B Conflict Management and negotiation

Conflict is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something the first party cares about. It is a natural outcome of differences in values, goals, and perceptions among individuals or groups.

Withdrawing from conflict when issue is trivial or timing is poor.

The three views are the Traditional view (conflict is harmful and must be avoided), the Human Relations view (conflict is natural and inevitable), and the Interactionist view (some conflict is necessary and beneficial for optimal group performance).

Both parties achieve their core interests and goals satisfactorily.

Functional conflict is constructive conflict that supports the goals of the group and improves its performance. It is also called positive or task conflict and encourages creativity, critical evaluation, and better decision-making.

Setting an initial reference point that influences subsequent negotiation outcomes.

Dysfunctional conflict is destructive conflict that hinders group performance by creating hostility, mistrust, and breakdown in communication. It diverts energy from productive tasks and damages working relationships.

Conflict arising among members within the same team or department.