Pondy's Model of Organizational Conflict
{"Image DocumentName": "Pondy\u2019s Model of Organizational Conflict", "Image ImageDescription": "Exhibit Stage 1: Latent Conflict. Stage 2: Perceived Conflict. Stage 3: Felt Conflict. Stage 4: Manifest Conflict. Pondy views conflict as a dynamic process that consists of five sequential stages. In the first stage, there is no actual conflict. The potential is there, but latent. The stage of perceived conflict begins when one party\u2014individual or group\u2014becomes aware that its goals are being thwarted by the actions of another party. Each party searches for the origins of the conflict and analyzes the events leading to the conflict. The conflict typically escalates in Stage 2. During the felt conflict stage, the parties develop negative feelings about each other. Cooperation declines in this stage. The significance of the disputed issue is likely to be blown out of proportion. In the stage of manifest conflict, one party decides how to react or deal with the party that it sees as the source of the conflict and both parties try to hurt each other and thwart the other\u2019s goals. Manifest conflict can take many forms. These are listed on the next slide. Managers should try to prevent manifest conflict from becoming dysfunctional. If they cannot prevent the breakdown in communication and coordination, the conflict advances to the final stage of conflict aftermath. Every conflict leaves an aftermath that affects the way both parties perceive and respond to future episodes. Stage 5: Conflict Aftermath. Copyright \u00a9 2012 Pearson Education, Inc. Publishing as Prentice Hall.", "Image XResolution": "37", "Image YResolution": "37", "Image ResolutionUnit": "Pixels/Centimeter", "Image Software": "SlidePlayer", "Image YCbCrPositioning": "Centered"}