonal causes.
 Inter-Organizational
Conflict
Inter-organizational conflict is called when
it arises between two organizations. It is a
result of business competition. Both conflicting
parties generally engage in providing similar
types of services or products. Both parties
become barriers to each other’s success.
Sources of
Conflict
 Poor Communication
The greatest source of organizational
conflict is poor communication.
Communication breakdown may happen where
many different people work together, each
focusing on work problems in their own way
without consulting each other.
 Incompatible Goals
Differences in group goals can easily lead
to group conflict. Goal compatibility implies
goals attainment by one or more other groups.
The achievement of one department's goal
often interferes with another department's
goal.
 Values and Culture Clashes
Differences in values can cause conflicts between
generations, between men and women and between
people with different value priorities. Consider the
conflicts that might arise between workers, who realize
the value of money in place of unused holiday, and
executives, who never take time off, but scowl on those
who do not take holidays and prefer to do extra work for
extra pay.
 Task Interdependence
Task interdependence refers to the
dependence of one unit on another for
resources of information. In other words, task
interdependence relations exist when two
groups coordinate or collaborate with one
another.
 Incentive and Reward
System
When tasks are independent, competition can
hurt cooperation among members and performance
may actually decline. For example, when all
students in a group received the same grade
regardless of individual contribution, coordination,
communication and quality seem better.
 Resource Allocation and
Scarce
Resources symbolize power and influence and
are means of accomplishing goals. Resources are
always scarce. In our organization, conflict arises
at the time of allocating the resources like money,
material, manpower, furniture, space etc.
 Conflict
Resolution
Strategies
 Raise the Issue Early
Keeping quiet only lets resentment fester.
Equally, speaking with other people first can fuel
rumor and misunderstanding.
So, whether you're battling over the thermostat or
feel that you're being micromanaged, be direct
and talk with the other party.
 Manage Your Emotions
Choose your timing when you talk to someone
about the conflict. If you're angry, you may say
something you'll regret and inflame the situation.
Be careful to avoid playing the blame game.
 Show Empathy
When you talk to someone about a conflict, it's natural
to want to state your own case, rather than hear out the
other side. But when two people do this, the conversation
goes in circles.
Instead, invite the other party to describe their
position, ask how they think they might resolve the issue,
and listen with empathy.
 Practice Active Listening
To identify the source of the conflict you have to really listen. To
listen actively:
Paraphrase the other party's points to show you're listening and really
understand them.
Look out for non-verbal signals that contradict what they are saying,
such as a hesitant tone behind positive words. Bring these out into the
open sensitively to address them together.
Use appropriate body language, such as nodding your head, to show
interest and to make it clear that you're following them.
 Acknowledge Criticism
Some of the things the other person tells you may
be difficult to hear. But remember that criticism or
constructive feedback is about job behaviors and not
you as a person.
So, keep an open mind and use criticism to help you
to identify areas to improve, perform better next
time, and grow.
 Summary
The topic of Types, Sources, and Conflict Analysis
explores the multifaceted nature of conflicts, their origins,
and the methods used to understand and resolve them.
Conflicts, an inevitable part of human interactions, can be
categorized into several types, including interpersonal,
intrapersonal, intergroup, and international conflicts.
Each type has its unique characteristics and implications
for conflict resolution.
 Summary
Sources of conflicts, on the other hand, can be
diverse, ranging from differences in values,
interests, power imbalances, scarce resources, to
miscommunication. Identifying these sources is a
crucial step towards addressing the root causes and
working towards sustainable solutions.
 Summary
Conflict analysis is a systematic approach that
involves understanding the nature, dynamics, and
underlying causes of conflicts. It provides a
comprehensive framework to explore the complexities of
conflicts and to develop strategies for resolution and
transformation. By employing conflict analysis
techniques, we can enhance our problem-solving skills,
improve communication and negotiation abilities, and
foster a more harmonious and productive environment in
 Summary
In conclusion, understanding the types,
sources, and analysis of conflicts is essential
for effective conflict management. It provides a
comprehensive view of conflict dynamics,
enabling us to address them constructively,
promote understanding, and foster positive
relationships.
 Test Yourself # 1
1. Explain the major causes of conflict
in the workplace.
2. Is conflict always negative? Explain.
3. What are the 4 types of conflict?
Explain each one, using an example.