INTERGROUP

RELATION AND
CONFLICTS

GROUP MEMBERS
Mayur palav

319
Yatri shah
332
Rajvi variya
342
Labdhi thakkar

341
Reema rodrigues

content
Introduction
Definition
What is conflict ????
Types of conflict
Five stages of conflict

Effects of conflict
Advantages and disadvantages of conflict
Causes of Inter group conflict
Consequences of inter group conflict
Sources of inter group conflict
Solutions of inter group conflict
Tactics of negotiation
What is conflict management
Conflict management styles

Introduction to intergroup
reLAtions and conflicts
Fisher argues that intergroup conflicts
arise from objective differences of
interest, coupled with antagonistic or
controlling attitudes or behaviors.
Incompatibilities, which can prompt
conflict, include economic, power or
value differences, or differences in
needs-satisfaction.
Fisher offers a social- psychological
approach to understanding intergroup
conflicts that is conflicts between people

DEFINITION OF INTERGROUP
RELATION AND CONFLICTS
Disagreement

in

varying degrees
between
two
groups
is
called
intergroup conflict.

Intergroup conflict can take many

forms, ranging from a disagreement

with the neighbors to a full-out war
between
countries.
Though
consequences vary, the cause of
intergroup conflict usually stems from
a few basic principles.

WHAT IS CONFLICTS ???

Conflict is a state of opposition, disagreement or

incompatibility between two or more people or groups

of people.
A state of opposition between persons or ideas or

interests.
A hostile encounter between two or more people.
Conflict is usually based upon a difference over goals,

objectives, or expectations between individuals or

groups. Conflict also occurs when two or more people,
or groups, compete over limited resources and/or
perceived, or actual, incompatible goals.

Types of conflicts
Intrapersonal conflict
Interpersonal conflict
Intragroup conflict
Intergroup conflict

TYPES OF CONFLICTS
Intrapersonal
Conflict within a person is not always easy to identify, but it can
become apparent when mood swings are present or depression
is evident. Intrapersonal conflict is also apparent when a person
has trouble choosing between two or more goals

Interpersonal
Conflict between two people is not always bad, particularly if the
differences can be resolved. A California State University
Sacramento report notes that people respond in different ways
to disagreements, with personal feelings, attitudes and goals
contributing to the conflict. As a small business manager, you
want your employees to settle their differences without your
personal intervention, but sometimes you need to step in.

productivity and workplace morale. When two or more

people do not get along together, that personal battle can
affect everyone. Some examples of intragroup conflict
may include ethnic, religious or gender prejudice,
perceived or real injustices and various personality
differences. Depending on how strong the conflict is, you
may need outside help to resolve differences

Intergroup
Battles between your accounting and operations team or
between frontline workers and online customer service
agents can become a problem especially where
customers are involved. One group of employees may not
usually get along, but may cast differences to the side to
unite against other employees. Perceived differences in
status and different group goals can fuel intergroup
conflict

Five stages of conflicts

Latent Stage: Participants not yet aware of

conflict
Perceived Stage: Participants aware a conflict

exists
Felt Stage: stress and anxiety

Manifest: Conflict is open and can be observed

Aftermath: Outcome of conflict, resolution or

dissolution

 LATENT STAGE: PARTICIPANTS NOT YET

AWARE OF CONFLICT
In the first stage, the "Latent Stage," the people who
are in conflict are not yet aware that a conflict may
exist. For example a project may have been turned in
late to a client, but the manager is not aware of it yet
so the participants are not aware there is a conflict
brewing

Perceived Stage: Participants aware a

conflict exists

The "Perceived Stage" is when the people involved in a

conflict become fully aware that there is a conflict, such
as when the manager discovers that the project has
been delivered late and goes to speak to the employee
about it.

 FELT STAGE: STRESS AND ANXIETY

During the "Felt Stage" stress and anxiety are felt by one
or more of the participants due to the conflict, and this
leads to the "Manifest Stage," during which the conflict
can be observed

Manifest: Conflict is open and can be

observed
The Manifest Stage can take a number of shapes
including: e-mails, phone calls, phone messages, face-toface meetings, or any situation in which the conflict could
be observed.

