2.  Conflict: conflict is an integral part
of everyday life of an individual or
organization
 According to W.Wrigley
“when two people in
business agree upon a point
one of them is
unnecessary”.

3. MEANING & definition
of conflict
Conflict has been defined in many
ways can be considered as an
 Follet defines “The appearance
expression of hostility, negative
attitudes , aggression , rivalry it is of difference of opinions , of
associated with situations that
involve contradictory interests interests
between two opposing groups
CHUNG & Megginson :
 “ the struggle between
incompatible or struggling
needs ,wishes ,ideas , interests
or people .

4. Features of an
conflict
PONDY identifies 5  Conflict occurs when
stages of ‘conflict
management Latent
individuals are not able to
stage, perceived stage take alternative course of
,Felt stage ,Manifest action
conflict &Conflict
aftermath  Conflict is a dynamic process
as it indicates a series of
events .each series is inter-
linked

5.  THE PROCESS OF
CONFLICT
 Latent conflict
 Perceived conflict
 Felt conflict
 Manifest conflict
 conflict aftermath

6.  LATENT CONLICT
 Latent means exist but not yet
developed.
 Citing Collins “observed that
social life is above all struggle for
For example:
•Competition for scare resources
power and status regardless of the
•Communication barrier type of structure .An inventible
•Divergence of subunit goals and power differential between
•Role ambiguities
groups and between individuals
,produce latent conflict in all
social relations”
 Latent conflict exists whenever
individuals, groups,organisations
or nations have difference.

7.  PERCIEVED CONFLICT
 This is a stage at which members become
aware of a problem
 Incompatibility of needs is perceived and
tension begins as the parties begin to worry
about what will happen.
 Sometimes conflict may be perceived when
latent conditions are not in existence in the
system. Such a situation arises when one party
percieves the other to be likely to frustrate his
or her goals.

8.  FELT CONFLICT
 Emotional involvement in a
conflict creating anxiety,
For tenseness and frustration is
example: known as felt conflict.
In consistency in demand from
the organisation and individual  It is that stage when the conflict
needs may create a conflict
situation. is not only perceived but actually
felt.
 Parties to the conflict feel that
they have some conflict among
themselves. Parties becomes
emotionally involved and begin
to focus on differences of opinion
and opposing interest.

9.  MANIFEST CONFLICT
 This is the stage where conflict
FOR EXAMPLE
becomes visible.
:
If A does not interact with B,it
 In this stage the two parties to
may be either because A and B
are not related in
a conflict show a clear
organizational sense, or
because A has withdrawn a too
conflictful behavior.
stressful relationship, or
because A is drawn away from  In other words the behavior of
the relationship by other
competing demands upon his conflicting parties include the
time.
statements , action and
reaction to each other.

10. CONFLICT AFTERMATH
 If the conflict is merely suppressed but not resolved
the conflict may explode in more serious form until
they are rectified or until the relationship dissolves.
this is called conflict aftermath.
 The conflict is genuinely resolved to the satisfaction of
all participants.
 The basis for more cooperative relationship may be
laid.

11. Preventive measures in conflict management
 Establishing common goals :
The major reason for conflict is the
incompatible goals . This is true in
case of conflict between individuals
and organizations , the basic
measure is to find the cause conflict
 GROUP conflicts can be reduced
using measures of incentive system

12.  Reduction in Interdependence : The main reason for inter-
group conflict is interdependence among them
 It is however understood that physical conflict is resolved through physical
separation but is an false claim
 Physical separation is never an solution as it adds up to space between the
conflicted
 Reduction in shared resource: another solution to
reducing conflict is to minimize the shared resource base
 The best possible solution is making optimum use of resources
 Trust & communication :Trust is optimum. I
 ndividual and group members should be encouraged to
communicate openly

13. NEGOTIATION
Negotiation is an attempt to reach
a satisfactory exchange among or
Negotiation refers to interaction
between the parties with others . It can be defined as a
decision making process among
independent parties who do not
share identical values
Negotiation strategies :
Negotiation and
bargaining are used interchangeably . (a)
Distributive bargaining (b) Integrative
Bargaining

14. Distributive bargaining
 The most identifying feature of distributive bargaining is that it
operates under zero sum conditions . One person wins at the
cost of other .
 When two or more parties negotiate over price , it is known as
distributive bargaining
 Both parties negotiate with their target and resistance points .
They try to get the other party .

15. Integrative Bargaining
 Integrative Bargaining is a win- win strategy where
both the parties win
 Integrative bargaining is preferred to distributive as
the latter has win
 Example “ if we take into consideration an example
when a salesman sells a product he is able to convince
the customer , interactive bargaining require both the
parties to meet an consensus

16. ISSUES IN
NEGOTIATION
Biases prevent people  Biases hindrances in
from negotiating
rationally and getting negotiation process:
the most of that they a. People tend to be overly
can of a situation affected by frame of
presentation of information in a
negotiator
b. People at times assume they will
gain at the loss of other party
c. The judgment of people tend to
be anchored upon irrelevant
information such as initial offer
d. People tend to be overconfident
concerning the likelihood of
attaining outcome that favor the
individuals involved

17. Guide to be a good negotiator
a. Consider and respect the norms of other party
view point
b. Have a well laid down strategy
c. Emphasize on win - win strategy
d. Try and create a climate congenial for both
parties for mutually rewarding relationship
e. Give reasonable concessions to other parties