6. Conflict/communication Flashcards
Define conflict
“…incompatible activities, that is, the actions of one person…interfere, obstruct, or in some ways get in the way of the actions of another…” (interpersonal conflict)
Conflict is the process in which one party perceives that its interests are being opposed or negatively affected by another party
Interpersonal conflict
when two interacting people have incompatible needs, goals, values, or approaches
intragroup conflict
when two or more people have incompatible needs, goals, values, or approaches for group goals, activities, leadership or processes
intergroup conflict
When two or more groups have incompatible requirements for resources, tasks, processes, or information
e.g., departments in the same organization; management and unions
international conflict
between states at the global level. Can include incompatible requirements for power and resources, but also contrasting values
Sources of conflict
incompatible grops scarce resources poor communication competitive reward system different expertise vale differences (political, moral) Differing personal styles Differing cultural practices
task conflict
(also called substantive conflict)
may arise over task outcomes or processes
Sometimes positive: small amounts may increase innovation
Relationship conflict
negative judgements about people’s personal styles, values, tastes
is almost always negative
How does task conflict and relationship conflict overlap?
Task conflict may be taken personally, leading to relationship conflict
This is more likely where…
- trust is between people is low
- discussions are loud and robust, suggesting stronger emotional involvement
When can conflict be positive?
conflicts are positive only under very narrow conditions
- Conflicts are task-related
- Conflicts are not (or do not become) about relationships
- Task-related conflicts should be at most moderate (not strong)
- Each party’s initial position/view is sub-optimal. i.e., there is a better solution that the conflict might uncover
- Trust and psychological safety are high
- Parties take a problem-solving approach to conflict
- Positive effects are restricted to innovation and decision quality in that setting
- not considering longer-term effects, e.g., for later interactions
- not considering other effects, e.g., for participants’ health and wellbeing
attribution theory
explanations for why people act the way they do
involves correspondent inference bias and actor-observer effect
Correspondent inference bias
(“fundamental attribution error”)
We tend to attribute behaviours of others relatively more to personal factors than to situational factors
Actor-observer effect
We tend to attribute behaviours of others relatively more to personal factors, but our own behaviours relatively more to situational factors
Social exchange theory
Perceived unfair balance of rewards and costs in relationship
Equity theory
lack of distributive justice
lack of procedural justice
what is a lack of distributive justice in the equity theory of conflict?
perceived unfair allocation of resources
what is a lack of procedural justice in the equity theory of conflict?
perceived unfair process for allocation of resources
perceived unfair opportunities for views to be heard and considered
accommodating; yielding
high Concern about relationship and/or
others’ outcomes AND
low Concern about task and/or own outcomes
Collaborating; Problem-solving;
high Concern about relationship and/or
others’ outcomes AND
high Concern about task and/or own outcomes
Competing;
Forcing
low Concern about relationship and/or
others’ outcomes AND
high Concern about task and/or own outcomes
Avoiding;
Withdrawal
low Concern about relationship and/or
others’ outcomes AND
low Concern about task and/or own outcomes
Compromising
medium Concern about relationship and/or
others’ outcomes AND
medium Concern about task and/or own outcomes
Accommodating/
Yielding is suitable when
- You want to prevent chances of conflict escalating
- Your position is weak (e.g., the other party has more power)
disadvantages of Accommodating/
Yielding
-Increases expectation you will yield in future conflicts
