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Chapter 15 - Conflict and Negotiation - BB

Chapter 15 - Conflict and Negotiation - BB - Chapter...

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Conflict and Negotiation Chapter FIFTEEN
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Conflict Conflict Defined A process that begins when one party perceives that  another party has negatively affected, or is about to  negatively affect, something that the first party cares  about. Is that point in an ongoing activity when an interaction “crosses over” to become an interparty conflict. Encompasses a wide range of conflicts that people  experience in organizations Incompatibility of goals Differences over interpretations of facts Disagreements based on behavioral expectations
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Transitions in Conflict Thought Causes: Poor communication Lack of openness Failure to respond to employee needs Traditional View of Conflict The belief that all conflict is harmful and must be  avoided.
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Transitions in Conflict Thought (cont’d) Human Relations View of Conflict The belief that conflict is a natural and inevitable  outcome in any group. Interactionist View of Conflict The belief that conflict is not only a positive force in a  group but that it is absolutely necessary for a group to  perform effectively.
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Functional versus Dysfunctional Conflict Functional Conflict Conflict that supports the goals of  the group and improves its  performance. Dysfunctional Conflict Conflict that hinders  group performance. (Negative) (Positive)
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The Conflict Process E X H I B I T 15–1
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Stage I: Potential Opposition or Incompatibility Communication Semantic difficulties, misunderstandings, and “noise” Structure Size and specialization of jobs Jurisdictional clarity/ambiguity Member/goal incompatibility Leadership styles (close or participative) Reward systems (win-lose) Dependence/interdependence of groups Personal Variables Differing individual value systems Personality types
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Stage II: Cognition and Personalization Positive Feelings Positive Feelings Negative Emotions Conflict Definition Conflict Definition Perceived Conflict Awareness by one or more  parties of the existence of  conditions that create  opportunities for conflict to  arise. Felt Conflict Emotional involvement in a  conflict creating anxiety,  tenseness, frustration, or  hostility.
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Stage III: Intentions Cooperativeness: Attempting to satisfy the other party’s concerns. Assertiveness: Attempting to satisfy one’s own concerns. Intentions Decisions to act in a given way.
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Dimensions of Conflict-Handling Intentions E X H I B I T 15-2 Source: K. Thomas, “Conflict and Negotiation Processes in Organizations,” in M.D. Dunnette and L.M. Hough (eds.), Handbook of Industrial and Organizational Psychology , 2nd ed., vol. 3 (Palo Alto, CA: Consulting Psychologists Press, 1992), p. 668. With permission.
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