ECE _ DSST Organizational Behavior

When one person seeks to satisfy his or her own

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Unformatted text preview: When one person seeks to satisfy his or her own interests, regardless of the impact on the other parties to the conflict, he or she is competing. Examples of this conflict-handling intention include intending to achieve your goal at the sacrifice of the other’s goal, attempting to convince another that your conclusion is correct and theirs is mistaken, and trying to make someone else accept blame for a problem. Collaborating is a situation where the parties to a conflict each desire to fully satisfy the concerns of all parties. In collaboration, we have cooperation and the search for a mutually beneficial outcome. The intentions of the parties are to solve the problem by clarifying differences rather than by accommodating various points of view. Examples are attempting to find a win-win solution that allows both parties’ goals to be completely achieved and seeking a conclusion that incorporates the valid insights of both parties. Accommodating is the willingness of one party in a conflict to place the opponent’s interests above his or her own. In order for the relationship to be maintained, one party is willing to be self-sacrificing. Examples are a willingness to sacrifice your goal so the other party’s goal can be attained, supporting someone else’s opinion despite your reservations about it, and forgiving someone for an infraction and allowing subsequent ones. Compromising is a situation in which each party to a conflict is willing to give up something. In compromising, there is no clear winner or loser. Rather, there is a willingness to ration the object of the conflict and accept a solution that provides incomplete satisfaction of both parties’ concerns. The distinguishing characteristic of compromising is that each party intends to give something up. An example might be the willingness to accept a raise of $1 an hour rather than $2. Stage IV, or the behavior stage of the conflict process, is where the conflict becomes visible . This stage includes the statements, actions, and reactions made by the conflicting parties. These conflict behaviors are usually overt attempts to implement each party’s intentions. But these behaviors have a stimulus quality that is separate from intentions. As a result of miscalculations or unskilled enactments, overt behaviors sometimes deviate from original intentions. The action-reaction interplay between the conflicting parties results in outcomes or consequences, which make up Stage V of the conflict process. These outcomes may be functional, in that the conflict results in an improvement in the group’s performance, or dysfunctional, in that it hinders group performance. Functional conflict is conflict that supports the goals of the group and improves its performance. Conflict is constructive when it improves the quality of decisions, stimulates creativity and innovation, encourages interest and curiosity among group members, provides the medium through which problems can be aired and tensions released, and fosters and...
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When one person seeks to satisfy his or her own interests...

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