Conflict

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NANCHANG UNIVERSITY
CHINA
MANAGEMENT BUSINESS ADMINISTRATION

SUBJECT:
ORGANIZATIONAL BEHAVIOR

TOPIC:
CONFLICT AND NEGOTIATION

STUDENT:
ALBERTO J. GONZALEZ P.

PROFESSOR:
MR. DENNIS FRANK

DATE:
06/ 06 / 2011

Introduction

In the 60 and 70, employees had clearly marked their working hours were specifically for 8 to 9 hours. Today does not remain the same for the currentworkforce.
Employees today, almost can not cover the difference between working hours with the hours where there is no work; employees increasingly recognized that the work is infringing on their personal lives and they are not happy. Therefore, this has created that people have personal conflicts and stress more easily.
However, as human beings, we know we can not live all the time in conflictand stress, this leads us to recognize certain errors we see in our work and personal life and try to do something to solve them. that's why we try to negotiate and reach an agreement between people to allow good interaction with almost everyone in groups and organizations.
This paper will deals with conflicts and negotiations.

Defining Conflict
Despite various definitions of conflict, aftertaking into account the most important definitions, we define conflict as the process that begins when one party perceives that another party is affecting or will negatively affect something the first part cares about.
Differentiating Between the Traditional, Human Relations and Interactionist Views of Conflict.
Schools of thought have different ways of seeing the conflict, the traditional viewtells us that conflict is bad and we must avoid at all costs because it can cause malfunction of the groups, in terms of human relations tells us, that conflicts are natural in our lives and also are inevitable, rather than something disastrous for a group, may have the potential to improve the performance of the group, the last thought is the interactionist perspective, which argues that someconflicts are extremely necessary for a group to have effective performance.
Certainly for us, all conflicts are bad, the traditional view is that most people use to assess conflict situations, says that the conflict is synonymous with violence, destruction and irrationality, is said to be avoided as it leads to a dysfunctional group, resulting from poor communication, lack of confidence andfreedom to talk to people, it is said that disputes should be avoided and that need to pay attention to what is causing the conflict and corrected to improve the functioning of the group.

The point of view of human relations said that the conflicts can not be eliminated, and even there are times when conflicts can be beneficial for the performance of a group; but not until we talk about theinteractionist perspective which encourages the use of a minimum level of conflict to keep the group viable, self critical and creative. But the interactionist perspective does not suggest that all conflicts are good, we should know the difference between the functional and dysfunctional conflict, for this we must look at the types of conflicts that are three listed: task related to the content and goalsof the work, relationship focuses on interpersonal relationships and process relates to how the work gets done.
Once you know the three types of conflicts, we identify the conflict focuses on interpersonal relationships are almost always dysfunctional because always clashes of personality occur and this leads to a decrease the mutual understanding, making it difficult to work conclusion
.
TheConflict Process
The conflict process has five stages: potential opposition or incompatibility, cognition and personalization, intentions, behavior and outcome.
Stage one. Opposition or potential incompatibility: they are the conditions that open the opportunity for conflict arises. Does not lead to it but we need this condition arises. The root causes of conflict may be in communication...
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