Conflict Definition: A process that begins when one party perceives that another party has...

Conflict

Definition: A process that begins when

one party perceives that another party has negatively affected,or is about to negatively affect,something that the first party cares about.

Conflict is the Result of…

Poor Communication Lack of Openness and Trust between

people Misbehaviour between the

Individuals Failure of Managers to be Responsive

to the need and aspiration of their employees.

Action and Reaction between Individuals

Different Views of Conflict

The Traditional View of Conflict

The Human Relations View of Conflict

The Interactionist View of Conflict

Traditional View

Definition:

The belief that all conflicts are harmful and must be avoided.

Human Relations View

Definition:

The belief that Conflict is a Natural and Inevitable outcome in any group.

Interactionist View

Definition: The belief that Conflict is

not only a Positive force in a group but that it is also an absolute necessity for a group to Perform Effectively.

Functional &dysfunctional conflict

Definition: Conflict that supports the

goal of the group and improves its performance.

Definition: Conflict that hinders

group performance.

Interactionist Conflict includes..

Task Conflict

Relationship Conflict

Process Conflict

Conflict process

Stage-I:Potential Opposition or Incompatibility

Stage-II:Cognition and Personalization

Stage-III:Intentions Stage-IV:Behavior Stage-V:Outcomes

Stage-I Includes…

Communication

Structure

Personal Variables

Stage-II Includes…

Perceived Conflict: Awareness by

one or more parties of the existence of conditions that create opportunities for conflict to arise

Felt Conflict: Emotional involment

in a conflict that creates anxiety,tenseness,frustration or hostilty

importance of stage-II

Stage-III Intention

Definition: decision to act in a given

way.

Dimensions of Intention

Cooperativeness: ‘’The degree to

which one party attempts to satisfy the other party’s concerns’’

Assertiveness: ‘’The degree to

which one party attempts to satisfy the his or her own concerns’’

Five conflict-handling Intention

Competing (assertive & uncooperative)

Collaborating (assertive & cooperative)

Avoiding (unassertive & uncooperative)

Accommodating (unassertive & cooperative)

Compromising (midrange on both assertive & cooperative)

Stage-IV

Stage-IV Includes

Behaviour:

Action & Reaction

Conflict Management: ‘’

The use of resolution and stimulation techniques to achieve the desire level of Conflict’’

Stage-V-Outcomes

Functional Outcomes

Dysfunctional Outcomes

Creating Functional Outcomes

Negotiation

A process in which two or more parties exchange goods and services and attempt to agree on the exchange rate for them

The terms Negotiation & Bargaining use Interchangeably…

Importance of Negotiation

To avoid Conflict

To find out an alternative &To improve Relation among the

Employees

Two Approaches to negotiation Distributive Bargaining:

Negotiation that seeks to divide up a fixed amount of resources; win/lose situation.

Example: A person at cars’ Showroom Negotiates with dealer.

The Term Fixed Pie…

The belief that there is only a set of amount of goods and services to be divided up between the parties.

Target point: That defines what

an individual would like to achieve…

Resistance Point: which marks

the lowest outcome that is acceptable

Integrative Bargaining

Negotiation that seeks one or more settlements that can create a win/win solution.

Which satisfies the concerns or interests of both the parties.

Example: Negotiation between

sales representative for a Women’s sportswear manufacturer and firm’s credit Manager

Negotiation Process

Preparation & Planning: Gather information & make

Strategy.

Defining Ground Rules: After making Strategy then

parties define the Ground Rules.

Conti…

Clarification & Justification

Bargaining & Problem Solving

Closure & Implementation

Individual Difference in Negotiation Effectiveness

Factors

Personality Traits in negotiation: According to

Assessments of the Personality-Negotiation relationship,personalty traits have no significant direct effect on Bargaining process or Negotiation outcomes.

Conti….

Moods/Emotions in Negotiation: Do moods and

emotions influence negotiation?

Conti….

Gender Differences in Negotiations:

Men & Women

Third Party Negotiation

A Mediator: A neutral Third

Party who facilitates a negotiation solution by using reasoning,persuation,and suggestion for alternatives.

Arbitrator: A Third Party to a

negotiation who has the authority to dictate an agreement.

Conti….

Conciliator: A trusted third party

who provides an informal communication link between the negotiator and the opponent.

Consultant: An impartial third

party,skilled in conflict management,who attempts to facilitate creating problem solving through communication and analysis.

Conflict & Culture

Cultural Difference in Negotiations