BME 2102 Module 10- CONFLICT, NEGOTIATION, POWER, AND POLITICS

Question 1

a process in which one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.

Answer 1

Conflict

Question 2

supports the goals of the group and improves its performance

Answer 2

Functional conflict

Question 3

destructive forms of conflict.

Answer 3

dysfunctional

Question 4

relates to the content and goals of the work

Answer 4

Task conflict

Question 5

focuses on interpersonal relationships. These conflicts are almost always dysfunctional.

Answer 5

Relationship conflict

Question 6

is about how the work gets done

Answer 6

Process conflict

Question 7

Another way to understand conflict is to consider its locus, or where the framework within which conflict occurs.

Answer 7

Loci of Conflict

Question 8

is conflict between two people.

Answer 8

Dyadic conflict

Question 9

occurs within a group or team

Answer 9

Intragroup conflict

Question 10

is conflict between groups or teams.

Answer 10

Intergroup conflict

Question 11

as a source of conflict arise from semantic difficulties, misunderstanding, and “noise” in the communication channels

Answer 11

Communication

Question 12

includes variables such as size, degree of specialization, jurisdictional clarity, member-goal compatibility, leadership styles, reward systems, and the degree of dependence.

Answer 12

Structure

Question 13

include physical value systems and personality characteristics. Certain personality types lead to potential conflict.

Answer 13

Personal variables

Question 14

The first stage is the appearance of conditions—causes or sources that create opportunities for it to arise.

Answer 14

Potential Opposition or Incompatibility

Question 15

This is where conflict issues tend to be defined, where the parties decide what the conflict is about.

Answer 15

Cognition and Personalization

Question 16

awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise.

Answer 16

Perceived conflict

Question 17

emotional involvement in a conflict that creates anxiety, tenseness, frustration, or hostility

Answer 17

Felt conflict

Question 18

decisions to act in a given way

Answer 18

Intentions

Question 19

the degree to which one party attempts to satisfy the other party’s concerns

Answer 19

Cooperativeness

Question 20

the degree to which one party attempts to satisfy his or her own concerns

Answer 20

Assertiveness

Question 21

a desire to satisfy one’s interests, regardless of the impact on the other party to the conflict

Answer 21

Competing

Question 22

a situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties. This is a win-win solution that allows both parties’ goals to be completely achieved

Answer 22

Collaborating

Question 23

the desire to withdraw from or suppress a conflict.

Answer 23

Avoiding

Question 24

the willingness of one party in a conflict to place opponent’s interests above his or her own.

Answer 24

Accommodating

Question 25

a situation in which each to a conflict is willing to give up something. There is no winner or loser

Answer 25

Compromising

Question 26

This is where conflicts become visible. The behavior stage includes the statements, actions, and reactions made by the conflicting parties.

Answer 26

Behavior

Question 27

the use of resolution and stimulation techniques to achieve the desired level of conflict.

Answer 27

Conflict management

Question 28

Conflict Management Techniques

Answer 28

- Problem solving - Superordinate goals - Expansion of resources - Avoidance - Smoothing - Compromise - Authoritative command -Altering the human variable - Altering the structural variables

Question 29

Conflict-Stimulation Techniques

Answer 29

- Communication - Bringing in outsiders - Restructuring the organization - Appointing a devil’s advocate

Question 30

Conflict is constructive when it improves the quality of decisions, stimulates creativity and innovation, encourages interest and curiosity among group members, provides the medium for problems to be aired and tensions released, and fosters self-evaluation and change.

Answer 30

Functional outcomes

Question 31

Uncontrolled opposition breeds discontent, which acts to dissolve common ties and eventually leads to the destruction of the group and can reduce group effectiveness.

Answer 31

Dysfunctional outcomes

Question 32

is a process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them. Negotiation permeates the interaction of almost everyone in groups and organizations

Answer 32

Negotiation

Question 33

negotiation that seeks to divide up a fixed amount of resources; a win/lose situation. The essence of distributive bargaining is negotiating over who gets what share of a fixed pie

Answer 33

Distributive bargaining

Question 34

negotiation that seeks one or more settlements than can create a win/win solution. Both parties must be engaged for it to work.

Answer 34

Integrative bargaining

Question 35

a neutral third party who facilitates a negotiated solution by using reasoning, persuasion, and suggestions for alternatives.

Answer 35

Mediator

Question 36

a third party to a negotiation who has the authority to dictate an agreement.

Answer 36

Arbitrator

Question 37

is a trusted third party who provides an informal communication link between the negotiator and the opponent. Negotiation is an ongoing activity in groups and organizations.

