Welcome

To
Our
Presentation
 Management &
Organizational Behavior
MGT515.1
Topic:
Conflict & Negotiation
 Group Members
Name ID NO.

Anisul Haque Khandaker 2020210001007

Kazi Shafikull Islam 2021010005015

Md Monirul Islam Shawon 2020210002002

Md. Mehedi Hasan 2020210002003

Kaniz Fatima Yasmin 2021010005032
 Conflict
It is a process that begins when one party perceives
that another party has negatively affected or is about
to negatively affect, something that the first party
cares about.
Views or Thoughts of Conflict:
1.The traditional view: It was assumed that conflict was
bad and negatively Viewed and discussed with terms
like violence, destruction etc.
2. The human relations view: The belief that conflict is
a natural, not eliminate able and inevitable outcome in
any group.
3. The interactionist view: The belief that conflict is not
only a positive force in a group but that it is absolutely
necessary for a group to perform effectively.
 Types Of Conflict:
Functional Conflict:
Conflict that supports the goals of the group
performance and give positive results

Dysfunctional conflict:
Conflict that interrupt group performance and give
negative Conflict results

 
Task conflict:
Relates to the content and goals of the work
Low to moderate levels of this type are functional
 
Relationship conflict:
Based on interpersonal relationships.
Almost always dysfunctional
 STAGES OR PROCESS OF CONFLICT

Conflict Process shows how conflict works within the organization.

We can see the phase that a conflict born and grows in an
organization. Here, we will look at the stages of a conflict covering
the origin, grow, and closing stages in it. 5 Stages Conflict Process
are;
1. Potential Opposition or Incompatibility.
2. Cognition and Personalization.
3. Intentions.
4. Behavior.
5. Outcomes.
Stage I: Potential opposition or Incompatibility
The first step in the conflict process is the existence of
circumstance that creates opportunities for conflict to develop.
These cause or create opportunities for organizational conflict to
rise.
For simplicity’s sake, these conditions have been condensed into
three general categories.
 Communication
 Structure and
 Personal Variables.
Stage II: Cognition and Personalization:
This step in the conflict process is important because it is in
the step the parties make a decision what the conflict is done.
Awareness by one or more parties about the existence of
circumstances that create opportunities for conflict to arise is
called perceived conflict. Emotional connection in the conflict
creating anxiety, frustration and hostility is called felt conflict.
Positive feelings help in finding resolution to solve conflicts
while a negative emotion develop the conflict.
Stage III : Intention
 Intentions are decisions to act in a given way, intentions
intervene between people’s perception and emotions and
their overt behavior.
 Using two dimensions cooperativeness and assertiveness
five conflict-handling intentions can be identified.
5 Steps to Workplace Conflict Resolution

 Separate The People From The Problem,

 Identify A Mediator,
 Clarify The Problem,
 Explore All Options and,
 Agree On A Resolution.
Stage IV: Behavior
This is a stage where conflict becomes visible. The behavior
stage includes the statements, actions, and reactions made
by the conflicting parties.

These conflict behaviors are usually overt attempts to

implement each party’s intentions.
When most people think of conflict situations, they tend to
focus on Stage 4.
Stage V: Outcomes
The action-reaction between conflicting parties results in
two kinds of outcomes

 Functional outcomes.
 Dysfunctional outcomes.
 

Conflict- Resolution Techniques:

1. Problem Solving:
2. Superordinate goals:
3. Expansion of resources:
4. Smoothing:
5. Compromise:
6. Auto reactive command.
7. Altering the human variable.
8. Avoidance/Withdrawal
 Negotiation and its strategies
A negotiation is a strategic discussion that resolves an issue in a
way that both parties find acceptable.

There are two general approaches to negotiation.

 Distributive bargaining :
Distributive bargaining is a competitive bargaining strategy in
which one party gains only if the other party loses something.

 Integrative bargaining:
Integrative bargaining is a negotiation strategy in which parties
collaborate to find a win-win solution to their dispute. It is also called
interest-based bargaining or win-win bargaining.
 Differences: Distributive Bargaining vs Integrative
Bargaining
Base of Comparison Distributive Bargaining Integrative Bargaining

Goal Get as much of the pie as Expand the pie so that both
possible parties are satisfied
Strategy Competitive Collaborative

Resources & Orientation Fixed & Win-lose Not fixed &Win-win

Motivation Self interest & individual profit Mutual interest and gain

Issue Only one issues at a time Several issues

Communication Climate Controlled & selective Open & constructive

Relationship Not a high priority and short High Priority and long term
term
Thank You