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Conflict

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

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Conflict

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  1. 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.

  2. 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

  3. Different Views of Conflict • The Traditional View of Conflict • The Human Relations View of Conflict • The Interactionist View of Conflict

  4. Traditional View • Definition: The belief that all conflicts are harmful and must be avoided.

  5. Human Relations View • Definition: The belief that Conflict is a Natural and Inevitable outcome in any group.

  6. 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.

  7. Functional &dysfunctional conflict • Definition: Conflict that supports the goal of the group and improves its performance. • Definition: Conflict that hinders group performance.

  8. Interactionist Conflict includes.. • Task Conflict • Relationship Conflict • Process Conflict

  9. Conflict process • Stage-I:Potential Opposition or Incompatibility • Stage-II:Cognition and Personalization • Stage-III:Intentions • Stage-IV:Behavior • Stage-V:Outcomes

  10. Stage-I Includes… • Communication • Structure • Personal Variables

  11. 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

  12. importance of stage-II

  13. Stage-III Intention • Definition: decision to act in a given way.

  14. 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’’

  15. Five conflict-handling Intention • Competing (assertive & uncooperative) • Collaborating (assertive & cooperative) • Avoiding (unassertive & uncooperative) • Accommodating (unassertive & cooperative) • Compromising (midrange on both assertive & cooperative)

  16. Stage-IVStage-IV Includes Behaviour: Action & Reaction

  17. Conflict Management: ‘’ The use of resolution and stimulation techniques to achieve the desire level of Conflict’’

  18. Stage-V-Outcomes • Functional Outcomes • Dysfunctional Outcomes • Creating Functional Outcomes

  19. 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…

  20. Importance of Negotiation • To avoid Conflict • To find out an alternative & To improve Relation among the Employees

  21. 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.

  22. 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.

  23. Target point: That defines what an individual would like to achieve… • Resistance Point: which marks the lowest outcome that is acceptable

  24. 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.

  25. Example: Negotiation between sales representative for a Women’s sportswear manufacturer and firm’s credit Manager

  26. Negotiation Process • Preparation & Planning: Gather information & make Strategy. • Defining Ground Rules: After making Strategy then parties define the Ground Rules.

  27. Conti… • Clarification & Justification • Bargaining & Problem Solving • Closure & Implementation

  28. Individual Difference in Negotiation Effectiveness

  29. 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.

  30. Conti…. • Moods/Emotions in Negotiation: Do moods and emotions influence negotiation?

  31. Conti…. • Gender Differences in Negotiations: Men & Women

  32. 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.

  33. 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.

  34. Conflict & Culture • Cultural Difference in Negotiations

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