Conflict and Negotiations

Conflict is simply a disagreement or argument that can occur between two individual, groups of people in an organisation or between an employer and an employee.

Conflict usually occurs when individuals within a group or organization has differences in opinions. When individuals are in a disagreement about something like policies and procedures or even the overall direction of which an organization or company is heading it can become very frustrating. As we all know conflict the process of conflict usually begins when an individual or party has perceived the other part and it has showed a negative impact or will affect something that another party cares about.

A conflict is a disagreement caused by the actual or perceived opposition of needs, values and interests between people; which can vary in intensity from political non-violent activity, to direct action and violence. When a conflict is created an extensive list of geographical impacts follow, including social, political, environmental or even international impacts.

Conflict is a disagreement or argument that arises when individuals have different thoughts and opinions on certain issues. Different factors that lead to conflict include the background or culture you were raised in and whether you have a personal issue that relates to it. Conflict is strengthened and will grow worse if the people it involves do not communicate. Culture is where something comes from or was trained. Organizational culture exists within every business.

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

Conflict, according to Wilmot & Hocker (2011), is defined as an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.

Perceived threat - People respond to the perceived threat, rather than the true threat, facing them. Thus, while perception doesn't become reality per se, people's behaviors, feelings and ongoing responses become modified by that evolving sense of the threat they confront. If we can work to understand the true threat (issues) and develop strategies (solutions) that manage it (agreement), we are acting constructively to manage the conflict.

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

It is a form of struggle between individuals and group. Conflict implies a desire for violence and revenge. It is based on opposition. It is a process of seeking to be obtain rewards by eliminating or weakening the competitors. Parties, which are in conflict, oppose, resist or coerce each other deliberately. Conflict arises when the attention of the competitors is diverted from the object of competition to themselves. In an organizational process, the management has many aspects to consider for a workplace to be successful. One of these things that should not be left unattended is any presence of conflict. Conflict happens when individuals or groups do not meet their needs and when they do not find satisfaction to their own self-interest. Conflict can be internal when the conflict is only with in individual and its external when it’s between two or more individuals. Some people know what they want and would work hard at achieving such goal even to the point of going through conflict. Situations that are triggered by fear, force, sense of fairness and funds create conflict. When there is a difference in background and orientations among employees in working toward a goal, conflict arises. It is the differences of many aspects such as values, attitude, needs, expectations, viewpoints and personalities that cause conflict in an organization but it can be easily resolved when properly dealt with

Conflicts are mostly unintended; a conflict arises whenever individual’s perception, interpretation, action or decision differ from one another. Workplace team conflict occurs when a group and team members have different point of views and choices own preferred ways of accomplishing tasks or goals without considering each member of his/her team.

Conflict is a "state of disharmony brought about by differences of impulses, desires, or tendencies" (Rayeski & Bryant, 1994). Although many people and organizations view conflict as an activity that is usually negative and should be avoided, conflict is a natural result of people working

There are several different processes, ideas, and efforts that go into the overall practices of effective negotiation and conflict resolution. Yet no productive negotiation could be possible without the valuable use of skills. Two types of skills can help a successful negotiator. The first type is hard skills, which are guidelines, strategic measures, or anything that can be copied down onto paper and taught. The second type is soft skills, which are the skills acquired through practicing negotiation that can’t necessarily be taught. To get a better idea of the definition and examples of each type of skill, it is better to discuss them each

Olakunle (2008) identified six classifications of conflict which could be described as interpersonal, intrapersonal, intergroup, intra-group, inter-organisational and inter-organisational conflict. Conflicts rather occurs as a series of conflict events. Besides being an unwelcomed distraction, conflict begins as a minor disagreement or misunderstanding that can rapidly escalate into questioning and challenging about it which in turn, damages relationships, reduces morale and productivity. Ultimately, it is possible conflicts can lead to absenteeism, sabotage and strikes.

Conflict is a problematic situation that occurs between interdependent people who seek different goals or means to those goals. Conflict is inevitable as relationships become closer, more personal, and more interdependent, more conflicts occur, perceived trivial or minor complaints become more significant, and feelings become more intense. Conflict has many definitions (opposing viewpoints, when opponents engage in battle, going against one another in some fashion, incompatibility between the objectives of two or more characters or forces) and approaches (avoiding, accommodating, competing, collaborating, compromising). There are five types of conflict, Value, Relationship, Interest, Data and Structural Conflict. Interpersonal conflict is

Conflict is dissatisfaction or disagreement between one of more individuals. Work conflict is the more difficult to handle because you cannot always walk away from it or not be around the people who are causing it. Conflict usually comes from lack of communication or often time’s