ECE _ DSST Organizational Behavior

The first stage in the conflict process is that of

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The conflict process can be seen as comprising of five stages. The first stage in the conflict process is that of "potential opposition and incompatibility." The first step in this process is the presence of conditions that create opportunities for conflict to arise. They need not lead directly to conflict but one of these conditions is necessary if conflict is to arise. Conditions that may lead to conflict include issues with communication, organizational structure, or personal variables. If the conditions cited in Stage 1 negatively affect something that one party cares about, then the potential for opposition or incompatibility becomes actualized in the second stage. The antecedent conditions can only lead to conflict when one or more of the parties are affected by, and aware of, the conflict. Because perception is required for conflict, one or more of the parties must be aware of the existence of the antecedent conditions. This stage is important because it’s where conflict issues tend to be defined. Stage 3 of the conflict process involves intentions , which are decisions to act in a given way in a conflict episode. Intentions intervene between people’s perceptions and emotions and their overt behavior. Intentions are separated into a distinct stage because you have to infer the other’s intent in order to know how to respond to that other’s behavior. A lot of conflicts are escalated merely by one party attributing the wrong intentions to the other party. Additionally, behavior does not always accurately reflect a person’s intentions. 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.
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