Page 200 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes Afterwards, conflict proceeds through the following five stages (Figure 8.2 illustrates the five
stages of conflict):
Stage 1: Latent conflict
Stage 2: Perceived conflict

Stage 3: Felt conflict
Stage 4: Manifest conflict
Stage 5: Conflict outcome
Stage 1: Latent Conflict

When two or more parties need one another to achieve the desired objectives, there is
potential for conflict. Other antecedents of conflict, such as interdependence, separate goals
and ambiguity of responsibility, do not automatically create conflicts. Conflict can be caused
by a change in organizational direction, a change in personal goals, and assignment of a new
project to an already overloaded workforce or an unexpected occurrence such as a promised
salary increase that does not happen.

Figure 8.2: Stages of Conflict

Latent Perceived Felt Manifest
conflict conflict conflict conflict

Conflict
outcome

Stage 2: Perceived Conflict

This is the point at which team members become aware of the problem. Incompatibility of
needs is perceived, and tension begins because the concerned parties begin to worry about
what will happen. At this point, however, the concerned parties do not feel that anything
they care about is actually being overtly threatened.

Stage 3: Felt Conflict
Here, the concerned parties become emotionally involved and begin to focus on differences
of opinions and opposing interests, highlighting perceived conflict. Internal tensions and
frustrations begin to crystallize around specific deferred issues, and people begin to build
emotional commitments to their particular position. The types of emotions experienced are
important because negative emotions produce low trust and negative perceptions of the
other party’s position. Positive feelings can contribute to a balanced view of the situation
and to collaborative endeavours.

Stage 4: Manifest Conflict
The obvious display of conflict occurs when the opposing parties plan and act accordingly
to achieve their own objectives and frustrate the other’s objective. Actions can range from
minor disagreements, questioning, and challenging at one end of the conflict-intensity
continuum to verbal attacks, threats, ultimatums, physical attacks, and even efforts to destroy
the other party at the other end.

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