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Permalink Reply by Yasmeen(S.admin) on June 5, 2012 at 11:19pm

lec no 26 and 27 listen karnay say more idea ho jaiay ga

The living being situation is very difficult in nowadays. A single person earned money and all his / her family use this. In my opinion a male person perhaps can do more effort then a female for earning money. A female worker has a lot of issues before or after marriage. It is possible that the origination giving less salary to his employees as compare to workload. There are many problems somebody has. some steps for resolving the conflict of the employee discussed in situation. 

 

1. Manager asks the employee how I can help you in your interpersonal conflict that you can improve your work performance in the organization.
2. After this, Manager listen all her problem that she face during her routine life and ask her to explain her needs.
3. Manager identifies her real problem and thinks about very carefully how he can solve the required issues.

Permalink Reply by Yasmeen(S.admin) on June 5, 2012 at 11:20pm

1) Resolving Intrapersonal conflict:We know that intrapersonal conflict arises from frustration, competing roles or goal having positive or negative aspect. Conflict from frustration can be resolved by removal of barrier (internal or external). Frustration is not always bad; it may help in increasing performance. A frustrated individual may direct his attention from barriers to wards his job and try to show better result.
Goal conflict has three dimensions:
(a) Approach-Approach conflict
(b) Approach-Avoidance conflict
(c) Avoidance-Avoidance conflict

(a)Approach-Approach conflict: This conflict has very less impact on organization behavior. Therefore, there is no need of resolving it

(b) Approach-Avoidance conflict: This conflict can be resolved by refusing to select either approach(positive aspect) or avoidance (negative aspect)

(c) Avoidance-Avoidance conflict:  This conflict can be resolved by examining and solving the problem causing the conflict.

Permalink Reply by Yasmeen(S.admin) on June 6, 2012 at 11:39am

idea

• MGT 502_GDB 2 Idea Solution.pdf, 25 KB

Permalink Reply by Yasmeen(S.admin) on June 6, 2012 at 11:47am

Managing Intrapersonal Conflict
Intrapersonal conflict is predicated upon an incongruity between individual
needs and organizational requirements. Intrapersonal conflict unfolds over
time and manifests itself in a complex and multiform range of attitudinal
and behavioural consequences. These may vary from psychosomatic
consequences (e.g. frustration, emotional instability) to physical consequences
(e.g. absenteeism, destructive behaviour). As such consequences
are obviously correlated with decreased performance and work-motivation,
managing intrapersonal conflict will help the individual to promote his
capacity for adaptation and attain an equilibrium in his relationship with
the organization.
Personal existence is, inevitably, punctuated by conflicts and other
emotionally charged experiences. When a person experiences an inner conflict
and feels that he can not master his situation, or change his environment,
a number of methods of conflict management can be employed.
These are conveniently divided into (1) cognitive strategies and (2) behavioural
strategies. Cognitive strategies, often called defence mechanisms,
help an individual to falsify, distort or deny a particular conflict. Cognitive
strategies represent an attempt to control or manage negative and disturbing
feelings associated with conflict and to allow an individual to carry
on with his normal activities. Cognitive strategies include repression (an
attempt to push conflict out of existence), rationalization (hiding the
truth from oneself), fantasy or even denial of reality. Behavioural
strategies for coping with intrapersonal conflict include escape, withdrawal
and aggression (especially against convenient targets).

Permalink Reply by Bella on June 6, 2012 at 12:03pm

              Try to understand Try to understand the other person: Know her situation

Often we tend to focus on our needs, our goals, and our positions. To successfully resolve conflict, it is important to focus also on the other person. We need to figure out what the other's goals, needs, and positions are as well as her underlying interests. We need to think about the personality of the other person, how far we can push, how open or concealed we should make our positions.

Acquire as much information about the other's interests and goals; what are the real needs vs. wants; what constituencies must she appease? What is her strategy? Be prepared to frame solutions in terms of her interests.

. We should keep these steps to resolve the interpersonal confliction.

• Stand up for yourself; use self-assertive language
• give them time to run down avoid a direct confrontation
• Listen attentively; acknowledge their feelings; avoid complaining with her
• keep asking open ended questions; be patient in waiting for a response
• if no response occurs, tell her what you plan to do, because no discussion has taken place
• In a non-threatening manner, work hard to find out why they will not take action
• Let them know you value them as people
• Be ready to compromise and negotiate, and don't allow them to make unrealistic commitments
• Try to discern the hidden meaning in their humor
• Discuss the problems thoroughly, without offering solutions
• When alternatives are discussed, bring up the negatives yourself
• Be ready to take action alone, without their agreement

 

Permalink Reply by Yasmeen(S.admin) on June 6, 2012 at 12:08pm

thanks bella,

BS(CS)Permalink Reply by Nosheen on June 6, 2012 at 12:21pm

Yasmeen..

Due date sath ma leeka krey...it will be easy .For Example

MGT502 GDB no.2 Due date 5 june 2012

Permalink Reply by Yasmeen(S.admin) on June 6, 2012 at 1:07pm

mujhy khud last date ka pata nhn tha