Conflict Management & Negotiation Skills
Reasons why conflict Occurs
1 Incompatibility Mutually Exclusively goals, Values or Events
2 Perception 2 Different Perceptions (Visions)
3 Blocking Deliberate Blocking behavior
4 Latent / Overt Limited overt acts
5 Verbal / Non verbal Shake of Hand
Indecent gesture
Writing scathing memo
Scratching the paint of a new car with a nail
6 Active / Passive Withholding information
3 Types of Competition
1 Inter group Competition Against each other
2 Inter group Competition Against another group
3 Individual Competition Individuals work independently against external
standard
Functions of Competition and Collaborations
1 Sense of identity Mutuality
2 Sense of responsibility Alternative ideas and solutions
3 Internal standards Mutual support and reinforcement
4 Excellence Synergy
5 Individual creativity Collective action
6 Individual autonomy
Positive Conflict & Negative Conflict
Mutual respect for ideas – things
Effective working relations
1 Positive Conflict
Supportive to all
Views as adversaries
Not at all bothered about Basic human
rights
Try to win at any cost
2 Negative Conflict
Criticism occurs and hurts and fail to elicit
the true thoughts and feelings of others
Positive Consequences of Conflicts
1 Major stimulant for change
Spotlights the problems that demand attention, forces clarification
2 Group think is avoided
3 Conflict fosters creativity and innovations
4 Cohesion and satisfaction
5 A minimum level of conflict is optimal
Negative Consequences of Conflicts
Physical & mental health of the
combatants
Feeling of anxiety
1 Conflict creates stress in people
Guilt - Frustration - Hostility
2 Diversion of energy
Instability & chaos Tension between groups 3
The moral fabric of the group torn apart
The Process of Conflict
Sequence of interlocking conflict episodes
1 The aftermath Based on the past experience
2 Latent conflict Scarcity of the resources
3 Perceived conflict Disagreement over an issue
Anxiety - frustration - Feeling of
hostility
4 Manifest conflict Based on behavior
Apathy Dramatic
Over hostility Aggressive
5 The Conflict a
The Changing Scenario of Conflict [CBI]
Organizational abnormality
A Potentially dangerous process
Negative outcome
Anger Confusion
Resentment Lake of co-operation
Harmful
1 The Classical Approach
Avoided and suppressed
Harmful and bad for organization 2 Behaviouralists
Natural occurrence
Interactionist view
Helpful – functional
3 Emerging view of Conflicts
Facilitative and functional
The interactionist views summarized as……
1 Normal aspect
2 Inevitable / inherent structural component
3 Neither bad / nor good for organization
4 Not always caused by trouble makers
5 Integral to the nature of change
6 Desirableftermath
Reasons why conflict Occurs
1 Incompatibility Mutually Exclusively goals, Values or Events
2 Perception 2 Different Perceptions (Visions)
3 Blocking Deliberate Blocking behavior
4 Latent / Overt Limited overt acts
5 Verbal / Non verbal Shake of Hand
Indecent gesture
Writing scathing memo
Scratching the paint of a new car with a nail
6 Active / Passive Withholding information
3 Types of Competition
1 Inter group Competition Against each other
2 Inter group Competition Against another group
3 Individual Competition Individuals work independently against external
standard
Functions of Competition and Collaborations
1 Sense of identity Mutuality
2 Sense of responsibility Alternative ideas and solutions
3 Internal standards Mutual support and reinforcement
4 Excellence Synergy
5 Individual creativity Collective action
6 Individual autonomy
Positive Conflict & Negative Conflict
Mutual respect for ideas – things
Effective working relations
1 Positive Conflict
Supportive to all
Views as adversaries
Not at all bothered about Basic human
rights
Try to win at any cost
2 Negative Conflict
Criticism occurs and hurts and fail to elicit
the true thoughts and feelings of others
Positive Consequences of Conflicts
1 Major stimulant for change
Spotlights the problems that demand attention, forces clarification
2 Group think is avoided
3 Conflict fosters creativity and innovations
4 Cohesion and satisfaction
5 A minimum level of conflict is optimal
Negative Consequences of Conflicts
Physical & mental health of the
combatants
Feeling of anxiety
1 Conflict creates stress in people
Guilt - Frustration - Hostility
2 Diversion of energy
Instability & chaos Tension between groups 3
The moral fabric of the group torn apart
The Process of Conflict
Sequence of interlocking conflict episodes
1 The aftermath Based on the past experience
2 Latent conflict Scarcity of the resources
3 Perceived conflict Disagreement over an issue
Anxiety - frustration - Feeling of
hostility
4 Manifest conflict Based on behavior
Apathy Dramatic
Over hostility Aggressive
5 The Conflict a
The Changing Scenario of Conflict [CBI]
Organizational abnormality
A Potentially dangerous process
Negative outcome
Anger Confusion
Resentment Lake of co-operation
Harmful
1 The Classical Approach
Avoided and suppressed
Harmful and bad for organization 2 Behaviouralists
Natural occurrence
Interactionist view
Helpful – functional
3 Emerging view of Conflicts
Facilitative and functional
The interactionist views summarized as……
1 Normal aspect
2 Inevitable / inherent structural component
3 Neither bad / nor good for organization
4 Not always caused by trouble makers
5 Integral to the nature of change
6 Desirableftermath
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