Chapter 10

maximization

converts win-win to win-lose.

A _____________ usually involves a single issue - a "fixed-pie" - in which one person gains at the expense of another.

distributive negotiation

puffery

exaggerating the value of what is being given or given up, the importance of issues.

deception

promises or threats, excessive initial demands careless misstatements of facts.

benefits of ADR

reduced indirect legal costs, reduced direct legal costs

climate

represents employees' shared perceptions of policies, practices, and procedures.

contact hypothesis

suggests that the more members of different groups interact, the less inter group conflict they will experience.

uses faster, more user-friendly methods of dispute resolution, instead of traditional, adversarial approaches.

ADP definition

programmed conflict

conflict that raises different opinions regardless f the personal feelings of the managers

conflict states

shared perceptions among members of the team about the intensity of disagreement over either tasks (goals, ideas, performance) or relationships.

obliging

smoothing, if you have this style then you tend to show lowconcern for yourself and a great concern for others.

lies

subject matter includes limits, authority to bargain, time pressures, and available resources.

flexspace

telecommuting, is when policies enable employees to do their work from different locations besides the office.

A certain amount of cohesiveness can turn a group of individuals into a smooth-running team. Too much cohesiveness, however, can breed groupthink because a desire to get along pushes aside critical thinking.

TRUE

A distributive negotiation usually involves a single issue in which one person gains at the expense of another.

TRUE

A major drawback of _________ is that "winning the debate" may overshadow the issue at hand, leading to a less than desired conclusion.

The dialectic method

ADR

alternative dispute resolution

added-value negotiation

an integrative approach to negotiation where the parties work cooperatively to develop a productive long term relationship.

Employees in the US who are suffering from psychological disorders:

are protected by law from workplace discrimination.

dialectic method

calls for managers to foster a structured debate of opposing viewpoints prior to making a decision. time-honored practice.

Functional conflict

can promote learning, self-awareness,and creative problem-solving.

flextime

flexible schedules, either when work is expected to be completed or during which particular hours of the day.

compromising

give-and-take approach with a moderate concern for both self and others.

dominating

have a high concern for self ad low concern for others.

knowing your "hot buttons"

identifying ahead of time what can throw off balance in an negotiation.

personality conflict

interpersonal opposition based on personal dislike or disagreement.

devil's advocacy

involves assigning someone the role of critic. Uncover and air all possible objections to the persons canonization.

incivility

is any form of socially harmful behavior, such as aggression, interpersonal deviance, social undermining, interracial injustice, harassment, abusive supervision, and bullying.

conflict processes

members' interactions aimed at working through task and interpersonal disagreements.

contingency approach

no one style is best for every situation. employees and managers are both well served to apply a contingency approach to conflict-handling styles.

dysfunctional conflict

threatens an organizations interests.

work-family conflict

occurs when the demands or pressures from work and family domains are mutually incompatible.

avoiding

passive withdrawal fromthe problemand active suppression of the issue are common.

integrating

problem solving, interested parties confront the issue and cooperatively identify the problem, generate and weighalternatives, and selectasolution.