exam3-cont - Chapter 13 I A definition of conflict A...

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Chapter 13 I. A definition of conflict A. Conflict must be perceived by the parties to it: if no one is aware of a conflict, it is generally agreed that no conflict exists B. Two other commonalities the definitions share are opposition or incompatibility, as well as some form of interaction C. Conflict is 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 1. It employs the term process to denote that conflict should be viewed not as an isolated event but with causes, motivations, and resolutions II. Transitions in conflict thought A. The traditional view argues that conflict should be avoided because it indicates a malfunctioning within the group B. The human relations view argues that conflict is a natural and inevitable outcome in any group and that it need not be evil, but rather is has the potential to be a positive force in determining group performance C. The interactionist view proposes not only that conflict can be a positive force in a group by explicitly argues that some conflict is absolutely necessary for a group to perform effectively D. The traditional view 1. Assumes that all conflict is bad 2. Conflict was used synonymously with such terms as violence, destruction, and irrationality to reinforce its negative connotation 3. Prevailed about group behavior in the 1930s and 1940s 4. Conflict was seen as a dysfunctional outcome resulting from poor communication, a lack of openness and trust among people, and the failure of managers to be responsive to the needs and aspirations of their employees E. The human relations view 1. Argued that conflict was a natural occurrence in all groups and organizations 2. Conflict was inevitable advocated acceptance of it 3. It cannot be eliminated and there are times when conflict may benefit a group’s performance 4. Late 1940s through the mid-1970s F. The interactionist view 1. 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
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2. The major contribution of the interactionist view is encouraging group leaders to maintain an ongoing minimum level of conflict- enough to keep the group viable, self-critical, and creative 3. Does not propose that all conflicts are good 4. Some conflicts support the goals of the group and improve its performance these are functional , constructive forms of conflict 5. Conflicts that hinder group performance are dysfunctional or destructive forms of conflict 6. We should consider the type of conflict: a. Task conflict relates to the content and goals of the work - Low to moderate levels of task conflict consistently demonstrate a positive effect on group performance because that stimulates discussion of ideas that helps groups perform better b. Relationship conflict focuses on the interpersonal relationships - Studies demonstrate that relationship conflicts are almost always dysfunctional
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This note was uploaded on 04/26/2009 for the course MAN 336 taught by Professor Edwards during the Spring '08 term at University of Texas.

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exam3-cont - Chapter 13 I A definition of conflict A...

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