sociology final exam outline

sociology final exam outline - Chapter 11 Conflict: the...

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Conflict: the doubt or questioning, opposition, incompatible behavior, controversy, or antagonistic interaction. o Functional Conflict: works toward the goals of an organization or a group. o Dysfunctional Conflict: blocks an organization or a group from reaching its goals. Levels of Conflict: o Intraorganization: includes all types of conflict occurring within an organization. Vertical Conflict: develops between managers and subordinates. Horizontal Conflict: occurs between departments and work groups. o Intragroup: conflict among members of a group; conflict within a group is likely to be highest during the early stages of group development when there are strong differences between members. The conflict can be about ways of doing tasks or reaching the group’s goals. o Interpersonal: is conflict between two or more people, such as between a customer and a sales clerk or between two people within an organization. o Intergroup: conflict between two or more groups in an organization. This type of conflict often has its roots in the organization’s design. o Intrapersonal: conflict that occurs within an individual. The conflict arises because of a threat to the person’s basic values, a feeling of unfair treatment by the organization, or from multiple and contradictory sources of socialization. o Interorganization: conflict between two or more organizations that result from relationships between them. For example, an organization might become highly dependent on its suppliers or distributors, increasing the potential for conflict over delivery times or other agreements. Conflict Management Styles/Orientations o Dominance: Person wants to win the conflict episode and overwhelm the other party; views conflict episodes as battles to fight and win. o Collaborative: Person wants to satisfy the desires of all parties to the conflict and sincerely wants to find a solution that satisfies everyone. o Compromise: Person splits the difference so each party gets part of what it wants. o Avoidance: Person backs away from a conflict episode, possible because of low tolerance for conflict. o Accomodative: Person focuses on the other party’s needs and desires, ignoring his own needs and desires. Key Strategies for Collaborative Conflict Management o Lose-Lose: does not try to deal directly with the conflict. None of the parties to the conflict episode get what they want. Typical lose-lose methods include avoidance, compromise, and third-party intervention. o Win-Lose: make one party to the conflict a clear winner and the other party a clear loser. Typical win-lose methods include dominance, authoritative command, and majority rule. o
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This note was uploaded on 04/09/2008 for the course MGT 111 taught by Professor Dominick during the Fall '07 term at Stevens.

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sociology final exam outline - Chapter 11 Conflict: the...

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