Organizational Behavior
conﬂict and negotiations
Tomáš Ondráček
ondracek.t@mail.muni.cz
2022
1. TYPES OF CONFLICT
1. types of conﬂict
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1. TYPES OF CONFLICT
conﬂict
conﬂict
Conﬂict is a process that begins when one party believes that
the other party has negatively affected, or will negatively affect,
something that the ﬁrst party cares about.
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1. TYPES OF CONFLICT types of conﬂict by consequence
types of conﬂict by consequence
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1. TYPES OF CONFLICT types of conﬂict by consequence
paradox of conﬂict and decision making
(Amason, 1996: 128)
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1. TYPES OF CONFLICT types of conﬂict by consequence
types of conﬂict: focus
affective conﬂict
Conﬂict that is emotional and focused on personal grievances or
disputes.
cognitive conﬂict
Conﬂict that is task-oriented and focused on critical differences of
parties to choose the best solution to achieve common goals.
(Amason, 1996: 129)
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1. TYPES OF CONFLICT types of conﬂict by consequence
types of conﬂict: consequences
dysfunctional conﬂict
Dysfunctional conﬂict refers to conﬂict that reduces the performance
of the group.
functional conﬂict
Functional conﬂict refers to conﬂict that supports the group’s goals
and enhances its performance.
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1. TYPES OF CONFLICT types of conﬂict by consequence
konﬂikt
A B C
level of conﬂict(low) (high)
unit performance
(low)
(high)
situation
level
of conﬂict
type
of conﬂict
internal characteristics
units
output
units
A low dysfunctional
apathetic
stagnant
unresponsive to change
lacking new ideas
low
B optimal functional
viable
self-critical
innovative
high
C high dysfunctional
disruptive
chaotic
uncooperative
low
Robbins and Judge (2017)
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1. TYPES OF CONFLICT types of conﬂict by content
types of conﬂict by content
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1. TYPES OF CONFLICT types of conﬂict by content
types of conﬂict: contents
task conﬂict
Task conﬂict refers to conﬂict that relates to content and objectives
work.
relationship conﬂict
Relationship conﬂict refers to conﬂict that relates to interpersonal
relationships.
process conﬂict
Process conﬂict refers to conﬂict that relates to the ways in which
and procedures of work.
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1. TYPES OF CONFLICT types of conﬂict by origin
types of conﬂict by origin
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1. TYPES OF CONFLICT types of conﬂict by origin
conﬂict types: place of origin I/II
dyadic conﬂict
Dyadic conﬂict refers to a conﬂict that occurs between two people or
parties.
interpersonal conﬂict
Interpersonal conﬂict refers to a conﬂict that occurs between
different persons.
intrapersonal conﬂict
Intrapersonal conﬂict refers to a conﬂict that occurs within one
person between their attitudes, values, etc.
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1. TYPES OF CONFLICT types of conﬂict by origin
conﬂict types: place of origin II/II
intergroup conﬂict
Interpersonal conﬂict refers to conﬂict that occurs between different
groups or teams.
intragroup conﬂict
Intrapersonal conﬂict refers to conﬂict that occurs within group or
team.
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2. CONFLICT PROCESS
2. conﬂict process
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2. CONFLICT PROCESS
the conﬂict process: a model
Robbins and Judge (2017)
conditions
communication
personal problems
dominated
conﬂict
experienced
conﬂict
intended methods of
conﬂict resolution
competition
collaboration
compromise
avoidance
acommodation
experienced conﬂict
behavior
other reactions
increase group
performance
decrease group
performance
phase I
potential opposition
or incompatibility
phase II
cognition
and personalization
phase III
intentions
phase IV
behaviour
phase V
outputs
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2. CONFLICT PROCESS intention in conﬂict resolution
intention in conﬂict resolution
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2. CONFLICT PROCESS intention in conﬂict resolution
dimensions of intentions in conﬂict
(Thomas, 1992)
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2. CONFLICT PROCESS intention in conﬂict resolution
conﬂict resolution intention I/II
collaborating
Collaboration is a way of approaching conﬂict resolution where each
party in a conﬂict seeks to fully satisfy the needs of all other parties.
compromising
Compromise is a way of approaching conﬂict resolution where each
party in a conﬂict is willing to give up something.
avoiding
Avoidance is a way of approaching conﬂict resolution where the
parties are willing to to withdraw or suppress the conﬂict.
