Interpersonal Conflict

Presented by
Prof. Md. Abdul Hannan MIA
FCMA, Ph.D.

Sep 28, 2021 1

 Interpersonal Conflict
Interpersonal Conflict refers
to the manifestation of
incompatibility,
disagreement, or difference
between two or more
interacting individuals.

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Prisoner’s Dilemma

Confess Not Confess

B Confess 6,6 10 , 4

Not Confess 4, 10 2, 2

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Prisoners Dilemma
• Dilemma in interpersonal
conflict
• Confessing implicate
once confederate
• Not confessing implicate
worsen off
Prof. Dr. Md. Abdul Hannan Mia
Department of Management Information Systems
 Causes of Interpersonal
Conflict
• Difficulty in making a decision
because of limited resources
• Lack of mutual trust and
confidence

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
Model of Interpersonal Conflict
Goldman’s (1966) Cycle Model

1. Initiating Event
2. Influencing Event
3. Concluding event

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
Model of Interpersonal Conflict
Pondy’s (1967) 5 stage Model
1. Latent Conflict
2. Perceived Conflict
3. Felt Conflict
4. manifested
Conflict
5. Conflict aftermath
Prof. Dr. Md. Abdul Hannan Mia
Department of Management Information Systems
 Model of Interpersonal Conflict
Walton and Duttons’ (1969) Model
1. Determinants of
conflict
2. Attributes or
manifestation of conflict
3. Consequences of the
relationship pattern of
organizational
effectiveness
Prof. Dr. Md. Abdul Hannan Mia
Department of Management Information Systems
Model of Interpersonal Conflict
Thomas’s (1976) Process Model

1. Frustration
2. Conceptualization
3. Behavior
4. Outcome

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 ANTECEDENT CONDITIONS

PROCESS DEMOGRAPHICS STRUCTURAL

CONFLICT

STRUCTURE
BEHAVORIAL
Win-lose-Negotiator
FORMATION
CHANGES Group conflict- Formation of
Trusting relationship group Structure of of
Goal of Wining Superior-subordinate conflict- Communication
Higher or lower level Oral
Less prepared to contribute
involvement
Use of win-lose Written
Dominating style Use of media
DECISION
PROCESS

Bargaining &
Compromising –Loser
CONFLICT
Integrating & Problem
solvim Reduce
AFTERMATH psychological Distance
Prof. Dr. Md. Abdul Hannan Mia
Department of Management Information Systems
 Model
• Antecedent Conditions
(source of Conflict)
1. Process
2. Structure
3. Demographic factors

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Model
• Conflict

1. Behavioral Changes
2. Structural Formation

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Model
• Decision Process
1. Win-lose
a. problem solving method will
not be used rather a medium of
negotiation-bargaining
Formal and lengthy bargaining
b. Mediator

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Model
• Decision Process
a. problem solving method will
not be used rather a medium of
negotiation-bargaining
Formal and lengthy bargaining
b. Mediator

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Model
• Conflict Aftermath
Future relationship and attitude
towards each other
1. if bargaining and compromising is
used both party perceive to be a
loser
• if one party is clearly a loser, may
have antagonistic felling –Behavioral
change or change in organizational
structure

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Model
• Conflict Aftermath
1. if Integrating or problem
solving style is used
a. Psychological distance will be
reduced
b. Exchange of information and
more communication
c. Greater commitment to
agreement between parties

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Model
1. Behavioral Changes

2. Structural Formation

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Consequences of
Interpersonal Conflict
1. Greater satisfaction
2. Organizational
Effectiveness
3. Organizational commitment
4. A set of expected behavior
patterns attributed to
someone occupying a given
position in a social unit.

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
Managing Interpersonal
Conflict

•Diagnosis
•Intervention

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
Diagnosis
•Self Report
•Observation
•Interview
Prof. Dr. Md. Abdul Hannan Mia
Department of Management Information Systems
Diagnosis
•Self Report
•Observation
•Interview
Prof. Dr. Md. Abdul Hannan Mia
Department of Management Information Systems
Diagnosis
•Measurement
Style of interpersonal conflict
Factors that affect the style
Effectiveness of the individual
member

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
Diagnosis
•Analysis
• Style uses by whom, where.
• What behavioral style they use
• Relationship of styles to situations and
effectiveness

•Norms
Prof. Dr. Md. Abdul Hannan Mia
Department of Management Information Systems
Diagnosis
•Norms

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
Intervention
•Process
•Structure

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Process
Transaction Analysis
A tool for understanding
behaviors, interactions. Three
aspects of TA
1. Structural or personality aspect
2. Transactional analysis Proper
3. Life position

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
Structural or personality aspect

Study of ego status

There are three ego status
1. Parent
2. Adult
3. Child

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Parent
Reflects the attitude value,
and behavior of authority
figures. This state may
include prejudicial, Critical,
Manipulative, nurturing
attitudes.

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Adult Ego
Reflects the rational parts of
personality. This state values
information, reasonable basis,
evidences etc. This state
assumes that human beings
are rational, reasonable and
equal.

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Child Ego
Reflects experiences and
conditions of early childhood.
This state implies that
individual thinks behaves just
the way as he or she did as a
child

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 TA Proper
1. Complementary transition
(transaction occurs within appropriate
ego state: PP, AA, CC, PC, AC,PA)
2. Uncomplimentary transaction
(transaction occurs within different ego
state)
3. Ulterior transaction
(A transaction is indicated to be at on
level PP) but actual placement is at
another level (PC).

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Life Position
In a transaction one party tends
to be dominated by one of the 4
life positions
1. PC OK-Wrong
2. CP Wrong – Ok
3. AA OK-OK
4. CC Wrong-Wrong

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems
 Structural
structural interventions are of
two types
1. Appeal to Authority
2. The Ombudsman-An
ombudsman is a mediator who
ensure fair and just
application of rules and
regulation.

Prof. Dr. Md. Abdul Hannan Mia

Department of Management Information Systems