Conflict and Negotiation

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Agenda
Session 1 Conflict Views of Conflict Functional & Dysfunctional The Conflict Process Session 2 Negotiations Bargaining Strategies Negotiation Situations Negotiation Process Issues in negotiation
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Learning Objectives
To understand the importance of utilizing appropriate personnel management skill to deal with conflicts To review typical conflicts one is involved, and possible methods generally used To become familiar with necessary skills in resolving conflicts

Conflict & Negotiation | Chp 14

What is conflict?
A battle, contest or opposing forces existing between primitive desires and moral, religious or ethical ideas ( Websters Dictionary) A state of incompatibility of ideas between two or more parties or individuals

Conflict & Negotiation | Chp 14

 Traditional view
Conflict is bad Caused by trouble-makers Should be avoided

Humain Relation view

Conflict is natural It is inevitable Cannot be eliminated

Interactionist view
Conflict is necessary It can be negative or positive It effects group performance
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Functional conflict?
lead to increased awareness of problems that need to be addressed result in broader and more productive searches for solutions generally facilitate positive change, adaptation, and innovation

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Dysfunctional conflict?
Any confrontation or interaction between groups that harms the organization or hinders the achievement of organizational goals Management must seek to eliminate dysfunctional conflict

Conflict & Negotiation | Chp 14

The Conflict Process

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Stage I

Communication
Noise in Communication Jargons Communication barriers

Structure
Lack of cooperation Different Goals

Personal Variables
Personality type Individual Values
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Stage II

Percieved Conflict
Emotional diffrences Aware that one is in conflict with another party

Felt Conflict
Emotional involement Personalizing the conflict

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Stage III

Intention
Act in a way Reflects Personal behaviour
Cooperativeness

to satisfy other partys concern

Assertiveness

to satisfy owns interest

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Stage III
Handling Intentions Accommodating
Allowing other group to win

Collaboration
Working together to solve problems

Compromising
Finding acceptable solution so everyone feels good

Avoiding
Ignoring or steering clear of other group

Competing
Working to dominate and control

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Stage IV

Behaviour
Statement actions and reactions by the conflicting parties Handling Intentions

Conflict Management
Emotional involement Personalizing the conflict

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Stage IV

Conflict Management
Avoidance
Withdraw, stay away Problem solving find root causes Integration meet interest & desires of both parties

Compromise

Bargain, negotiate Each loses something valued

Smoothing

Find Similarities

Super ordinate goal shared goal

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Stage V

Functional Outcomes or Performance

Creativity Innovation Encourages interest among group members

Dysfunctional Outcomes
Absenteeism Staff turnover De-motivation Non-productivity

Creating Functional Conflict

Decreased tensions Enhanced psychological maturity Control emotions
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