Organizational Behavior Ch. 14
Ways to manage functional conflict
-Identifying when there is really a conflict -Encouraging open, frank, discussions focused on interest rather than issues
What are causes of conflict according to the traditionalist view?
-general poor communication between people -lack of openness in the organization -management failure to be responsive to employee needs -management failure to be responsive to employee aspirations
What are the 5 stages of the conflict process?
-potential opposition or incompatibility -cognition and personalization -intentions -behavior -outcomes
What are the 5 steps of the negotiation process?
-preparation and planning -ground rules -clarification & justification -bargaining & problem solving -closure & implementation
What are traditional views of conflict?
1930-40 viewed negatively: violence, distraction, irrationality
What is conflict?
A process that begins when one party perceives another party has or is about to negatively affect something that the first party cares about
Arbitrator
Negotiation who has authority to dictate an agreement
Mediator
Neutral third party who facilitates a negotiated solution
If no one is aware of conflict, it is generally agreed that___/
No conflict exists
Relationship conflict
Focuses on interpersonal relationships
Stage 5 of the conflict process
Increased group performance Decreased group performance *Outcomes
Stage 1 of the conflict process
Lack of communication structure of the situation personality differences, emotion and values
Task conflict is related to positive outcomes when____.
Members share goals and have higher levels of trust
The traditional view of conflict argues that conflict___.
Must be avoided
What is the overall goal of conflict management?
achieving the desired conflict level
Which of the following methods of third-party negotiation always results in a settlement
arbitration
The conflict-handling intention of collaborating is
assertive and cooperative
In which stage of the c/onflict process does conflict become visible
behavior
Conflict management techniques can ____ conflict.
both resolve and stimulate
Which of the following is a conflict-stimulation technique?
bringing in outsiders
The categories of causes or sources of conflict include
communication structure personal variables
Conciliator
Trusted third party who provides an informal communication link between the two
Integrative bargaining
One or more settlements that result in a win win both parties are engaged
____ conflicts are not productive
Workplace
During which phase of the negotiation process do the parties exchange their initial proposals or demands?
definition of ground rules
Which of the following personality types is generally recognized as the best type of distributive negotiator?
disagreeable introvert
___ bargaining is negotiation that seeks to divide a "fixed pie"
distributive
What are the two general approaches to bargaining?
distributive and integrative
Distributive bargaining
diving up a fixed amount stick with the amount of resources bring up a dead line result in a win-lose
The dimension of assertiveness refers to situations ____.
in which one party attempts to satisfy his/her own concerns
The ___ view of conflict argues that conflict is necessary for a group to perform effectively
interactionist
The idea of what a person would like to achieve out of a negotiation is called the ___.
target point
Conflict that relates to the content and goals of work is termed ____ conflict.
task
For process conflict to be productive, it must be
kept low
For task conflict to be productive, it should be
kept low to moderate levels
Integrative bargaining focuses on
long-term relationships
Stage II of the conflict process deals with conflict being ____.
perceived and felt
Stage 2 of the conflict process
perceived conflict- awareness by one or more parties felt conflict- emotional involvement in a conflict that creates anxiety
What are the 3 factors that influence how effectively individuals negotiate
personality mood/emotions gender
The first stage of the conflict process is termed___.
potential opposition or incompatibility
According to the interactionist perspective, a group that functions without conflict is ___.
prone to becoming static and apathetic
Which of the following types of conflict identified by the interactionist view is the least functional and the most damaging to productivity?
relationship
_____ conflicts are almost always dysfunctional?
relationship
High job specialization can lead to ___ conflict.
structural
What is the potential sources of conflicts
too much communication group size and specialization short job tenure too little communication
Negotiations
two or more parties exchange goods or services and attempt to agree upon the exchange rate for them negotiation = bargaining
The conflict-handling intention accommodating is
unassertive and cooperative
The conflict-handling intention of avoiding is
unassertive and uncooperative
Stage 4 of the conflict process
Behavior *Where conflict becomes visible, it is always on a range from "no conflict to anninilatory conflict"
What determines the lowest value acceptable to you for a negotiated agreement?
BATNA
Functional conflict
conflict that supports the goals of the group and improves its performance
Stage 3 of the conflict process
Intentions- decisions to act a given way -competing -collaborating -avoiding -accommodation -compromising
___ perspective focuses on productive conflict resolution starting both before and after the behavioral stage of conflict occurs, in order to minimize the negative effects on the organization
Managed Conflict
Task conflict relates ___ to creativity and innovation but ____ related to routine task
Positively Are NOT
In which stage are conflict issues defined?
cognition and personalization
Which of the following conflict-handling orientations might involve attempting to find a win-win solution
collaborating
What are the five conflict-handling intentions?
collaborating competing accommodating avoiding
What is interactionist view?
conflicts is positive and a necessity for a group to perform, not all conflict is good
Task conflict
conflict over content and goals of the work
Process conflict
conflict over how work gets done
Dysfunctional conflict
conflict that hinders a groups performance
In assessing intentions, cooperativeness is the degree to which ___.
one party attempts to satisfy the other party's concerns