ORGB3 Ch. 13 Conflict

Why are conflict management skills important?

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Structural and personal factors that contribute to conflict

Conflict can be classified into categories: structural factors and personal factors. Structural factors are specialization, interdependence, common resources, goal differences, authority relationships, status inconsistencies and jurisdictional ambiguities. The causes of conflict that arise from individual difference include skills & abilities, personalities, perceptions, values & ethics, emotions, communication barriers and cultural differences.

Difference between functional and dysfunctional conflict & how to diagnose conflict as such

Dysfunctional conflict is an unhealthy, destructive disagreement between two or more people. Functional conflict is a healthy, constructive disagreement between two or more people.

Ineffective vs effective techniques for managing conflict in the workplace

Effective techniques are: appealing to the superordinate goals, expanding resources, changing personnel, changing structure, and confronting and negotiating. Ineffective techniques are: non action, secrecy, administrative orbiting, due process non action, and character assassination.

Distributive bargaining vs integrative negotiation

Integrative negotiation is a negotiation approach in which the parties' goals are not seen as mutually exclusive, but the focus is on both sides achieving their objectives.

Forms of conflict in organizations (e.g., intraorganizational, intergroup, intragroup etc.).

Interorganizational conflict occurs between 2 or more organizations. Intergroup conflict occurs between groups or teams in an organization. Intragroup conflict occurs within groups or teams.

How to manage intrapersonal and interpersonal conflict

Interpersonal conflict occurs between 2 or more individuals. Intrapersonal conflict occurs within an individual.

Identify the 5 styles of conflict management and recognize in what situations each style is most appropriate.

Managers have at their disposal a variety of conflict management styles: avoiding, accommodating, competing, compromising, and collaborating. One way of classifying styles of conflict management is to examine the styles' assertiveness(the extent to which you want your goals met) and cooperativeness(the extent to which you want to see the other party's concerns met).

What kinds of defensive mechanisms do people exhibit in interpersonal conflict?

Negativism: aggressive mechanism in which a person responds with pessimism to any attempt at solving a problem. Rationalization: compromise mechanism characterized by trying to justify one's behavior by constructing bogus reasons for it.