I. Potential Antagonism
The first stage is the presence of antecedent conditions that create opportunities for conflict to arise.


II. Cognition & personalization
The antecedent conditions must be perceived as threatening if conflict is to develop. The to https://syanetsugaiheki.com/situation may be ignored if it is seen as minimally threatening. III. Conflictive & Conflict

III. Management Behavior
Manifest behavior is the action resulting from perceived &/or felt conflict. At this stage, a conscious attempt is made by one party to block the goal achievement of the other party. Such behavior may range from subtle, indirect & highly controlled forms of interference to more open forms of aggressive behavior like strikes, riots & war.

IV. Aftermath
The interplay between different forms of overt conflict behavior & conflict handling strategies of stimulation or resolution influence the consequences. These consequences (in terms of performance of the group , the level of satisfaction & quality of relationship in the involved parties, change of parties, change of structure & policies , etc. )In turn influence the antecedent conditions & probability of future conflict. Sometimes, the aftermath sows the seeds of yet another conflict episode in which case the entire process is repeated.



As we know conflict may occur between two individuals, as in the case of superior vs. subordinate, between two HODs, etc. Groups may be drawn into conflict with each other on the basis of performance, importance to a particular group and in general the union- management rivalries. Conflict can also occur within an individual as in situations of dilemma of choice, vividly characterized by phrases such as ‘between the devil and the deep blue sea’ or ‘caught on the horns of a dilemma’. F