Ch.13_16 - Chapter 13 Conflict and Negotiation Chapter 16...

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Chapter 13 Conflict and Negotiation & Chapter 16 Organizational Culture (Supplementary Notes) Learning Points: 1. Conflict can “poison” the organization as well as those who work within it. Managers need to reduce the effects of organizational toxins and maintain organizational health. A healthy workplace is good for every individual as well as its stockholders. 2. Don’t overlook the importance of high EI in the work of a good conflict manager. The ability to influence your own and others’ emotions is not just a practical tool, but it can also serve as an important tactical asset, making you a better negotiator in a variety of situations and helping reduce conflict and increase productivity in your organization. 3. Culture provides us with ready-made solutions for basic human problems and a sense of identity, but it also limits our ability to see and sometimes appreciate alternative behaviors. 4. Multicultural groups can be the source of learning and creativity, but only when groups can be open about their differences and use them to enhance understanding. I. Organizational conflict A. What is Conflict : Conflict : Any situation in which incompatible goals, attitudes, emotions, or behaviors lead to disagreement or opposition between two or more parties. B. Two Types of Conflict : (1) Functional conflict : A healthy, constructive disagreement between two or more people. It can translate into increased productivity. e.g. creation of new ideas (2) Dysfunctional conflict : An unhealthy, destructive disagreement between two or more people. It involves personalized anger and resentment towards other people and creates a lose-lose situation. e.g. Fighting, unco-coperative P. 1
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C. Consequences of Conflict : (1) Positive Consequences (2) Negative Consequences Positive Consequences Negative Consequences Leads to new ideas Stimulates creativity Motivates change Promotes organizational vitality Helps individuals and groups establish identities Serves as a safety valve to indicate problems Diverts energy from work Threatens psychological well-being Wastes resources Creates a negative climate Breaks down group cohesion Can increase hostility and aggressive behaviors Groups in conflict tend to stereotype the other party, see their own group as ideal, and overvalue the contributions of their own members, while devaluing those of the other
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Ch.13_16 - Chapter 13 Conflict and Negotiation Chapter 16...

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