9.1: Compare the types of organizational conflicts Flashcards
Is conflict avoidable in organizations?
No. Conflict is an inescapable and inevitable part of organizational life.
What are some common sources of organizational conflict?
Disagreements about completing tasks, allocating resources, or personality clashes.
What happens if conflict is improperly diagnosed or left unchecked?
It can lead to toxic results and become a destructive force on the job.
Why is it important to understand different conflict resolution styles?
Because not all conflicts are the same, and each style has pros and cons. Knowing your preferences and adapting is valuable for resolution.
What role does negotiation play in resolving conflict?
It’s a key tool that doesn’t require always having the solution, but involves diagnosing conflict and facilitating resolutions and agreements.
What are the two fundamental types of organizational conflict?
Task conflict and relationship conflict.
What is task conflict?
Conflict about how to address tasks, ideas, and issues; not personal in nature.
What is relationship conflict?
Personalized conflict that involves evaluations of others’ character and is often emotional.
How is relationship conflict typically viewed?
As “bad conflict” because it threatens productivity, creates stress, and is usually harmful.
How is task conflict often viewed?
As “good conflict” because it can improve decision-making, problem-solving, and innovation.
What are some benefits of task conflict?
It can encourage constructive criticism, evidence-based discussion, and stimulate innovation.
Is task conflict always beneficial? Why or why not?
No. Both too little and too much task conflict can be harmful. A moderate level is generally most beneficial.
When is task conflict most useful according to research?
When it is not tied to specific people and is managed effectively, especially in top management.
What can happen when task conflict is connected to personal attacks?
It can become harmful and promote relationship conflict, reducing team performance.
What does Table 9.1 list as positive effects of conflict?
Brings problems into the open
Motivates understanding of others
Encourages new ideas and innovation
Improves decision quality through challenged assumptions
What does Table 9.1 list as negative effects of conflict?
Leads to stress and negative emotions
Reduces communication and coordination
Promotes authoritarian leadership styles
Can create group divisions and stereotyping
What does research say about the timing of conflict in a project?
Early conflict can be harmful, while moderate conflict during the middle stage may be beneficial.
How did high-performing and low-performing teams differ in conflict patterns (Table 9.2)?
High-performing teams had low early conflict, moderate middle conflict, and moderate/low late conflict.
Low-performing teams had conflict from the beginning, with** low to high** relationship conflict and** moderate to very high task **conflict over time.
What matters most for whether conflict is beneficial or not?
The type, timing, and management of the conflict.
