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Unformatted text preview: BADM 066 Organizational Behavior Topic Outline and Learning Objectives Conflict and Negotiation Related Chapters: Chapter 13 1. Conflict 1.1. Define conflict- 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. 1.2. Distinguish between functional and dysfunctional conflict 1.2.1. Functional- -constructive forms of conflict. 1.2.2. Dysfunctional- destructive forms of conflict- bad conflict- usually relationship conflict 18.104.22.168. Personal- not focused on the task or issue but the person 22.214.171.124. Rooted in anger, personal friction, tension 1.3. Describe how type of conflict, amount of conflict and trust climate in the team relates to the emergence of functional or dysfunctional conflict- used to determine if conflict is good or bad 1.3.1. Types of Conflict 126.96.36.199. Relationship- focuses on interpersonal relationships- almost always dysfunctional 188.8.131.52. Task- relates to content and goals of work- ok if functional 184.108.40.206. Process- Relates to how work gets done (how its organized)- ok if functional 1.3.2. Amount of conflict- relative low process, low to moderate task= good/functional 1.3.3. Trust 220.127.116.11. Low trust- as soon as disagreements arise and question your motives- cant handle a lot of low trust 18.104.22.168. High Trust- You have my best interests at heart, eventually have tipping point 1.4. Describe factors that can trigger conflict 1.4.1. Communication ( EASIEST TO ADDRESS) 22.214.171.124. Misunderstandings, insufficient exchange of information, dont communicate enouht, sometimes wed rather not communicate 1.4.2. Environment 126.96.36.199. Physical (they are too close, physical lay out of work) , politics 1.4.3. Structure 188.8.131.52. Incompatible goals/rewards, task, competition for shared resources, unclear roles/responsibilities, not sure where jobs overlap, way we set up our own work 1.4.4. Relationship Variables- personal 184.108.40.206. Past history, relationship between people involved 220.127.116.11. Negative relationship history 1.4.5. Differentiation (MORE DIFFICULT TO ADDRESS AND RESOLVE) 18.104.22.168. Factors related to personal differences, e.g., personality, values/beliefs, culture, individual differences 1.5. Distinguish between five different individual conflict resolution styles, describe the advantages and disadvantages of each style, and summarize factors that influence the selection of a conflict resolution style to resolve a conflict situation 1 Assertiveness- concern for your goals Cooperativeness- concern for the goals of others 1. Avoiding- withdraw from situation. When to do: dont think issue is that important, When potential disruption outweighs the benefits of resolution a. Problem: Problem can get worst b. People get frustrated 2. Competing- Do whatever it takes to maximize your own interest and care less of other side: if you doubt the other sides motives, or if you have the power and need a quick solution a. Bad with an ongoing relationship...
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This note was uploaded on 03/01/2010 for the course BUSINESS 120 taught by Professor Hamilton during the Spring '10 term at Georgetown.
- Spring '10