Essays on Negotiation and Conflict Management Case Study

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The paper 'Negotiation and Conflict Management" is a good example of a management case study. Conflict can be defined as a disagreement between two or more individuals or groups, with each individual or group trying to gain acceptance of its views or objective over others. The conflict situation between the chef and the Assistant Chef falls under personal conflict. Personal conflict is divided into two parts, namely; intra-personal and inter-personal conflicts. In this case, inter-personal was applied since the conflicts were between parties. The factors responsible for this interpersonal conflict are competition, stereotype, different values and exploitive nature of human beings.

For the boss of the local restaurant to manage these conflicts effectively the following strategies were recommended; avoiding, accommodating, competing, compromising and collaborating conflicts. 1.0 Introduction Conflict is an unavoidable aspect of everyday life. It can be defined in many ways and can be considered as an expression of hostility, antagonism, rivalry, negative attitudes and misunderstanding. It is also associated with situations that involve contradictory or irreconcilable interest between two opposing groups. Singh (2008) defines conflict as, “ the struggle between incompatible or struggling needs, wishes, ideas, interests or people.

Conflict arises when individuals or groups encounter goals that both parties cannot obtain satisfactorily. ” According to Jeanty (2011), it can be defined as a disagreement between two or more individuals or groups, with each individual or group trying to gain acceptance of its views or objective over others. Conflicts arise from many sources that can be classified in many ways. For example, personal and organizational role or source, resource, goal and structural are sources of conflict. Alper (2000) has proposed seven main sources of inter-personal and inter-group conflict, namely; concern for self, different goals, resource issues, power issues, different ideologies, varied norms and relationship. Conflict may emerge between two or more individuals who disagree on a matter that threatens their respective needs, values or goals.

How the parties in a disagreement view this threat determines to a great extent how heated the conflict can become. With only so many opportunities and resources available within any social setting, it’ s not uncommon for conflicts to arise. In contrast, when handled effectively, conflict may result in personal growth and create the change needed to improve interpersonal relations overall (Borisoff & Victor, 1999).

The main source of conflict is when an individual perceives someone or something as a threat to some area of his well being. These threats trigger psychological or emotional responses and when this happens, his ability to view and approach the situation in an objective manner is hampered which makes it seem like there is a limited number of solutions to a particular problem (Bhatti, 2014).  

References

Alper S, Tjosvold D & Law (2000), Conflict management, efficacy, and performance in organizational teams Personnel Psychology, 53, 625-642

Borisoff, D., & Victor, D. A. (1989) Conflict management: A communication skills approach. Englewood Cliffs, NJ: Prentice-Hall

Bhatti S (2014) Conflict Management Strategies Retrieved on 9th March 2014 from http://www.buzzle.com/articles/conflict-management-strategies.html

Bulow, A.M.; Kumar, R.(2011)., "Introduction to the special issue on cross cultural negotiations", International Negotiation Journal, Vol.16, pp. 349-359

Consador K (2014) Types of Organizational Conflict Retrieved on 9th March 2014 from http://www.ehow.com/facts_5468214_types-organizational-conflict.html

Jeanty J (2011) what is Conflict? Retrieved on 9th March 2014 from http://www.ehow.com/about_4576718_what-is-conflict.html

Lewicki et al (2007) Conflict and its management Journal of Management, 21, 515-558

Ruble, T. L., & Thomas, K. W. (1996) Support for a two-dimensional model for conflict behavior Organizational Behavior and Human Performance, 16, 143-155

Rahim, M. A. (2002) Toward a theory of managing organizational conflict. The International Journal of Conflict Management, 13, 206-235.

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