Sociology

CONFLICT AND NEGOTIATION

BY:
SHEIKH TAYYAB ALI, 050
 What are you responsible to learn?

Define conflict
Differentiate between the traditional, human
relations, and interactionist views of conflict
Contrast task, relationship, and process conflict
Outline the conflict process
Describe the five conflict-handling intentions
Contrast distributive and integrative bargaining
Identify the five steps in the negotiation process
Describe cultural differences in negotiations
 What is conflict?

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.
This definition is broad and flexible
Conflict resulted from:
 Poor communication
 Lack of openness
 Failure to respond to employee needs
 Transitions in Conflict Thought

The traditional view

 All conflict is harmful and must be avoided
The human relations view
 Conflict is natural and inevitable in any group –
accept it
The interactionist view
 It is a positive force and absolutely necessary for a
group to perform effectively
Functional vs. Dysfunctional Conflict

Functional 
= supports the goals of the group
and improves its performance
Dysfunctional 
= hinders group performance
 Types of conflict

Task conflict
= occur over content and goals of the group
Relationship conflict
= interpersonal relationships
Process conflict
= how work gets done
 The conflict process

 Stage 1: Potential opposition or incompatibility

(communication, structure, personal variables)
    Stage 2: Cognition & Personalization (perceived
conflict, felt conflict)
 Stage 3: Intentions (competing, collaborating,
avoiding, accommodating, compromising)
    Stage 4: Behavior (Party “A’s” behavior & Party
“B’s reaction)
    Stage 5: Outcomes (increased or decreased group
performance)
 Negotiation

Negotiation is a process in
which two or more parties
exchange goods or services and
attempt to agree upon the
exchange rate for them
 Bargaining strategies

Distributive bargaining
 (resources are FIXED – a “win – lose”
situation)
Integrative bargaining
(one or more settlements that can create a
“win-win situation)
 Negotiation process

 
Preparation and planning
 BATNA (Best Alternatives To a Negotiated Agreement)
Definition of ground rules
Clarification and justification
Bargaining and problem solving
Closure and implementation
 Issues in Negotiation

 
Personality Traits
Gender Differences
Cultural Differences
Third-Party Negotiations
 Mediators
 Arbitrators
 Conciliators
 Consultants
 Individual Differences in Negotiation Effectiveness

 Personality Traits
– Extroverts and agreeable people weaker at distributive negotiation –
disagreeable introvert is best
– Intelligence is a weak indicator of effectiveness
 Mood and Emotion
– Ability to show anger helps in distributive bargaining
– Positive moods and emotions help integrative bargaining
 Gender
– Men and women negotiate the same way, but may experience
different outcomes
– Women and men take on gender stereotypes in negotiations: tender
and tough
– Women are less likely to negotiate
 Third-Party Negotiations

 Four Basic Third-Party Roles

 Mediator
 A neutral third party who facilitates a negotiated solution by using
reasoning, persuasion, and suggestions for alternatives
 Arbitrator
 A third party to a negotiation who has the authority to dictate an
agreement.
 Conciliator
 A trusted third party who provides an informal communication link
between the negotiator and the opponent
 Consultant
 An impartial third party, skilled in conflict management, who attempts
to facilitate creative problem solving through communication and
analysis
Thank you

ANY QUESTIONS?