Conflict Resolution and Decision Making (Value Added Course Unit-3)
- 1. Value Added Course EFFECTIVE LEADERSHIP AND TEAM DYNAMICS SOCCA/VAC/040 BCA Sem.-6 Ms. Jheel Barad Assistant Professor Silver Oak College of Computer Application Silver Oak University
- 2. Unit- 3 Conflict Resolution and Decision Making •Common Causes of Conflict in Teams •Conflict Resolution Models and Negotiation Skills •Decision-Making Techniques for Leaders (Rational, Intuitive, Group Decision-Making) •Managing Difficult Conversations and Giving Constructive Feedback
- 3. Common Causes of Conflict in Teams
- 4. Conflict Resolution Models and Negotiation Skills Thomas-Kilmann Model Five styles: Competing, Collaborating, Compromising, Avoiding, Accommodating. Interest-Based Relational (IBR) Model Focuses on relationships and mutual respect. The 5-Step Approach Identify, Analyze, Brainstorm, Implement, Evaluate solutions.
- 5. Conflict Resolution Models and Negotiation Skills Thomas-Kilmann Model Five styles: Competing, Collaborating, Compromising, Avoiding, Accommodating
- 6. Key Negotiation Skills • Active Listening – Understand concerns before responding. • Effective Communication – Be clear, concise, and assertive. • Problem-Solving – Focus on solutions, not just issues. • Emotional Intelligence – Stay calm and manage emotions. • Win-Win Mindset – Aim for mutually beneficial agreements.
- 7. Decision-Making Techniques for Leaders • Rational Decision-Making – Logical, step-by-step analysis based on facts and data. • Intuitive Decision-Making – Based on experience, instincts, and gut feeling. • Group Decision-Making – Collaborative approach involving team input and consensus.
- 8. Managing Difficult Conversations and Giving Constructive Feedback • Stay Calm & Composed – Control emotions and focus on the issue. • Be Clear & Direct – Use simple, precise language. • Active Listening – Show empathy and understand the other person’s perspective. • Focus on Solutions, Not Blame – Encourage problem-solving. • Use the SBI Model (Situation-Behavior-Impact) – Describe the issue objectively. • Balance Positive & Negative Feedback – Acknowledge strengths while addressing areas for improvement. • Follow Up – Ensure understanding and track progress.