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Conflict Negotiation & Inter-Group Behavior
Conflict Negotiation & Inter-Group Behavior
UNDERSTANDING CONFLICT
CONFLICT IS THE DISAGREEMENT BETWEEN TWO OR MORE INDIVIDUALS OR GROUPS OVER AN ISSUE OF MUTUAL INTEREST
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SOURCES OF CONFLICT
ORGANIZATIONAL CHANGE PERSONALITY CLASHES DIFFERENCES IN VALUE SETS THREATS TO STATUS PERCEPTUAL DIFFERENCES
CLASSIFICATION OF CONFLICTS
INTRAPERSONAL CONFLICT
Incompatibility between needs of the individual and the goals of the organization,and the absence of role clarity. Individual may face stress, frustration while achieving the goals.
CLASSIFICATION OF CONFLICTS
INTERPERSONAL CONFLICT
Is the result of differences in perception and gaps
in communication. Individual feels that his image is under threat because of the actions of another individuals. INTERGROUP CONFLICTS The conflicts between groups are referred to as intergroup conflicts May arise due to differences in viewpoints or competition
Problem-solving All parties fully cooperate with each other. (winwin solution) which benefits all the parties.
Compromising Parties need to give up some of their demands to resolve the problem
4) Behavior (Fourth stage) The conflict becomes obvious because of the behavior of the conflicting individuals. This may be considered as attempt by one party to implement its intentions. Ex: Disagreements,negative remarks,& challenging fall along the lower side of the continuum Some amount of conflict is necessary to
FUNCTIONAL OUTCOMES
Functional outcomes are the constructive consequences of a conflict. Improves the performance of the group or organization. Constructive conflict prevents the group from accepting decisions based on inaccurate assumptions & helps in improving performance Improves quality of decisions & adds creativity & innovation Ex- Cultural diversity
Dysfunctional Outcomes
Are the destructive consequences of a conflict The situation goes out of control & conflict intensifies. Reduced communication, lower group cohesion & precedence to personal interests are important outcomes. Research suggests that in routine tasks the probability of the destructive conflict is
Negotiations
NEGOTIATION
The best way to resolve conflict is through negotiations. Negotiation is a process in which one party agrees to exchange a product or service with another party in return for something. Ex: Collective bargaining between labor unions & management. Approaches to negotiation are Distributive bargaining & integrative
Distributive Bargaining
Assumes that there can not be any solution that could result in win-win situation Operates under Zero- sum condition Whenever a one party gains a certain amount another party suffers an equivalent loss. Form of a win-lose situation. Each party has a target point Resistance point represents lowest acceptable outcomes. If the outcome is below its resistance point the party prefers to break off negotiations. The area between the target & the resistance point represents the aspiration range of each of the parties
INTEGRATIVE BARGAINING
Existence of one or more solutions to a problem that results in win-win situation.
Helps to develop long term relationships between the negotiating parties,eliminate differences & ensures cooperation of other party in future.
Negotiation process
Preparation & planning: Understands the nature & background of the conflict. Identifies the self goals as well as other parties goals. The negotiator prepares the strategy to be adopted by collecting possible information. Understanding priority objectives of the other party.
Negotiation process
2) Defining Rules : Both parties arrive at the negotiation table & establish the basic rules & procedures that will guide the negotiation process. 3) Clarification & justification: Both parties exchange their demands & justify them. Present documents in support of their position
Negotiation process
4) Bargaining & problem solving:
The parties start bargaining with each other. Each party gives concession to another party. The critical issues may be settled later on. Negotiating parties should take a break to avoid heated arguments. 5) Closure & implementation: The bargaining process is complete & the final agreement is written & signed. Monitoring & implementation of agreement.
Personality trait:
While preparing for the negotiation process the focus should be on bargaining issues and the situational factors rather than personality traits.
Conciliator
Serves as a informal communication link between the conflicting parties. He is trusted by both the parties Tries to find a solution which is accepted by both the parties
Planning
In this method goals of each groups are clearly specified As each group has its own responsibility inter group conflict decreases & coordination increases