Conflict and Negotitations


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Conflict and Negotitations

  1. 1. Conflict and Negotiation chapter 14 Presented by: Tariq Ali Khan Junaid Zamir Danish Saleem Ahraz Pasha Taimur Khan Ali Awais Ahmed
  2. 2. Agenda <ul><li>Session 1 </li></ul><ul><ul><li>Conflict </li></ul></ul><ul><ul><li>Views of Conflict </li></ul></ul><ul><ul><li>Functional & Dysfunctional </li></ul></ul><ul><ul><li>The Conflict Process </li></ul></ul><ul><li>Session 2 </li></ul><ul><ul><li>Negotiations </li></ul></ul><ul><ul><li>Bargaining Strategies </li></ul></ul><ul><ul><li>Negotiation Situations </li></ul></ul><ul><ul><li>Negotiation Process </li></ul></ul><ul><ul><li>Issues in negotiation </li></ul></ul>
  3. 3. Learning Objectives <ul><li>To understand the importance of utilizing appropriate personnel management skill to deal with conflicts </li></ul><ul><li>To review typical conflicts one is involved, and possible methods generally used </li></ul><ul><li>To become familiar with necessary skills in resolving conflicts </li></ul>
  4. 4. What is conflict? <ul><li>A battle, contest or opposing forces existing between primitive desires and moral, religious or ethical ideas ( Webster’s Dictionary) </li></ul><ul><li>A state of incompatibility of ideas between two or more parties or individuals </li></ul>
  5. 5. <ul><li>Traditional view </li></ul><ul><ul><li>Conflict is bad </li></ul></ul><ul><ul><li>Caused by trouble-makers </li></ul></ul><ul><ul><li>Should be avoided </li></ul></ul><ul><li>Humain Relation view </li></ul><ul><ul><li>Conflict is natural </li></ul></ul><ul><ul><li>It is inevitable </li></ul></ul><ul><ul><li>Cannot be eliminated </li></ul></ul><ul><li>Interactionist view </li></ul><ul><ul><li>Conflict is necessary </li></ul></ul><ul><ul><li>It can be negative or positive </li></ul></ul><ul><ul><li>It effects group performance </li></ul></ul>
  6. 6. <ul><li>lead to increased awareness of problems that need to be addressed </li></ul><ul><li>result in broader and more productive searches for solutions </li></ul><ul><li>generally facilitate positive change, adaptation, and innovation </li></ul>Functional conflict?
  7. 7. <ul><li>Any confrontation or interaction between groups that harms the organization or hinders the achievement of organizational goals </li></ul><ul><li>Management must seek to eliminate dysfunctional conflict </li></ul>Dysfunctional conflict?
  8. 8. The Conflict Process
  9. 9. Stage I Communication <ul><li>Noise in Communication </li></ul><ul><li>Jargons </li></ul><ul><li>Communication barriers </li></ul>Structure <ul><li>Lack of cooperation </li></ul><ul><li>Different Goals </li></ul>Personal Variables <ul><li>Personality type </li></ul><ul><li>Individual Values </li></ul>
  10. 10. Stage II Percieved Conflict <ul><li>Emotional diffrences </li></ul><ul><li>Aware that one is in conflict with another party </li></ul>Felt Conflict <ul><li>Emotional involement </li></ul><ul><li>Personalizing the conflict </li></ul>
  11. 11. Stage III Intention <ul><li>Act in a way </li></ul><ul><li>Reflects Personal behaviour </li></ul><ul><li>Cooperativeness </li></ul><ul><li>to satisfy other party’s concern </li></ul><ul><li>Assertiveness </li></ul><ul><li>to satisfy own’s interest </li></ul>
  12. 12. Stage III Accommodating Collaboration Avoiding Competing Allowing other group to win Working together to solve problems Ignoring or steering clear of other group Working to dominate and control Compromising Finding acceptable solution so everyone feels good Handling Intentions
  13. 13. Stage IV Behaviour <ul><li>Statement actions and reactions by the conflicting parties </li></ul><ul><li>Handling Intentions </li></ul>Conflict Management <ul><li>Emotional involement </li></ul><ul><li>Personalizing the conflict </li></ul>
  14. 14. Stage IV Conflict Management <ul><li>Avoidance </li></ul><ul><li>Withdraw, stay away </li></ul><ul><li>Compromise </li></ul><ul><li>Bargain, negotiate </li></ul><ul><li>Each loses something valued </li></ul><ul><li>Smoothing </li></ul><ul><li>Find Similarities </li></ul><ul><ul><li>Problem solving </li></ul></ul><ul><ul><li>find root causes </li></ul></ul><ul><ul><li>Integration </li></ul></ul><ul><ul><li>meet interest & desires of both parties </li></ul></ul><ul><ul><li>Super ordinate goal </li></ul></ul><ul><ul><li>shared goal </li></ul></ul>
  15. 15. Stage V Functional Outcomes or Performance <ul><li>Creativity </li></ul><ul><li>Innovation </li></ul><ul><li>Encourages interest among group members </li></ul>Dysfunctional Outcomes <ul><li>Absenteeism </li></ul><ul><li>Staff turnover </li></ul><ul><li>De-motivation </li></ul><ul><li>Non-productivity </li></ul><ul><li>Decreased tensions </li></ul><ul><li>Enhanced psychological maturity </li></ul><ul><li>Control emotions </li></ul>Creating Functional Conflict
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