MGMT 2103 Exam 2 (Ch 14, 15, 16, 17, 18)

What does knowing the common causes of workplace conflict help managers do?

-Anticipate conflict -Take steps to resolve conflict if it becomes dysfunctional

What do rational model of decision making decisions demonstrate?

-Excellent Logic -Promote organizations best interest

What are the set of highly desirable conditions used when optimizing?

-Having complete information -Leaving emotions out of decision-making process -Honestly and accurately evaluating all alternatives -Having an abundant and accessible time and resources -Having people willing to implement and support decisions

What are the 2 nonrational models of decision making?

-Normative model -Intuition model

What are the common forms of conflict?

-Personality -Intergroup

What are the two ways of thinking?

-System 1 -System 2

Forms of socially harmful behaviors:

1. Aggression 2. Interpersonal Deviance 3. Social undermining 4. Interactional injustice 5. Harassment 6. Abusive supervision 7. Bullying

Who can the collaborative, interest-based approach be applied between?

1. Between 2 or more individuals 2. Between an individual and group 3. Between 2 or more groups

3 desired outcomes of conflict management

1. Change 2. Goal alignment 3. Innovation

What is functional conflict characterized by?

1. Consultative interactions 2. Focus on the issues 3. Mutual respect 4. Useful give and take

How to solve/handle intergroup conflict

1. Contact hypothesis 2. Creation of a psychologically safe climates

What assumptions do the nonrational models of decision making build on?

1. Decision making is uncertain 2. Decision makers do not possess complete information 3. Managers struggle to make optimal decisions

Steps of applying a collaborative interest-based approach:

1. Define and frame issue in terms of parties interests 2. Explain the respective interests (listen, learn, share) 3. Explore expanding the pie (create value- dont claim it) 4. Generate options 5. Evaluate options in light of interests from step 1 6. Choose option that best meets interests described 7. Develop and agree on a plan of implementation

What do psychological safety climates help improve?

1. Employee turnover 2. Safe work behaviors 3. Job satisfaction

What happens when conflict escaltes?

1. Exchanges intensify 2. Conflicting parties turn to destructive/negative attacks

How to foster a climate for psychological safety

1. Frame work as a learning problem, not performance problem 2. Practice inclusive leadership 3. Model curiosity and ask many questions 4. Celebrate and reinforce risk taking and differences

Characteristics of compromising

1. Give and take approach 2. Moderate concern for self and others 3. Appropriate when parties have opposite goals/possess equal power

Characteristics of dominating

1. High concern for self, low concern for others 2. "I win, you lose" tactic 3. Other parties needs are ignored 4. Often called forcing

What are the 4 stages in rational decision making?

1. Identify the problem or opportunity 2. Generate alternative solutions 3. Evaluate alternatives and select a solution 4. Implement and evaluate the solution chosen

5 tips for managing emotions in the negotiation process:

1. Identify your ideal emotions 2. Manage your emotions 3. Know your hot buttons 4. Keep your balance 5. Identify takeaway emotions

What does a psychological safety climate result in?

1. Increased team activity 2. Less conflict within/between teams 3. Higher individual performance 4. Higher team performance

The most frequent styles of conflict handling

1. Integrating 2. Obliging 3. Dominating 4. Avoiding 5. Compromising

What questions should you consider within Stage 3?

1. Is it ethical? 2. Is it feasible? 3. Will it remove causes and solve the problem?

Factors to consider in all negotiations:

1. Know who you are 2. Manage outcome expectations 3. Consider other persons outcome 4. Adhere to standards of justice 5. Remember your reputation

What might conflict manifest at work?

1. Lack of cooperation 2. exclusion 3. Insults 4. Bullying 5. Anger 6. Many other behaviors/emotions

What are the negative affects of work-life conflict?

1. Lower job satisfaction 2. Lower career satisfaction 3. Job performance 4. Marital/Family satisfaction

What desirable outcomes can functional conflict foster?

1. Open-mindedness 2. Increased understanding 3. Strengthened relationships 4. Innovation 5. Accelerated growth

Characteristics of avoiding

1. Passive withdrawal from problem 2. Active suppression of issue

What does contact hypothesis help focus on?

1. Perceived security 2. Quality of interactions

Common causes of workplace conflict

1. Personality differences 2. Irritating workplace behaviors 3. Unmet needs at work 4. Perceived inequities of resources and policies 5. Unclear roles and responsibilities 6. Competing responsibilities 7. Change 8. Poor Management 9. Poor Communication (including none at all) 10. Differences in methods for doing work

What are the 3 benefits of trying to follow a rational process as closely as is realistically possible?

1. Quality 2. Transparency 3. Responsibility

Two principal forms of sexual harassment:

1. Quid pro-quo 2. Hostile work environment

Protected classes

1. Race 2. Gender 3. Religion 4. Pregnancy 5. Age 6. Disability

The hope is that the interaction (contact hypothesis) will ...

1. Reduce stereotyping 2. Diminish differences

Undesireable outcomes of conflict...

1. Reduced productivity 2. Project failure 3. Stress 4. Damaged reputations 5. Termination

What are the 3 key decision-making blunders within Stage 2?

1. Rushing to judgement 2. Selecting readily available ideas oe solutions 3. Making poor allocation of resources to study alternate solutions

What do common negotiations occur over?

1. Salary 2. Flextime 3. Hours 4. Job location

Characteristics of obliging

1. Show low concern for yourself, and a great concern for others 2. Tend to minimize differences 3. Tend to highlight similarities to please other party

What are employees more likely to do when they feel psychologically safe?

