2
Conflict Development cycle
The stages or steps in the conflict-development cycle are as follows:
1.Latent conflict. At the latent stage, all of the basic conditions for future conflict exist but have not been recognized as a problem by potential adversaries. The most likely sources of substantive disagreement in an organizational setting are competition for scarce resources, role conflicts, and incompatible expectations.
2.Perceived conflict. The cause or causes of the conflict are recognized by one or both of the parties. Some latent conflicts are never perceived as conflicts per se and do not cross the threshold of awareness.
3. Felt conflict. At this point, tension starts to build between the participants. Feltconflict differs from perceived conflict in that at least one of the parties begins to experience discomfort, stress, or anxiety.
4.Manifest conflict. The struggle begins in earnest, and the behavior of the participants makes the existence of the conflict obvious to others who are not directly involved in the dispute. Manifest conflict takes the form of overt behavior such as apathy, withdrawal, minimum job performance, sabotage, and open aggression.
5.Conflict resolution. Attempts to resolve the conflict can range from approaches that simply ignore it to strategies designed to confront it head-on and resolve it in such a way that all parties can achieve their goals.
6.Conflict aftermath. The conflict is ended by resolution or suppression. This establishes new conditions that may lead to more effective cooperation or to a new conflict, which could be much worse than the previous one.7
Reference
More, H. W., Vito, G. F., & Walsh, W. F. (2011). Organizational behavior and management in law enforcement (3rd ed.). Upper Saddle River, NJ: Prentice Hall. ISBN-13: 9780135071526
URL:
http://gcumedia.com/digital-resources/pearson/2011/organizational-behavior-and-management-in-law-enforcement_ebook_3e.php
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Measures of Dispersion and Variability: Range, QD, AD and SD
2Conflict Development cycleThe stages or steps in the conf.docx
1. 2
Conflict Development cycle
The stages or steps in the conflict-development cycle are as
follows:
1.Latent conflict. At the latent stage, all of the basic conditions
for future conflict exist but have not been recognized as a
problem by potential adversaries. The most likely sources of
substantive disagreement in an organizational setting are
competition for scarce resources, role conflicts, and
incompatible expectations.
2.Perceived conflict. The cause or causes of the conflict are
recognized by one or both of the parties. Some latent conflicts
are never perceived as conflicts per se and do not cross the
threshold of awareness.
3. Felt conflict. At this point, tension starts to build between the
participants. Feltconflict differs from perceived conflict in that
at least one of the parties begins to experience discomfort,
stress, or anxiety.
4.Manifest conflict. The struggle begins in earnest, and the
behavior of the participants makes the existence of the conflict
obvious to others who are not directly involved in the dispute.
Manifest conflict takes the form of overt behavior such as
apathy, withdrawal, minimum job performance, sabotage, and
open aggression.
5.Conflict resolution. Attempts to resolve the conflict can range
from approaches that simply ignore it to strategies designed to
confront it head-on and resolve it in such a way that all parties
can achieve their goals.
6.Conflict aftermath. The conflict is ended by resolution or
suppression. This establishes new conditions that may lead to
more effective cooperation or to a new conflict, which could be
much worse than the previous one.7
2. Reference
More, H. W., Vito, G. F., & Walsh, W. F. (2011).
Organizational behavior and management in law enforcement
(3rd ed.). Upper Saddle River, NJ: Prentice Hall. ISBN-13:
9780135071526
URL:
http://gcumedia.com/digital-
resources/pearson/2011/organizational-behavior-and-
management-in-law-enforcement_ebook_3e.php
