Altering the human variable behavioural change

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Altering the human variable: Behavioural change techniques such as human relations training can alter attitudes and behaviours that cause conflict.Altering the structural variables: The formal organization structure and the interaction patterns of conflicting parties can be changed through job redesign, transfers, creation of coordinating positions, and the like.Factors That Lead to Personality ConflictsPerceived inequalitiesMisunderstandings, rumours, or falsehoods about an individual or groupBlaming for mistakes or mishaps (finger-pointing)Misunderstandings based on age, race, or cultural differencesIntolerance, prejudice, discrimination, and bigotryExhibit 9-3 Conflict and Unit Performance???
We suggest in Exhibit 9-3 that there is an optimal level of conflict in the workplace to maximize productivity, but this is decidedly a North American viewpoint. Many Asian cultures believe that conflict almost always has a negative effect on the work unit. Third-Party Conflict ResolutionFacilitation: very close with mediationThey facilitate the interaction of people involved in the conflictManage them talking to each otherMediation: Work with both parties so that the two come up with their own agreementAsk them what they want, need and why it is importantAnd they may show what is important to one party and the other partyThey will not RECOMMEND a solution, because one or the other will see it as not impartial Arbitration: very different from mediatorGives the solutionTwo sides argue their case before the arbitrator and the “judge” makes the decisionTwo sides presents reason why they want something, and the arbitrary makes a decision- Ombudsperson places rules on resolving conflictOccasionally, individuals or group representatives reach a stalemate and are unable to resolve their differences. In such cases, they may turn to alternative dispute resolution (ADR), where a third party helps both sides find a solution outside a courtroom.Negotiation- people exchange things and try to agree on the exchange rate for them- try to come to a good dealDistributive BargainingZero sum-divide up the pie : I want thisI’m offering 10, you want to sell for 20 and negotiateand decide on 15WIN-LOSE situationIntegrative BargainingSeeks to find a “solution”, collaborate to enlarge the pie, alternate solution- get together and find out what the person needs and the other person needs
- make sure both needs are met- WIN-WIN situationBe aware of issues, position and interestsHow to NegotiateFive steps to negotiation:Developing a strategyDefinition of ground rules: what are you going negotiate aboutClarification and justification: going to present your position and justify why you want it??

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