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Sales Management EssayIt is any tension which is experienced when cardinal soul perceives that ones needs or desire are likely to be thwarted or frustrated. Eollett simply defines Conflict as, the appearance of difference of opinions, of interest. Features1. Conflict occurs when individuals are not able to choose among the available alternatives courses of actions. 2. Conflict mingled with two individuals implies that they have contrasting perceptions, values and goals. 3. Conflict is a driving process as it indicates a series of events. Each date is made up of a series of interlocking conflict episodes. 4. Conflict must be perceived by the parties to it. If no one is apprised of a conflict, then it is generally agreed that no conflict exists.LEVELS OF CONFLICT1. INTRA-PERSONAL CONFLICT Some conflicts that move behavior in organizations involve the individual alone. It can be of three of types(a) Approach-approach conflict It occurs when a person must choose between tw o substantiating and equally attractive alternatives. An example has to choose between a valued promotion in the organization or a desirable new affair with another firm. (b) Avoidance-avoidance conflict It occurs when a person must choose between two negative and equally unattractive alternatives. An example is being asked either to acquit a job transfer to another t accept in an undesirable location or to have ones employment with an organization terminated.(c) Approach-avoidance conflict It occurs when a person must describe to do something that has both positive and negative consequences. An example is being offered a higher paying job whose responsibilities implicate unwanted demand on ones personal time. 2. INTER-PERSONAL CONFLICT It occurs between two or more individuals who are in opposition to one another. It may be substantive or emotional or both. 3. INTER-GROUP CONFLICT It occurs among members of different teams or groups. 4. INTER-ORGANIZATIONAL CONFLICT It occurs a s the competition and rivalry that characterizes firms operating in the same markets.CONFLICT PROCESSThe process of conflict management has the following steps STAGE 1 POTENTIAL OPPOSITION OR INCOMPATIBILITYThis percentage point concludes the conditions that create opportunities for conflict to arise. The conditions are as follows 1. Communication Communication becomes a source of conflict due to semantic difficulties, misunderstandings, and noise (distortion) in the communication channels. 2. mental synthesis The term structure includes variables such as size, degree of specialization, jurisdictional clarity, member-goal compatibility, leadership styles, reward systems, and the degree of dependence. 3. Personal Variables Personal Variables include individual value systems and record characteristics. Certain personality types lead to potential conflict.STAGE 2 COGNITION AND PERSONALIZATIONAntecedent conditions lead to conflict only when the parties are affected by and aware of it. Conflict is personalized when it is felt and when individuals become emotionally involved.STAGE 3 INTENTIONSThe primary conflict-handling intentions are represented as follows 1.Cooperativeness the degree to which one troupe attempts to reward the other partys concern. 2. Assertiveness the degree to which one party attempts to satisfy his or her own concerns. 3. Competing When one person seeks to satisfy his or her own interests, regardless of the impact on the other parties to the conflict.4. Collaborating When the parties to conflict each desire to fully satisfy the concerns of all parties. 5. Avoiding A person may recognize that a conflict exists and want to withdraw from it or suppress it. 6. Accommodating When one party seeks to appease an opponent, that party is willing to be self-sacrificing. 7. Compromising When each party to the conflict seeks to give up something, sharing occurs, resulting in a compromised outcome.STAGE 4 BEHAVIOURThe behavior stage inclu des the statements, actions and reactions made by the conflicting parties. This conflict behavior s are usually overt attempts to implement each partys intentions.STAGE 5 OUTCOMESOutcome may be utilitarianimproving group performance or dysfunctional. Functional Outcomes are1. Improves the quality of decisions2. Stimulates creativity and innovation.3. Encourages interest.4. Provides the medium through which problems can be solved and tensions released.Dysfunctional Outcomes are1. Undesirable consequences include a retarding of communications.2. Reductions in group cohesiveness.CONFLICT MANAGEMENT APPROACHESThese are two types of conflict management approachesDirect Conflict management approaches in that location are five approaches to direct conflict management. They are based on the relative emphasis on cooperativeness and assertiveness in the relationship between the conflicting parties.They are as follows 1. Avoidance2. Accommodation3. Compromise4. Competition5. CollaborationInd irect Conflict management approachesIt includes reduced interdependence, appeals to common goals, hierarchical referral and alterations in the use of scripts. Hierarchical referral means conflicts are reported to the senior levels to solve.