CONFLICT AND NEGOTIATION

What is conflict? - it is a process that begins when one party perceives that another party has negatively affected or is about negatively affect something that the first party cares about.

Three types of conflict 1. Task Conflict - relates to the content and goals of the work 2. Relationship Conflict - focus on interpersonal relationships. 3. Process Conflict - relates to how the work gets done.

Causes of Conflict 1. Vertical conflict. 2. Horizontal conflict. 3. Line-staff conflict. 4. Role conflicts. 5. Work-flow interdependencies. 6. Domain ambiguities. 7. Resource scarcity. 8. Power

Five Approaches in Resolving Conflicts 1. Dominating (win-lose) - one group is dominating the other. 2. Accommodating (lose-win). -one group may give way to the other group 3. Problem solving (win-win). -both groups are willing to cooperate 4. Avoiding (lose-lose). -both groups avoid possible confrontations and anticipation. 5. Compromising (neutral). -no distinct winner or loser.

Differing Views of Conflict Conflict through…….. The Traditional View - one argued that conflict must be avoided: that it indicated a malfunctioning within the organization. The Human Relations View - argues that conflict is a natural and inevitable outcome in any organization. The Interactionist View - conflicts that cannot only be a positive force in an organization.

Intergroup Conflict - an overt expressions of tensions between goals or concerns of one group or those of another group. - it occurs among members of different teams or groups.

Kinds of Intergroup Conflict Functional Conflict - this enhances organizational performance,. - it provides positive results. - when groups disagree on how to achieve a goal, they end up in selecting the best alternatives. Dysfunctional Conflict - this hinders organizational performance. - it provides negative results. - when groups disagree on the alternatives presented on achieving a goal and they end up without accomplishing anything.

Stages of Intergroup Conflict Awareness of Conflict - there is an awareness of conflict of at least one group. Emotional Involvement - all groups are already aware of the conflict. It is likely that the conflict would be resolved at this stage. Presence of Conflict Behavior - the conflict has not been resolved. Each group manifests “conflict behavior”.

Causes of Intergroup Conflict Interdependence - when groups are interdependent of each other, say in accomplishing tasks, conflicts may arise. Goal Differences - different groups in the organizations have different groups and different expectations. Varying Perceptions - one group may look at itself as the one that increases the bottom line compared to the others.

Negotiation - it is a process by which two or more parties attempt to reach in acceptable agreement in a conflicting situation.

Strategies involves in negotiation Distributive negotiation. -focuses on positions staked out or declared by the conflicting parties. -parties try to claim certain portions of the existing pie. Integrative negotiation. -sometimes called principled negotiation. -focuses on the merits of the issues. -parties try to enlarge the available pie.

Organizational settings for negotiation. Two-party negotiation Group negotiation Intergroup negotiation Constituency negotiation

5 steps in negotiation process Preparation and planning Definition of ground rules Clarification and justification Bargaining and problem solving Closure and implementation

3 Factors influence how effentively individuals negotiate Obtain substantial results Influence the balance of power Promote a conducive climate Obtain procedural flexibility Based personality traits Moods and emotions Gender differences

Third party roles in negotiation… 1.Arbitrator - has the authority to dictate an agreement 2. Mediator - a neutral third party who facilitates a negotiated solutions 3. Conciliator - provides an informal communications between the negotiator and opponent 4. Consultant - attempts to facilitate problem solving

The End Thank you ! 