conflict management & negotiations


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Conflicts Management

y Conflicts: refers to a process in which one party(person or group) perceives that its interests are

being opposed or negatively affected by another

party.y Conflict Management: consists of diagnostic

processes, interpersonal styles, and negotiationstrategies that are designed to avoid unnecessary

conflict and reduce or resolve excessive conflict.


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Levels of Conflict

Intrapersonal

Interpersonal

Intra group

Intergroup


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Intrapersonal Conflict

y Approach Approach Conflict

y Avoidance Avoidance Conflict

y Approach Avoidance conflict


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Interpersonal Conflict

y Role Conflict

y Role ambiguity


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Intra group Conflict

y Refers to disputes among some or all of groupmembers which often affect a groups dynamics andeffectiveness.


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Intergroup Conflict

y Perceived goal incompatibility

y Perceived differentiations

y Task interdependency

y Perceived limited resources


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Types of Organizational Conflicts

y Hierarchical Conflict

y Functional Conflict

y Line Staff Conflict

y Formal and informal Conflict


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Interpersonal Conflict Handling Styles

Forcing Collaborating

Avoiding Accommodating

Compromising

Assertive

Concernfor Self

Unassertive

Uncooperative Concern for Others Cooperative


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y Avoiding Style: Refers to unassertive anduncooperative behaviors.

y Forcing Style : refers to assertive and uncooperative

behaviors and represents a win lose approach tointerpersonal conflict.


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y Accommodating : refers to cooperative andunassertive behaviors it represents an unselfish act, along term strategy to encourage cooperation by

othersy Collaborating : refers to strong cooperative and

assertive behaviors, it is the win win approach tointerpersonal conflict handling


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y Compromising : refers to behaviors at anintermediate level of cooperation and assertiveness itis commonly used and widely accepted as mean of

resolving conflicts.


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The Conflict Process

y Add a flow chart Potential oppositionor incompatility

Cognition and

personalization

Intentions

Behaviour

Outcomes


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Stage 1: Potential Opposition or Incompatibility

y Communication

y Structure

y Personal variables


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Stage II Cognition and personalization

y Conflict must be perceived by the parties to itwhether or not conflict exists is a perception issue. Ifno one is aware of a conflict, then it is generallyagreed that no conflict exists. Because conflict isperceives does not mean that is personalized.

y For e.g. A may be aware that B and A are in seriousdisagreements but it may not make A tense ornations and it may have no effect whatsoever on As

affection towards B It is the felt level , whenindividuals become emotionally involved that partiesexperience anxiety , tension or hostility.


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Stage III Intentions

y Intentions: Intentions are decisions to act in agiven way intentions intervene between peoplesperception and emotions and their overt behavior.


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Stage IV Behavior

y This stage includes the statements, actions, andreactions made by the conflicting parties


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Stage V Outcomes

y Functional

y Dysfunctional


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Negotiation

y Is a process in which two or more parties exchangegoods or services and attempt to agree on theexchange rate for them.

y Negotiation and conflict are closely related becausenegotiation often resolves conflict.


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Types of Negotiation

y Distributive Negotiation: involve traditional win lose situations in which one partys gain is the otherpartys loss

y Integrative Negotiations : involve joint problemsolving to achieve results benefitting both parties.


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The Negotiation Process

Preparation andplanning

Definition ofground rules

Clarificationand justification

Bargaining andproblem solving

Closure andimplementation


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Preparation and Planning

y Whats the nature of the conflict?

y Whats is the history leading up to this negotiation?

y Who is involved and what are their perceptions of

the conflict?y What do you want from the negotiations?

y What are your goals?


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Definition of Ground rules

y Who will you do the negotiating ?

y Where itll take place?

y What time constrains, if any, will apply ?

y To what issues will negotiation be limited?

y Will there be a specific procedure to follow if animpasse is reached?

y

During this phase, the parties will also exchangetheir initial proposals or demands


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Clarification and Justification

y When initial positions have been exchanged boththe parties will explain amplify, clarify, bolster and

justify their original demands.

y

Rather it is an opportunity for educating andinforming each other on the issues why theyare important and how each arrived at their initialdemands.

y

This is the point where one party might want toprovide the other party with any documentationthat helps support its position.


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Bargaining and Problem Solving

y The essence of the negotiation process is the actualgive and take in trying to hash out an agreement. Itis here where concessions will undoubtedly need to

be made by both parties.


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Closure and Implementation

y The final step in the negotiation process isformalization the agreement that has been workedout and developing and procedures that are

necessary for implementation and monitoring. Formajor negotiations this will require hammering outthe specifics in a formal contract.


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Conclusion

y Conflicts arises in organizations and in between allkinds people. The sooner we tackle the conflicts the

better is it for the organization.


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conflict management & negotiations

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