1. Speak up 2. Present ideas 3. Take disagreements personally

Common warning signs of conflict escalation

1. Tactics change 2. Number of issues grows 3. Issues move from specific to general 4. Number of parties grows 5. Goals change

What do management experts believe all conflict ultimately does?

1. Threatens management's authority 2. Reduces productivity Should be avoided or quickly resolved

3 ways bullying is differen tfrom other forms of incivility:

1. Usually evident to others 2. Affects those who aren't bullied 3. Has group-level implications

Common reasons people avoid conflict

1. We are social 2. It's stressful 3. Agreeableness is rewarded 4. Backlash

Define negotiation

A give-and-take decision making process between two or more parties with different preferences.

To be illegal, workplace behavior must be related to/target

A member of a protected class.

What does a psychological safety climate represent?

A shared belief among team members that it is safe to engage in risky behaviors without retribution or negative consequences.

What is opportunity?

A situation in which results that exceed goals and expectations are possible.

System 2 way of thinking:

Analytical and conscious thought

Define incivility.

Any form of socially harmful behavior.

What does the individual assigned the devil's advocate identify?

Any potential shortcomings in the proposal.

Why stress causes us to avoid conflict

Avoiding conflict in the immediate term may reduce stress

What kind of consequences might conflict result in?

BOTH positive and negative

What is a primary reason we study and manage conflict?

Because of its costs due to: 1. Absenteeism 2. Turnover 3. Unionization 4. Litigation

Why is dealing with personality conflicts particularly troublesome?

Because personality traits are stable and resistant to change

What is the approach of integrative negotiation?

Collaborative and problem solving

Define distributive negotiation.

Concerns a single issue ("fixed pie") in which one person gains at the expense of another.

Define intergroup conflict

Conflict among work groups, teams, departments, and organizations

Why agreeableness being rewarded causes us to avoid conflict

Conflict is rarely rewarded, and it comes alongside undesirable consequences or punishments.

Why backlash causes us to avoid conflict

Conflicts strain relationships, and if you have conflict with a coworker can be miserable if you work with them everyday

Describe how to make goal alignment an outcome of conflict management

Confronting incongruent objectives

What is functional conflict commonly referred to as?

Constructive/cooperative conflict

Change and innovation are described as...

Cousins

Preparation is ______________ to effective negotiations

Critical

What are work-life conflicts linked to?

Declines in emotional and physical health and lead to substance abuse.

What do people feel comfortable doing during functional conflict?

Disagreeing and presenting opposing views

Define dysfunctional conflict

Disagreements that threaten or diminish an organization's interests

Define harassment.

Discrimination based on a protected class that becomes illegal when it threatens your employment or is considered intimidation, hostile, or abusive.

What is intergroup conflict a threat to?

Effectiveness across organizational levels

Personality conflicts can...

Escalate if not addressed.

A lack of ___________ is a major source of conflict at work...

Fairness (perceived or real)

Difference between functional and dysfunctional conflict:

Functional conflict results in potential benefits, while dysfunctional conflict lacks these beneficial factors.

What do the nonrational models of decision making explain?

How managers ACTUALLY make decisions.

What does the rational model of decision making explain?

How managers SHOULD make decisions.

Describe how to make change an outcome of conflict management

Identify positive elements in various parties views and find a new, different, better way forward

Decision making entails...

Identifying and choosing from among alternative solutions that lead to a desired state of affairs.

Personality conflicts are....

Inevitable

Conflict is...

Inevitable, must learn to live with it

Characteristics of integrating

Interested parties confront the issue and... 1. Cooperatively identify it 2. Generate and weigh alternatives 3. Select a solution

Define personality conflicts

Interpersonal opposition based on personal dislike or disagreement.

System 1 way of thinking:

Intuitive and largely unconscious thought

Dialectic method

Involves a structured dialogue or debate of opposing viewpoints prior to making a decision.

What does incivility being insidious mean?

It often happens in the background without notice until it accumulates/escalates and causes others to be involved

What is an example of nonrational decision making?

Making the choice to text while driving.

What does the rational model of decision making assume?

Managers are completely objective and possess all information for their decisions.

Appropriate types/levels of conflict energize people to...

Move in constructive directions

Define integrative negotiation.

Numerous interests are considered, resulting in an agreement that is satisfactory for both parties.

What do both personality and intergroup conflicts cause?

Numerous undesirable outcomes across levels of organizing framework for OB

Define work-life conflict

Perception that expectations and demands between work and nonwork roles are mutually incompatible

What is the collaborative, interest-based approach explicitly based on?

Porblem solving

What are decision-makers encouraged to do in Stage 2?

Slow down and use system 2 thinking when making decisions

What does optimizing mean?

Solving problems by producing the best possible solution based on a set of highly desirable conditions.

What system of thinking is needed to effectively work through Stage 4?

System 2 thinking

Define conflict

The energy created by the perceived gap between what we want and what we're experiencing

What does contact hypothesis suggest?

The more members of different groups interact, the less intergroup conflict they will experience.

What is it safe/wise to assume about all forms of conflict at work?

They are underreported

Why do work-life conflicts matter?

They can negatively affect important outcomes in the organizing framework and larger life.

Define bullying

Unwelcomed behavior that occurs over a period of time and is meant to harm someone who feels powerless to respond.

Why being social causes us to avoid conflict

We prefer not to cause or engage in tensions with others since we function better without conflict.

Describe when innovation might be an outcome of conflict management

When conflict generates new and more effective processes, products, mindsets

What is the approach of a distributive negotiation?

Win-Lose