S.Y.BBA(3RD SEM.)VIVEKANAND COLLEGE FOR BBA

SURATORGANISATION BEHAVIOUR

PRESENTING BY: PATEL DHARA R. 59 PATEL MILAN R. 73 PATEL MOHMEDTALHA V. 74 PATEL NEHA H. 75 PATEL REENA S. 79 VYAS BIJAL A. 111

Conflict process

DEFINITION OF CONFLICT In a simple word, conflict may be

understood as fight, war, collision or disagreement.

The conflict may be within an individual when there is in-compatibility between his or her own goal and event; may be between two individuals.

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.

Conflict DefinitionConflict DefinitionConflict DefinitionConflict Definition

Positive Positive FeelingsFeelings

Positive Positive FeelingsFeelings

Negative Negative EmotionsEmotions

Negative Negative EmotionsEmotions

THE PROCESS OF CONFLICT Latent conflict Perceived conflict Felt conflict Manifest conflict conflict aftermath

1.LATENT CONFLICT Latent means exist but not yet developed.

Citing Collins, Paul Wehr observed that;

“Social life is above all struggle for power and status regardless of the type of structure. An inventible power differential between groups and between individuals, produce latent conflict in all social relations.”

Latent conflict exists whenever individuals, groups, organizations or nations have difference that the other.

Conflict can be arises when change occurs, a change in organizational direction, a change in personal goal.

For example:

•Competition for scare resources

•Communication barrier

•Divergence of subunit goals and

•Role ambiguities

2. Perceived conflict:

This is the 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 perceives the other to be likely to thwart or frustrate his/her goal.

•FOR EXAMPLE:

“Suppose the production manager hears the marketing manager saying that he requires more sales persons to achieve the set target for the year 2008-09. As the production manager also requires more mechanists to step up production, he perceives the likelihood of a conflict developing between him and the marketing manager. This is because, given the limited resources of organization, if more sales personal are hired, less money will be available to hire more mechanics for the production division.

3.Felt conflict:

“Emotional involvement in a conflict creating anxiety tenseness, frustration and hostility is known as felt conflict.”

It is that stage when the conflict is not only perceived but actually felt and cognized.

Parties to the conflict feel that they have some conflict among themselves.

parties become emotionally involved and begin to focus on differences of opinion and opposing interest – sharpening perceived conflict.

Internal tensions and frustration begin to crystallized around specific, define issues and people begin to build and emotional commitment to their position.

For example:

In consistancy in demand from the organisation and individual needs may create a conflict situation.

4.Manifest conflict:

This is the stage where conflicts become visible.

In this stage the two parties to a conflict so a clear conflictful behaviour.

such as open aggression, apathy, sabotage, withdrawal and perfect obedience to rules.

In other words, the behaviour of conflicting parties includes the statements, action and reaction to each other.

At the recognizational level, strikes, or locks-out are the result.

FOR EXAMPLE:

If A does not interact with B, it may be either because A and B are not related in organizational sense, or because A has withdrawn a too stressful relationship, or because A is drawn away from the relationship by other competing demands upon his time.

5. Conflict aftermath If the conflict is merely suppressed but not

resolved, the latent condition of conflict may be aggravated and explode in more serious form until they are rectified or until the relationship dissolves. This legacy of conflict episode is called “conflict aftermath”.

The conflict is genuinely resolved to the satisfaction of all participants.

The basis for a more co-operative relationship may be laid.

The participants in their drive for a more ordered relationship may focus on latent conflicts not previously perceived and dealt with.

For example:

By making more resources available to the organization. However, a more malevolent environment may precipitate new arises. The development of each episode is determined by a complex combination of the affect of the predicting episode and the environmental milieu.

Conclusion

I conclude that conflict cycle being a continuous process is endless !!!!!........