CONFLICT:

Stages and Resolution

WHAT IS CONFLICT?
Conflict is a disagreement through
which the parties involved
perceive a threat to their needs,
interests or concerns.
The Stages of Conflict
The Stages of Conflict
Latent Conflict
- stage in which factors exist in the situation which
could become potential conflict inducing forces.

Four basic types of latent conflict are:

• Competition for scarce resources

• Drive for autonomy

• Divergence of goals

• Role conflict.
The Stages of Conflict
Perceived Conflict
- stage when one party perceives the other to be likely to
thwart or frustrate his or her goals. The case in which
conflict is perceived when no latent conflict arises, is said
to result from the parties misunderstanding each other's
true position. Such conflict can be resolved by improving
communication between the groups.
The Stages of Conflict
Felt Conflict
- stage when the conflict is not only perceived but
actually felt and cognized.

Two reasons for the personalization of the conflict

• the inconsistent demands on efficient organization and

individual growth which is caused within the individual.
Anxieties may also result from crisis or from extra-
organizational pressures. Individual need to vent these
anxieties in order to maintain internal equilibrium.

• Conflict becomes personalized when the whole personality of

the individual is involved in the relationship. Hostile feelings
are most common in the intimate relations that characterize
various institutions and residential colleges.
The Stages of Conflict
Manifest Conflict
- stage when the two parties engage in behaviours which
evoke responses from each other. The most obvious of
these responses are open aggression, apathy, sabotage,
withdrawal and perfect obedience to rules.
The Stages of Conflict
Conflict Aftermath
- The aftermath of a conflict may have positive or
negative repercussions for the organization depending
upon how the conflict is resolved.
Conflict Resolution
 Conflict Resolution
Avoidance
• this strategy puts the conflict on the 'back burner' to be
dealt with at a later time (often with the hope that the issue
will disappear on its own). This is most often used when the
conflict is not a large issue and/or when there are other
issues in the forefront. Sometimes not dealing with the
conflict through avoidance can result in the issue growing,
rather than disappearing.
 Conflict Resolution
Competition

• this strategy puts one individual’s (or group’s) interests ahead

of the other (often seen in labor disputes). While the conflict
might be resolved for a time, the losers do not feel satisfied
and the conflict may escalate into different areas. I believe
this to be the riskiest strategy; it will minimize future
cooperation.
 Conflict Resolution
Collaboration

• this strategy matches the needs of the individuals to

build commitment and reach consensus. Collaboration
can take time and energy and requires an environment
of trust. In this strategy, both sides win.
 Conflict Resolution
Compromise

• this strategy involves some giving and some taking on

both sides; not a perfect outcome but one that works
if both sides are willing and flexible. Often achieving a
compromise can be done more quickly than
collaboration.
 Conflict Resolution
Accommodation
• this strategy involves one individual (or group) giving in
or admitting they were wrong. For example, you might
'agree to disagree'.
 References:

• https://ebrary.net/2866/management/stages_conflict_conflict_process

• http://www-personal.umich.edu/~lroot/ConflictMgtConceptMap/Pondy-

Organizational-Conflict-1967.pdf

• http://web.nchu.edu.tw/pweb/users/angela/lesson/1044.ppt

• http://www.more-for-small-business.com/conflict-resolution-methods.html