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Conflict  Definition: A process that begins when one party perceives that another party has negatively affected,or is about to negatively affect,something.

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Presentation on theme: "Conflict  Definition: A process that begins when one party perceives that another party has negatively affected,or is about to negatively affect,something."— Presentation transcript:

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-IV Stage-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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