Conflict management & Negotiation

Conflict: conflict is an integral part of everyday life of an individual or organization

According to W.Wrigley “when two people in business agree upon a point one of them is unnecessary”.

MEANING & definition of conflict

Conflict has been defined in many ways can be considered as an expression of hostility, negative attitudes , aggression , rivalry it is associated with situations that involve contradictory interests between two opposing groups

Follet defines “The appearance of difference of opinions , of interests

CHUNG & Megginson : “ the struggle between

incompatible or struggling needs ,wishes ,ideas , interests or people .

Features of an conflict

PONDY identifies 5 stages of ‘conflict management Latent stage, perceived stage ,Felt stage ,Manifest conflict &Conflict aftermath

Conflict occurs when individuals are not able to take alternative course of action

Conflict is a dynamic process as it indicates a series of events .each series is inter-linked

THE PROCESS OF CONFLICT

Latent conflict

Perceived conflict

Felt conflict

Manifest conflict

conflict aftermath

For example:•Competition for scare resources•Communication barrier•Divergence of subunit goals and•Role ambiguities

LATENT CONLICTLatent means exist but not yet

developed.Citing Collins “observed that

social life is above all struggle for power and status regardless of the type of structure .An inventible power differential between groups and between individuals ,produce latent conflict in all social relations”

Latent conflict exists whenever individuals, groups,organisations or nations have difference.

PERCIEVED CONFLICTThis is a stage at which members

become aware of a problemIncompatibility of needs is perceived

and tension begins as the parties begin to worry about what will happen.

Sometimes conflict may be perceived when latent conditions are not in existence in the system. Such a situation arises when one party percieves the other to be likely to frustrate his or her goals.

Forexample:In consistency in demand from the organisation and individual needs may create a conflict situation. 

FELT CONFLICTEmotional involvement in a

conflict creating anxiety, tenseness and frustration is known as felt conflict.

It is that stage when the conflict is not only perceived but actually felt.

Parties to the conflict feel that they have some conflict among themselves. Parties becomes emotionally involved and begin to focus on differences of opinion and opposing interest.

FOR EXAMPLE:If A does not interact with B,it may be either because A and B are not related in organizational sense, or because A has withdrawn a too stressful relationship, or because A is drawn away from the relationship by other competing demands upon his time.

MANIFEST CONFLICTThis is the stage where

conflict becomes visible.In this stage the two

parties to a conflict show a clear conflictful behavior.

In other words the behavior of conflicting parties include the statements , action and reaction to each other.

CONFLICT AFTERMATH

If the conflict is merely suppressed but not resolved the conflict may explode in more serious form until they are rectified or until the relationship dissolves. this is called conflict aftermath.

The conflict is genuinely resolved to the satisfaction of all participants.

The basis for more cooperative relationship may be laid.

Preventive measures in conflict management

Establishing common goals : The major reason for conflict is the incompatible goals . This is true in case of conflict between individuals and organizations , the basic measure is to find the cause conflict

GROUP conflicts can be reduced using measures of incentive system

Reduction in Interdependence : The main reason for inter-group conflict is interdependence among them

It is however understood that physical conflict is resolved through physical separation but is an false claim

Physical separation is never an solution as it adds up to space between the conflicted

Reduction in shared resource: another solution to reducing conflict is to minimize the shared resource base

The best possible solution is making optimum use of resources

Trust & communication :Trust is optimum. Individual and group members should be encouraged to

communicate openly

NEGOTIATION Negotiation is an attempt to reach a satisfactory exchange among or between the parties

Negotiation refers to interaction with others . It can be defined as a decision making process among independent parties who do not share identical values

Negotiation strategies :

Negotiation and bargaining are used interchangeably . (a) Distributive bargaining (b) Integrative Bargaining

Distributive bargaining

The most identifying feature of distributive bargaining is that it operates under zero sum conditions . One person wins at the cost of other .

When two or more parties negotiate over price , it is known as distributive bargaining

Both parties negotiate with their target and resistance points . They try to get the other party .

Integrative Bargaining Integrative Bargaining is a win- win strategy

where both the parties win Integrative bargaining is preferred to

distributive as the latter has win Example “ if we take into consideration an

example when a salesman sells a product he is able to convince the customer , interactive bargaining require both the parties to meet an consensus

ISSUES IN NEGOTIATION

Biases prevent people from negotiating rationally and getting the most of that they can of a situation

Biases hindrances in negotiation process:

a. People tend to be overly affected by frame of presentation of information in a negotiator

b. People at times assume they will gain at the loss of other party

c. The judgment of people tend to be anchored upon irrelevant information such as initial offer

d. People tend to be overconfident concerning the likelihood of attaining outcome that favor the individuals involved

Guide to be a good negotiator

a. Consider and respect the norms of other party view point

b. Have a well laid down strategy c. Emphasize on win - win strategy d. Try and create a climate congenial for both

parties for mutually rewarding relationship e. Give reasonable concessions to other parties

THANK YOU