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Conflict & Negotiation

In: Business and Management

Submitted By fakhrulchy
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Conflict and Negotiation

1. What is Conflict?
Conflict is 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. In other words, Conflict is defined as a clash between individuals or group arising out of a difference in thought, process, attitudes, understanding, interests, requirements and even sometimes perceptions. 2. Transitions in Conflict Thought
Traditional View of Conflict: The traditional view of conflict was consistent with the attitudes that prevailed about group behavior in the 1930 and 1940s. The early approach to conflict assumed that all conflict was bad. Conflict was negatively viewed for violence, destruction and irrationally to reinforce its negative connotation. The belief that all conflict is harmful and must be avoided. Conflict resulted from Poor communication, Lack of openness and failure to respond to employee needs.
Human Relations View of Conflict: The human relation view dominated conflict theory from late 1940s through the mid-1970s. This theory argued that conflict was a natural occurrence in all groups and organization. Because conflict was inevitable, the human relations school advocated acceptance of politics.
Interactionist View of Conflict: The belief that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively. The major contribution of the interactionist view is encouraging group leaders to maintain an ongoing minimum level of conflict enough to keep the group viable, self-critical, and creative. 3. Functional conflict versus Dysfunctional conflict Functional/Constructive Conflict | Dysfunctional/Destructive Conflict | Functional/Constructive Conflict supports the goals of the group and improves its performance. |

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