Scribd
Upload
1K views13 pages

The Conflict Process

The document outlines a 5 stage model of the conflict process: 1. Potential opposition - factors like communication, structure, and personal variables can lead to conflict 2. Cognition and personalization - awareness of stage 1 conditions causes frustration 3. Intentions - parties intentions can be competing, collaborating, avoiding, accommodating, or compromising 4. Behavior - ranges from annihilatory conflict to overt attacks to minor disagreements 5. Outcomes - on relationships can include increased group cohesiveness or "we-they" attitudes between groups, and outcomes can be functional or dysfunctional

Uploaded by

Vishal Gaonkar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
1K views13 pages

The Conflict Process

The document outlines a 5 stage model of the conflict process: 1. Potential opposition - factors like communication, structure, and personal variables can lead to conflict 2. Cognition and personalization - awareness of stage 1 conditions causes frustration 3. Intentions - parties intentions can be competing, collaborating, avoiding, accommodating, or compromising 4. Behavior - ranges from annihilatory conflict to overt attacks to minor disagreements 5. Outcomes - on relationships can include increased group cohesiveness or "we-they" attitudes between groups, and outcomes can be functional or dysfunctional

Uploaded by

Vishal Gaonkar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

The Conflict Process

Group 2

The Conflict Process

The Conflict Process


Stage 1
Potential Opposition
Factors are present that can lead to conflict
Communication
Structure
Personal variables

The Conflict Process


Stage 2
Cognition and Personalization
Awareness of conditions in stage 1
The conditions cause some sort of frustration

STAGE III: INTENTIONS

STAGE III: Intentions


Competing: assertive and uncooperative, such as
when you strive to achieve your goal at the expense of
the other party achieving his.
Collaborating: assertive and cooperativeintending to
find a winwin solution that makes both parties happy.
Avoiding: unassertive and uncooperative, such as
when you avoid a conflict based on the hope it will just
go away.
Accommodating: unassertive and cooperative, such as
when you give in just to please someone else.
Compromising: mid-range on both assertiveness and
cooperativeness, where the pie is sliced down the
middle

STAGE IV: BEHAVIOR


Annihilatory Conflict

No Conflict

Overt efforts to destroy the other party

Aggressive physical attacks

Threats and Ultimatums

Assertive verbal attacks

Overt questioning or challenging of others

Minor disagreements or misunderstandings

Conflict Management Techniques


Conflict resolution techniques

Problem Solving
Superordinate Goals
Expansion of Resources
Avoidance

Conflict stimulation techniques

Communication
Bringing in Outsiders
Reconstructing the Organisation
Appointing a Devils Advocate

STAGE V: OUTCOMES
The Effects on Relationships
Within groups
Increased group cohesiveness
Emphasis on loyalty
Rise in autocratic leadership
Focus on activity

STAGE V: OUTCOMES
Between groups
we-they attitudes
Distorted perceptions
Decreased communication

Types of Outcomes
Functional Outcomes

Dysfunctional Outcomes

Creating Functional conflict


Managers who accept interactionist view
encourage functional conflict
Acts as counter mechanism and reduces risk
It is tough creating functional conflict due to
Top Management executives are conflict
avoiders

Thank you

You might also like