Coping with conflict and negotiation

COPING WITH CONFLICT AND NEGOTIATION

What is CONFLICT?

Everybody happy…

Everybody not happy…

Transitions in Conflict Thought

Conflict is viewed negatively

Conflict is a natural occurrence

The Traditional View of Conflict

The Human Relations View of Conflict

Conflict is absolutely necessary for a group to perform effectively

The Interactionist View of Conflict

The Conflict Process

has five stages…

STAGE I:

Potential Opposition or Incompatibility

Three Categories

• Communication-misunderstandings and noise

• Structure-degree of specialization, leadership

styles, reward systems• Personal Variables

-include personality, emotions, values

WHAT?!

LEADERS?!

WHY HAPPY?!

STAGE II:

Cognition and Personalization

• Perceived Conflict

• Felt Conflict

Keep in mind two points..

• Stage II is important because its where conflict issues tend to be defined.

• Emotions play a major role in shaping perceptions.

Stage 3: IntentionsCOMPETING

AVOIDING

COMPROMISING

COLLABORATING

ACCOMODATING

Uncooperative Cooperative

Asse

rtive

Una

sser

tive

Asse

rtive

ness

Cooperativeness

Stage 4: Behavior

No Conflict

AnnihilatoryConflict

Overt efforts to destroy the other party

Aggressive physical attacks

Threats and ultimatum

Assertive verbal attacks

Overt questioning or challenging of others

Minor disagreements or misunderstanding

Stage 4: BehaviorConflict-resolution Techniques

Problem SolvingSuper ordinate Goals

Expansion of ResourcesAvoidanceSmoothing

CompromiseAuthoritative Command

Altering the Human VariableAltering the Structural Variables

Stage 4: Behavior

Conflict-Stimulation Techniques

CommunicationBringing in Outsiders

Restructuring the OrganizationAppointing a Devil’s Advocate

Stage 5: Outcomes•Functional Outcomes

•Dysfunctional Outcomes