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2. CONFLICT PROCESS intention in conﬂict resolution
conﬂict resolution intention II/II
accomodating
Accomodation is a way of approaching conﬂict resolution where one
party is in a conﬂict is willing to give the interests of the other party
a higher priority than its own their own interests.
competing
Competition is a way of approaching conﬂict resolution in which each
side seeks to satisfy its own interests, regardless of the impact this
has on other parties in the conﬂict.
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2. CONFLICT PROCESS intention in conﬂict resolution
BAR event intensity scale
(Wolf, Yoffe, & Giordano, 2003)
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2. CONFLICT PROCESS options for conﬂict resolution
options for conﬂict resolution
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2. CONFLICT PROCESS options for conﬂict resolution
options for conﬂict resolution
collaborating or problem solving
compromising
smoothing
forcing
withdraw or avoidance
altering
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3. NEGOTIATION
3. negotiation
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3. NEGOTIATION
negotiation
negotiation
Negotiation is a process in which two or more parties exchange goods
and services in an attempt to agree on the price of the exchange.
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3. NEGOTIATION
types of negotiation II/III
distributive bargaining
Distributive bargaining is bargaining in which the parties attempt to
allocate a given amount of resources. It is a win-lose situation.
integrative bargaining
Intergrative bargaining is bargaining in which the parties attempt to
to ﬁnd an agreement or agreements that can create a win-win
(win-win) solution.
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3. NEGOTIATION
types of negotiation II/III
distributive integrative
goal get the most satisfy everyone
motivation win-lose win-win
focus positional interest
interest opposition congruent
sharing low high
duration short long
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3. NEGOTIATION
distributive and integrative negotiation III/III
distributive negotiations
aggressive strategies
anchoring
time pressure
...
integrative action
trust
compromise?
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3. NEGOTIATION negotiation process
negotiation process
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3. NEGOTIATION negotiation process
negotiation process
1. preparation
2. determining the rules
3. clarifying and conﬁrming positions
4. bargaining and problem solving
5. conclusion and implementation
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3. NEGOTIATION negotiation process
salary negotiation model
Marks and Harold (2011)
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3. NEGOTIATION negotiation process
BATNA
The Best Alternative To a Negotiated Agreement (BATNA)
The Best Alternative to a Negotiated Agreement refers to the concept
that, what should be the least possible acceptable outcome of a party
in a negotiation.
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3. NEGOTIATION negotiation and individual differences
negotiation and individual
differences
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3. NEGOTIATION negotiation and individual differences
What inﬂuences negotiation?
personality
emotions
culture
men and women
...
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4. THIRD PARTY
4. third parties
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4. THIRD PARTY
third parties
arbitrator
An arbitrator is a third party in a negotiation who has the authority to
impose the parties to an agreement.
mediator
A mediator is a neutral third party in a negotiation who facilitates
reaching a negotiated solution by using reasoning, persuasion and
offering alternatives.
conciliator
A conciliator is a neutral third party in a negotiation who provides
informal communication link between the negotiator and the
opponent.
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4. THIRD PARTY
negotiation in a social context
reputation
credibility
competence
integrity
relationships
renegotiation
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SUMMARY
SUMMARY
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SUMMARY
fundamentals of conﬂict
good and bad conﬂicts
type of conﬂict
goals (intentions) in conﬂict
conﬂict resolution
third party
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Zdroje I
Amason, A. C. (1996). Distinguishing the effects of functional and dysfunctional conﬂict on strategic decision
making: Resolving a paradox for top management teams. Academy of management journal, 39(1),
123–148.
Marks, M., & Harold, C. (2011). Who asks and who receives in salary negotiation. Journal of Organizational
Behavior, 32(3), 371–394.
Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior. Pearson Education Limited.
Thomas, K. W. (1992). Conﬂict and conﬂict management: Reﬂections and update. Journal of organizational
behavior, 13(3), 265–274.
Wolf, A. T., Yoffe, S. B., & Giordano, M. (2003). International waters: identifying basins at risk. Water policy, 5(1),
29–60.