Conflict And Conflict: Conflict Resolution And Negotiation

•        Cooperation is necessary among system members to keep conflicts going – one person cannot sustain an interaction; the cycle can be changed by one person changing behavior

At the core of all conflict analysis is perception (Wilmot & Hocker, 2011). In interpersonal conflicts, people react as though there are genuinely different goals, there is not enough of some resource, and the other person actually is getting in the way of something prized by the perceiver (Wilmot & Hocker, 2011).

Conflict is an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals (Baker-Brown). A conflict can only exist if both parties are aware of the disagreement (Alder 381). This is known as an expressed struggle. An expressed

As many of us has stated, how we handle conflict determines whether the outcome is a negative or a positive one. Majority of us also stated that if conflict is

Interdependence conflicts: This happens when a person relies on someone else’s co-operation on output or input in order for them to get there job done. An example of this would be if I was late getting a required weekly report on production performance to my boss on time which he needs first thing on a Monday morning to send out to report to the entire business.

A conflict is a situation that occurs when the interests, needs, or values involved parties interfere with each other. It is virtually inevitable in relationships as people fight or struggle over perceived things. Conflict when understood opens

Conflict can be described as a process that begins when an individual perceives that another person is about to or has negatively affected something that is important to him/her. Therefore, the conflict process consists of various stages with the first one being the existence of situations that create enable conflict to arise. The other stages in this process are cognition and personalization, aims, behavior, and results.

Conflict is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals” (Hocker, 1991). There are two basic types of conflicts: substantive and emotional. According to Schermerhorn et.al., substantive conflict is a fundamental disagreement over ends or goals to be pursued and the means for their

Rahim (2011) defined conflict as a social interactive process that involves disagreements or dissension within or between individual, group or organization. Describing conflict as an interactive process does not mean that there are no possibilities of intraindividual conflict. It is clear that at times a person might interact with himself or herself. Although the definition of conflict is varied, there are four elements that commonly describe conflict. First, conflict comprises opposing interests between individuals or group. Second, the opposed interest must be recognized for a conflict to exist between two or more social entities. Third, conflict comprises beliefs by each side. Forth, it is a process that creates out of existing relationships

disagree on how it should be done. This is known as task conflict (Pelled, 1999). To further

Leadership has been a topic that has been researched for a long time in many disciplines. Leadership as a personality focuses on the characteristics of an individual that gives them power to act as leaders. There is leadership as an attribution this approach views leadership as phenomenon that causes group of followers to have outcomes.(Wu et al, 2010, 90).Researchers have used the following approaches to study leadership; they are mainly trait, behavior, power influence, situation and integrative approaches. Trait approaches focuses on the characteristics, values, skill and personality of leaders. Behavior approaches is focused on the leaders behaviors, differentiating between the behavior of ineffective and effective leaders. Integrative approach combines all the approaches to have a holistic picture of the process, outcomes and determinants of leadership. The approach that this paper uses is situational approach that is not leader centered but more on the significance of the context as an influence of leadership. Leaders should be able to choose the leadership quality appropriate to a particular situation.

When humans interact, incompatibility and conflict are often unavoidable. Mismatches and this conflict have caused human beliefs, opinions, and knowledge is different from each other, because of these differences, according to House and Rizzo (1972). In the event of a conflict due to differences in the perception of the activity of interest or namely Winardi (1990) suggested the opposition or conflict is a conflict between the needs and goals of individuals or groups. Conflicts can occur anywhere and at any time, and often can not be avoided so that the individual is required is how to manage the conflict in order not to have a negative impact. According Tjosvold and Tjosvold (1995) in the basics of conflict can be divided into two types, namely the internal conflict and external conflict. Internal conflicts related to what is believed, principles or handle individual life itself. External conflict occurs when dealing with other people and the environment. Rizzo et al. (1972) argued that the causes of the conflict can be grouped into three broad categories, namely: the individual characteristics ie values, attitudes and beliefs, needs and personality, as well as the perceptions and opinions; situational conditions which can encourage the emergence of conflict, namely, the circumstances are interdependent, the need to interact with each other, the need for consensus, differences in status, communication, responsibility, and the regulations are ambiguous; the

As D. Jordan (1996) noted that there were two types of conflict which are defined as; Cognitive conflict C-Type conflict which is seen as the good aspect. And also detrimental and this is defined as affective conflictive (A-Type conflict.

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 "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