GROUPED PRESENTATION

CHAPTER #14
Conflict & Negotiation

Submitted to: MAA’M MAHAM

Submitted by: Mehwish khawaja
Momin Butt
Lailah
Mishal Azhar Butt
Date : 20 May,2019
 Chapter 14
Conflicts and Negotiation
 Conflict Defined
• A process that begin when one party perceives that another party
has negatively affected or is about to negatively affect something that
the fit part cares about.

• Encompasses a wide range of conflicts that people experience in

organization.
 incompatibility of goals
Difference over interpretations of facts
Disagreements based on behavioral expectations
Transactions in conflicts Thought
• The belief that all conflicts in harmful and must be avoided prevalent
view in the 1930-1940s

• Conflicts resulted form:

Poor communication
Lack of openness
Failure to respond to employee needs
Forms of interactionist conflict

• Functional Conflict
Conflict that supports the goals of the group ad improves its
performance

Dysfunctional Conflict
Conflict that hinder group performance
Types of interactionist conflict
• Task conflict
• Conflicts over content and goals of the work
• Low to moderate levels of this type are
• Functional

Relationship conflicts
• Conflicts based on interpersonal relationship
• Almost always Dysfunctional

Process conflict
• Conflict over how work gets done
• Low levels of ths type are functional
Conflict Process
 Stage1: Potential opposition or
incompatibility
Potential means create opportunities for conflicts to arise the larger group more
specialized the great conflict
 Communication
• Semantic difficulties misunderstandings over communication and noise.
 Structure
• Size and specialization of jobs
• Jurisdictional clarity
• Member / Goal incompatibility
• Leadership style (close or participative )
• Reward system (win-lose)
• Dependence / interdependence of groups
 Personal variable
• Differing individual value system
• Personality tpes
 Stage 2: Cognition and
personalization
• Important stage for two reasons:
• 1. conflict is defined
• PRECEIVED CONFLICT
• Awareness by one or more parties of the existence of conditions that
create opportunities for conflicts to arise

• 2. Emotions are expressed that have a strong impact on the eventual

outcome
• Felt conflict
• Emotional involvement in a conflict creating anxiety tenseness frustration
or hostility
 Stage 3. intentions
 Intensions
Decision to act in a given way

Dimensions of conflict handling intentions

Cooperativeness
Attempting to satisfy the other party”s concerns

Assertiveness
Attempting to satisfy one”s own concerns
 Stage 4: Behavior
Action and reaction of conflict parties , as a result of miscalculations
unskilled , over behaved.
• The use of resolution and stimulations techniques to achieve the
desired level of conflict