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Chapter 14: Conflict and Negotiation

The document discusses conflict and negotiation. It defines conflict as occurring when one party perceives that another party has or will negatively impact something they care about. It also discusses different views of conflict, including the traditional view that all conflict is harmful versus the interactionist view that some conflict can be positive and necessary for group performance. The conflict process is described as having five stages: potential opposition, cognition and personalization, intentions, behavior, and outcomes. Negotiation is defined as a process where parties exchange goods or services and try to agree on an exchange rate, and different bargaining strategies like distributive and integrative bargaining are outlined. The negotiation process and roles of third parties like mediators, arbitrators, and concili

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569 views3 pages

Chapter 14: Conflict and Negotiation

The document discusses conflict and negotiation. It defines conflict as occurring when one party perceives that another party has or will negatively impact something they care about. It also discusses different views of conflict, including the traditional view that all conflict is harmful versus the interactionist view that some conflict can be positive and necessary for group performance. The conflict process is described as having five stages: potential opposition, cognition and personalization, intentions, behavior, and outcomes. Negotiation is defined as a process where parties exchange goods or services and try to agree on an exchange rate, and different bargaining strategies like distributive and integrative bargaining are outlined. The negotiation process and roles of third parties like mediators, arbitrators, and concili

Uploaded by

Hezro
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We take content rights seriously. If you suspect this is your content, claim it here.
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Chapter 14: Conflict and Negotiation

A DEFINITION OF CONFLICT

Conflict – a process that begins when one party perceives that another party has negatively affected, or
is about to negatively affect, something that first party cares about

TRANSITIONS IN CONFLICT THOUGHT

The Traditional View of Conflict

Traditional View of Conflict – the belief that all conflict is harmful and must be avoided

The Interactionist View of Conflict

Interactionist View of Conflict – the belief that conflict is not only a positive force in a group but also an
absolute necessity for a group to perform effectively

Functional Conflict – conflict that supports the goals of the group and improves its performance

Dysfunctional Conflict – conflict that hinders group performance

Task Conflict – conflict over content and goals of the work

Relationship Conflict – Conflict based on interpersonal relationships

Process Conflict – conflict over how work gets done

THE CONFLICT PROCESS

Conflict Process – A process that has five stages; potential opposition or incompatibility, cognition and
personalization, intentions, behavior, and outcomes

Stage 1: Potential opposition or Incompatibility

1. Communication
2. Structure
3. Personal Variables

Stage 2: Cognition and Personalization

Perceived Conflict – awareness by one or more parties of the existence of conditions that create
opportunities for conflict to arise

Felt Conflict – emotional involvement in a conflict that creates anxiety, tenseness, frustration, or
hostility

Stage 3: Intentions

Intentions – decisions to act in a given way


1. Competing – a desire to satisfy one’s interests, regardless of the impact on the other party to
the conflict
2. Collaborating – A situation in which the parties to a conflict each desires to satisfy fully the
concerns of all parties
3. Avoiding – the desire to withdraw from or suppress conflict
4. Accommodating – the willingness of one party to a conflict to place the opponent’s interests
above his or her own
5. Compromising – a situation in which each party to a conflict is willing to give up something

Stage 4: Behavior

Conflict management – the use resolution and stimulation techniques to achieve the desired level of
conflict

Stage 5: Outcomes

Functional Outcomes

Dysfunctional Outcome

NEGOTIATION

Negotiation – A process in which two or more parties exchange goods or services and attempt to agree
on the exchange rate for them

Bargaining Strategies

Distributive Bargaining – negotiation that seeks to divide up a fixed amount of resources; a win-lose
situation

Fixed pie – the belief that there is only a set amount of goods or services to be divided up
between the parties

Integrative Bargaining – negotiation that seeks one or more settlements that can create a win-win
situation

The Negotiation Process

1. Preparation and Planning


2. Definition of Ground Rules
3. Clarification and Justification
4. Bargaining and Problem Solving
5. Closure and Implementation

BATNA – the Best Alternative To a Negotiated Agreement; the least the individual should accept

Individual Differences in Negotiation Effectiveness

1. Personality Traits in Negotiation


2. Moods/Emotions in Negotiation
3. Culture in Negotiations
4. Gender Differences in Negotiations

Third Party Negotiations

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

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