Conflict and negotiation in the

workplace
nama dgn std id
Ikut ko la nk ltak gmbr ke x

MUHAMMAD FAIZ BIN NORRULHISAM 2013440344
AHMAD AMIRUL BIN AZMAN 2013887054


Conflict defined
Is Conflict Good or Bad?:
Pre 1970s View
Historically, experts viewed
conflict as dysfunctional
Undermined relations
Wasted human energy
More job dissatisfaction,
turnover, stress
Less productivity, information
sharing
Level of conflict
C
o
n
f
l
i
c
t

o
u
t
c
o
m
e
s

Bad
Good
Low High
0
Is Conflict Good or Bad?:
1970s-1990s View
1970s to 1990s belief in an
optimal level of conflict
Some level of conflict is good
because:
Energizes debate
Reexamine assumptions
Improves responsiveness to
external environment
Increases team cohesion
Level of conflict
C
o
n
f
l
i
c
t

o
u
t
c
o
m
e
s

Bad
Good
Low High
0
Optimal
conflict
Conflict process
Task vs Relationship Conflict
Task conflict: conflict
due to disagreements
about how a task should
be accomplished
Relationship conflict:
Conflict due to
differences in personal
values, individuals styles
and personality
Team satisfaction and performance decrease as either task or
relationship conflict increase
Interest vs Right Based Frame
Interest-Based Right-Based
On issues Focus On personal right
Through problem solving
discussion
Resolve difference Through threats to protect
rights
Respect other point of view Consideration Low consideration to other
Low tendency to generate
relationship conflict
Conflict tendency High tendency to generate
relationship conflict
Structural Sources of Conflict
Incompatible goals
Interdependence Differentiation
Scarce resources
Communication
problems
Ambiguous
rules
One partys goal perceived to
interfere with others goal
Parties more likely to
interfere with each other
Motivates competition for
the resource
-Create uncertainty, threaten goals
-Without rules, people rely on politics
-increase stereotyping
-reduce motivation to communicate
Individual Differences in Conflict
Conflict
orientation
Personal goal
and priorities
Emotional
intelligence
Win-win orientation
-belief that parties will find
a mutually beneficial
solution
Win-lose orientation
-belief that one
partys gain in the
others loss
Influences best conflict handling styles
A
s
s
e
r
t
i
v
e
n
e
s
s

Cooperativeness
Forcing
Problem-solving
Yielding
High
Low
High
Five Conflict Handling Styles
Conflict Handling
Contingencies
Other party takes
advantage of information
Relationship conflict,
long term relations
Sub-optimal solution where
mutual gains are possible
Increase others expectations;
imperfect solution
Doesnt resolve
conflict, frustration
Interest are not perfectly opposing
Parties have trust/openness
Issues are complex
You have deep conviction about your
position
Quick resolution required
Other party would take advantage of
cooperation
Parties have equal power
Quick solution is required
Parties lack trust/openness
Other party has much more power
Issues is much less important to
you than other party
Value/logic of your position is
imperfect
Conflict is emotionally charged
Conflict resolution cost is higher
than benefits
Resolving Conflict Through Negotiation
Need to consider:
-desires outcomes
-tactics
-deal design
-negotiation scope
Assessing Power
-Consider alternatives
-Skills
Setting Limits:
-Target point
-Resistance point
Negotiating Fundamentals
Target Point
-the best possible outcome
that individual can hopes
Resistance Point
-the worst outcome that
individual is prepared to accept
Negotiating Ethically

Avoid:
Misrepresentation
False promise
Attacking an opponents network
Inappropriate information gathering
Strategic misrepresentation of positive or negative emotions
Organizational Approaches to Conflict Resolution
Divide shared
resources
Combine tasks
Use buffers
Employees
appreciate each
others view
Relates to contact
hypothesis
Remove source of
different values and
beliefs
Emphasize common
objective rather than
conflicting sub-goals
Reduce goal
incompatibility and
differentiation
Emphasizing
superordinate
goals
Reducing values
differences
Reducing
interdependence
Improving
communication
/understanding
Cont.
An orderly process of
third-party dispute
resolution, typically
including mediation
followed by arbitration
Norms that encourage
openness
Norms that discourage
negative emotions
Norms that encourage
positive diffusion tactics
Clarify resource
distribution
Change
interdependence
Duplicate resources
Increasing
resources
Clarifying
rules and
procedures
Alternative
dispute
resolution
Establishing
a positive
climate
Summary
Moderate conflict can be effective
The conflict process model begins with the
five structural sources of conflict
The current perspective on conflict involves
distinguishing task from relationship conflict
There are several conflict handling styles:
problem solving, forcing, avoiding, yielding
and comprising. People who use problem
solving have a win-win orientation.
Ada 3 group nnti
Ada 4 game
1
st
crossword puzzle- ada 7 soalan satu team jwb 2
soalanni utk yg bhgn mula2..ko buat game yg ni..aq mls nk
pk soalanni tokei nye part..slide 1-5
No 2 lat tali lat..yg mng akn jwb soalan..ni adik slide 6-9..
No 3 elimination game..kt sini slh jwb tolak markah..ni aq
amik..slide 10-12
No 4 final sprint..kt sini 2 team yg lyak je blh main..ni part
ko..slide 13-16
Aq nk msukkn video tp xtwu nk ltak mana..mmti aq pk kn
Hadiah nnti aq bli..ko balutkn..korg kua duit utk photostat
bnde ni je..buat student copy mcm eko dulu..blank kn sikit2