HRM624 Handouts pdf download | Conflict Management Notes (pdf)

HRM624: Conflict Management

Conflict is an imaginary situation. Our view of the situation determines whether a conflict exists. Conflict can be healthy or unhealthy. Moreover, it should not be taken as a violation of the order. However, there is order in conflict and yet it can be chaotic. HRM624 Handouts pdf

HRM624 Handouts pdf

  Course Category: Management HRM624 Handouts pdf

Course Outline

  • Introduction to conflict, describing the conflict and preconceptions about conflict, 
  • Conflict diagnosis and dispute resolution,
  • Recurrent themes in conflict diagnosis,
  • Sources and causes of conflict,
  • Interest analysis,
  • Assessing the character of the conflict, 
  • Trust and its significance,
  • Assessing impediments to resolving the conflict,
  • Assessing the negotiating style 
  • Assessing power among disputants, 
  • Power, conflict, and BATNA, 
  • Stereotypes, diversity, and conflict, 
  • Mediation, advantages, and disadvantages of mediation, the process of mediation, law, and ethics of mediation, 
  • Arbitration, Nonbinding evaluation, Mixed, and multi-modal dispute resolution, 
  • Power tools and magic keys, 
  • Panchayat, Local government system, and ADR.  HRM624 Handouts pdf


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HRM624 Handouts pdf
HRM624 Handouts pdf


HRM624: Conflict Management


Conflict is a state of opposition, disagreement, or disagreement between two or more people or groups of people. Conflicts are everywhere. Every relationship is in conflict. It is within us. It is right next to us. It is a natural and inevitable part of all human relationships. It occurs at all levels of society – intrapsychic, interpersonal, intragroup, intergroup, international, and international (Sandole & Staroste, 1987).

Conflict is common at all levels of public relations. Some social scientists have given the conflict a bad reputation by linking it to psychopathology, social disorder, and war (Burton, 1990). Conflict is not deviant or sickening behavior. Social scientists need to analyze the extent and nature of the conflict in order to understand this practice.

Mixed and Motive Situations

A state of conflict characterized by a combination of existing interdependence and motivation is called a combination of motivation. In the case of mixed motives, some goals are incompatible, while others complement each other. Almost all conflicts are situations with mixed motives.


The term dispute implies that conflict is seen on one side of the conflict and that incompatibility – with related goals, interests, or needs – is far higher in the minds of those who are involved in the conflict. Conflicts are often accompanied by complaints from behavioral or past events.

Legal Dispute

An argument in which other disputes can be cited as the cause of the action, or as a defense to the action site. Legal Dispute means a dispute over legal rights or legal obligations, which includes but is not limited to any rights or obligations arising under this Employment Agreement; Confidential Information Agreement; any other agreement; any applicable legal or equivalent teaching; any applicable general legal theory; any applicable state, regional or local authority, law, regulation or other legal requirements.

Emotions in Conflict Management

Emotions play an important role in controlling conflict, although only in recent years have its effects been evaluated. Emotions have the potential to play a positive or negative role in communication. During the consultation process, the decision as to whether to resolve it or not depends on the emotional factors. Negative emotions can cause strong and even irrational behavior and can lead to conflicts escalating and ending negotiations, while positive emotions make it easier to reach an agreement and help maximize joint benefits.


HRM624 Handouts Download Here

HRM624: Conflict Management Notes (pdf)