Final Study Guide

Final Study Guide - Conflict: fight, struggle, combat; when...

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Conflict : fight, struggle, combat; when there are two or more competing responses to a single event; good conflict focuses on the issue but bad conflict focuses on the personality presenting the position, how it’s presented, what agendas are being pursued, etc.; others claim that good conflict is spirited discussions, debates, and differences of opinion and perspective that can energize a group toward a higher potential, and bad conflict occurs when one or several parties feel unseen, unheard, or unappreciated; disagreement plus negative affect; has no positive outcomes and should be avoided; cannot be resolved, only managed Sources of Conflict in the Organization : change, scarce resources (both financial and human), technology, dissent, difficult people, irrationality, incivility (intent to harm either specific individuals or the organization), diverse backgrounds and cultures, deception, emotional labor (work with a high degree of personal contact), burnout (wearing out from the pressures of a situation or a job), relationships of all types, preferences, and past experiences General Orientations to Conflict Conflict Resolution =conflict is inherently harmful and destructive; get rid of it Conflict Reduction =conflict is harmful but avoidable; most common tactic is “hear no evil, see no evil” Conflict Management =conflict is essential for growth and development of the system; one needs to channel, direct, control conflict to manage it Conflict Facilitation-Integration= when the system is inactive, we integrate a message into the system; now people are doing something; short-lived; conditions are extreme Latent Conflict : underlying conditions in organizations and individual relationships that have the potential for conflict; the daily functioning of the organization generates disagreement and conflict; always exist in one form or another, although they may or may not produce conflict Perceived Conflict : awareness of individuals or groups that differences exist; overt conflict has not occurred, only the perception of significant frustrating differences; Examples=who gets a promotion, which approach is best, or how individual performance is to be evaluated Felt Conflict : emotional impact the perception of conflict has on potential conflict participants; precedes actual conflict and is important to behavior because it represents the merger of our perceptions and emotional reactions; this is the stage when we conceptualize or define probable outcomes should an actual conflict occur, our ego-investment stage; perceptions are intensified by our emotional reactions to the potential conflict Manifest Conflict : actual conflict behaviors; problem solving, open aggression, covert action, and numerous other possibilities; influential for determining the productivity of the conflict and the way conflict participants will interact in the future Types of Interpersonal Conflict Substantive =conflict over issues, ideas, data, facts; matters of substance; most challenging to
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Final Study Guide - Conflict: fight, struggle, combat; when...

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