Aftermath: Outcome of conflict, resolution or

dissolution
The final stage is the "Aftermath Stage," which takes place
when there is some outcome of the conflict, such as a
resolution to, or dissolution of, the problem

Causes of intergroup conflict

Nature of the group- When groups share some interests

and their directions seem parallel, each group may view

the other positively; however, if the activities and goals
of groups differ, they may view each other in a negative
manner
When trying to prevent or correct intergroup conflict,

it is important to consider the history of relations

between the groups in conflict
Differences in perceptions-among groups regarding

time and status, when coupled with different group

goals, can also create conflict.

Reorganization of the workplace and integration of

Consequences of intergroup
conflicts
Intergroup conflict causes changes to

occur, both within the groups in conflict

and between them.
Within the groups, members will usually

overlook individual differences in an

effort to unite against the other side,
and with this concerted effort the focus
is on the task.

 Problems can occur, however, when the group loses

focus of the organization's goals and becomes closed

from other groups
The group can become more efficient and effective at

what they do, and members can become more loyal,

closely following group norms.
This the key between groups in reciprocal

interdependence, and these have the highest negative

consequences for lack of effective communication.
Miscommunication can be the death knell of any

organization

Sources of intergroup conflict

Two main sources of intergroup conflict

have been identified: "competition for

valued material resources, according to
realistic conflict theory, or for social
rewards like respect and esteem...as
described by relative deprivation theory
It is widely believed that intergroup and
intragroup hostility are (at least to some
degree) inversely related: that "there is,
unhappily, an inverse relationship
between external wars and internal strife".

Solutions of intergroup conflict

Intergroup relations between two or more groups

and their respective members are often

necessary to complete the work required to
operate a business.
Many times, groups inter-relate to accomplish
the organization's goals and objectives, and
conflict can occur.
Some conflict, called functional conflict, is
considered positive, because it enhances
performance and identifies weaknesses.
Dysfunctional conflict, however, is confrontation
or interaction between groups that harms the
organization or hinders attainment of goals or
objectives.

 One of the most prominent reasons for intergroup conflict is

simply the nature of the group.

Other reasons may be work interdependence, goal variances,
differences in perceptions, and the increased demand for
specialists.
Also, individual members of a group often play a role in the
initiation of group conflict.
Relationships between groups often reflect the opinions they
hold of each other's characteristics.
When groups share some interests and their directions seem
parallel, each group may view the other positively; however, if
the activities and goals of groups differ, they may view each
other in a negative manner.
When trying to prevent or correct intergroup conflict, it is
important to consider the history of relations between the
groups in conflict. History will repeat itself if left to its own
devices.

EFFECTS OF CONFLICT

The term conflict has strong negative

implications.
However conflict is not always bad.
It is like a double-edged sword.
Depending on why conflict and how it
develops, conflicts may be beneficial as
well as harmful.

ADVANTAGES OR BENEFITS OF CONFLICT

1) Brings problems in the open.

2) Encourages consideration of new ideas.
3) Motivates people.
4) Leads to better decisions.
5) Increases loyalty and motivation.
6) Increases organizational commitment

and job satisfaction.

DISADVANTAGES OR DRAWBACKS OF
CONFLICTS
1) Affects communication and
2)
3)
4)
5)

cooperation.
Affects employee motivation and selfimage.
Stress.
Managers turn authoritarian.
Loyalty towards group and not the
organization.

TACTIES OF NEGOTIATION

Research has revealed

that there are certain behaviors and
conditions that can help conflicting
parties attain a win-win solution. Some
of the behaviors and conditions that
have proved to be successful
negotiating tactics are :

What is conflict management ??

Conflict management
involves doing things to limit the
negative aspects of conflict and to
increase the positive aspects of
conflict. The aim of conflict
management is to enhance learning
and group outcomes, including
effectiveness or performance in
organizational setting.

Conflict management styles

Avoidance or withdrawal