week 11 readings - Week 11 Readings Chapter 14 A Definition...

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Week 11 Readings Chapters 14, 15 Chapter 14 A Definition of Conflict Conflict : 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. Examples: incompatibility of goals, differences over interpretations of facts, disagreements based on behavioral expectations, and the like. Transitions in Conflict Thought Traditional View of Conflict : the belief that all conflict is harmful and must be avoided. Human Relations View of Conflict : the belief that conflict is a natural and inevitable outcome in any group. It has the potential to be positive force in determining group performance. 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. The Traditional View Conflict was viewed negatively, and it was used synonymously with violence, destruction, and irrationality to reinforce its negative connotation. Consistent with the values in the 1930s and 1940s. Conflict was seen as a dysfunctional outcome resulting from poor communication, a lack of openness and trust between people, and the failure of managers to be responsive to the needs and aspirations of their employees. The Human Relations View Conflict cannot be eliminated, and there are even times when conflict may benefit a group’s performance. Dominated from 1940s through 1970s. The Interactionist View Encourages conflict on the grounds that a harmonious, peaceful, tranquil, and cooperative group is prone to becoming static, apathetic, and nonresponsive to needs for change and innovation. Encourages group leaders to maintain an ongoing minimum level of conflict—enough to keep the group viable, self-critical, and creative. Whether conflict is good or bad depends on the type of conflict. 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. To distinguish between the two, you need to define the type of conflict. Task Conflict : conflicts over content and goals of the work. Low to moderate levels of conflict demonstrate a positive effect on group performance. Relationship Conflict : conflict based on interpersonal relationships. Almost always dysfunctional.
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The friction and interpersonal hostilities inherent in relationship conflicts increase personality clashes and decrease mutual understanding, which hinders the completion of organizational tasks. Process Conflict : Conflict over how work gets done. To be functional, the level of conflict must be kept low.
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