Professional Documents
Culture Documents
Presented by
Philip. Ajai K. G Elizabeth
DEFINITION
Chung and Megginson define conflict as
the struggle between incompatible or opposing need, wishes, ideas , interests or people. Conflict arises when individuals or groups encounter goals that both parties cannot obtain satisfactorily.
therefore conflict is a
Process Is a perception issue That arises from disagreements or incompatibility of Needs interests or concerns Between parties
Vs.
Type A Personality
Highly Competitive Strong Personality Restless when inactive Seeks Promotion Punctual Thrives on deadlines Maybe jobs at once
Type B Personality
Works methodically Rarely competitive Enjoys leisure time Does not anger easily Does job well but doesnt need recognition Easy-going
Aggressive People
Body language
Stiff and straight Points, bangs tables to emphasize points Folds arms across body
Verbal language
I want you to You must Do what I tell you! Youre stupid! Aggressive people are basically insecure.. Try to avoid them.
Submissive people
Body Language
Avoids eye contact Stooped posture Speaks quietly Fidgets
Verbal Language
Im sorry Its all my fault Oh dear
Assertive People
Body language
Stands straight Appears composed Smiles Maintains eye contact
Verbal language
Lets How shall we do this? I think What do you think? I would like
Simple misunderstandings
Interest Conflicts
Needs Conflicts
Security
Identity
Respect
Power Conflicts
Dysfunctional Conflict
Conflict that hinders group performance
15-24
Relationship Conflict
Conflict based on interpersonal relationships Almost always DYSFUNCTIONAL
Process Conflict
Conflict over how work gets done Low levels of this type are FUNCTIONAL
2009 Prentice-Hall Inc. All rights reserved. 15-25
Conflict process
Stage 1 Potential opposition Stage 2
Cognition and personalization
Stage 3 Behavior
Stage 4 outcomes
Perceived conflict
Personal Variables
Competing A desire to satisfy ones interests, regardless of the impact on the other party to the conflict.
Collaborating
A situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties. Avoiding The desire to withdraw from or suppress a conflict.
Accommodating
The willingness of one party in a conflict to place the opponents interests above his or her own.
Compromising
A situation in which each party to a conflict is willing to give up something.
Retarded communication
Reduced group cohesiveness Infighting among group members overcomes group goals
Conflict management
The use of resolution and stimulation techniques to achieve the desired level of conflict.
Negotiations
A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them.
Bargaining Strategies
Distributive Bargaining Negotiation that seeks to divide up a fixed amount of resources; a win-lose situation. Integrative Bargaining Negotiation that seeks one or more settlements that can create a win-win solution.
Closure& implementation
Issues in Negotiation
The Role of Personality Traits in
Negotiation
Third-Party Negotiations
Mediator
A neutral third party who facilitates a negotiated solution by using reasoning, persuasion, and suggestions for alternatives.
Arbitrator
A third party to a negotiation who has the authority to dictate an agreement.
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 creative problem solving through communication and analysis.
Research your opponent Begin with a positive overture Address the problem not the personalities Pay little attention to initial offers Emphasize win-win solution Create an open and trusting climate
Expected questions.
What is conflict? How can conflict be managed successfully? What are the stages in conflicts?
What is negotiation?
What are the different strategies involved in
negotiation?