Answer 37

Conciliator

Question 38

refers to a capacity that A has to influence the behavior of B so that B acts in accordance with A’s wishes

Answer 38

Power

Question 39

B’s relationship to A when A possesses something that B requires

Answer 39

Dependence

Question 40

[Leadership] Requires congruence between the goals of the leaders and those being led.

Answer 40

Goal compatibility

Question 41

[Leadership] Focuses on the downward influence on one’s followers. It minimizes the importance of lateral and upward influence patterns

Answer 41

Direction of influence

Question 42

[Leadership] Leadership research emphasizes style.

Answer 42

Research emphasis

Question 43

[Power] Does not require compatibility, merely dependence

Answer 43

Goal compatibility

Question 44

[Power] Recognizes all factors into consideration.

Answer 44

Direction of influence

Question 45

[Power] Research on power focuses on tactics for gaining compliance

Answer 45

Research emphasis

Question 46

based on an individual’s position in an organization.

Answer 46

Formal Power

Question 47

a power base that is dependent on fear of the negative results from failing to comply

Answer 47

Coercive power

Question 48

compliance achieved based on the ability to distribute rewards that others view as valuable

Answer 48

Reward power

Question 49

the power a person receives as a result of his/her position in an organization.

Answer 49

Legitimate power

Question 50

power that comes from an individual’s unique characteristics. The two bases of personal power—expertise and the respect and admiration of others.

Answer 50

Personal Power

Question 51

influence based on special skills or knowledge

Answer 51

Expert power

Question 52

influence based on possession by an individual or desirable resources or personal traits.

Answer 52

Referent power

Question 53

are ways in which individuals translate power bases into specific actions

Answer 53

Power tactics

Question 54

relying on one’s authority position or stressing that a request is in accordance with organizational policies or rules

Answer 54

Legitimacy

Question 55

presenting logical arguments and factual evidence to demonstrate that a request is reasonable

Answer 55

Rational persuasion

Question 56

developing emotional commitment by appealing to a target’s values, needs, hopes, and aspirations

Answer 56

Inspirational appeals

Question 57

increasing the target’s support by involving him or her in deciding how the plan will be accomplished.

Answer 57

Consultation

Question 58

rewarding the target with benefits or favors in exchange for following a request.

Answer 58

Exchange

Question 59

asking for compliance based on friendship or loyalty.

Answer 59

Personal appeals

Question 60

using flattery, praise, or friendly behavior prior to making a request

Answer 60

Ingratiation

Question 61

using warnings, repeated demands, and threats.

Answer 61

Pressure

Question 62

enlisting the aid of other people to persuade the target to agree

Answer 62

Coalitions

Question 63

rewarding the target with benefits or favors in exchange for following a request.

Answer 63

Exchange

Question 64

asking for compliance based on friendship or loyalty

Answer 64

Personal appeals

Question 65

using flattery, praise, or friendly behavior prior to making a request

Answer 65

Ingratiation

Question 66

using warnings, repeated demands, and threats

Answer 66

Pressure

Question 67

enlisting the aid of other people to persuade the target to agree

Answer 67

Coalitions

Question 68

their ability to influence others to enhance their own objectives

Answer 68

political skill

Question 69

is any unwanted activity of a sexual nature that affects an individual’s employment and creates a hostile work environment.

Answer 69

Sexual harassment

Question 70

a type of politics which focuses on the use of power to affect decision making in an organization, sometimes for self-serving and organizationally unsanctioned behaviors.

Answer 70

Organizational politics

Question 71

activities that are outside a person’s job requirements but influence, or attempt to influence, the distribution of advantages and disadvantages within the organization.

Answer 71

Political behavior

Question 72

normal everyday politics—complaining to your supervisor, bypassing the chain of command, forming coalitions, obstructing organizational policies or decisions through inaction or excessive adherence to rules, and developing contacts outside the organization through professional activities.

Answer 72

Legitimate political behavior

Question 73

extreme political behavior that violates the implied rules of the game. It includes sabotage, whistle-blowing, and symbolic protests such as wearing unorthodox dress or protest buttons and calling in sick as a group.

Answer 73

Illegitimate political behavior

Question 74

treats the reward “pie” as fixed, such that any gains by one individual are at the expense of another

Answer 74

Zero-sum approach

Question 75

reactive and protective behaviors to avoid action, blame, or change

Answer 75

Defensive behaviors

Question 76

includes overconforming, buck passing, playing dumb, stretching, and stalling

Answer 76

Avoiding action

Question 77

includes bluffing, playing safe, justifying, scapegoating, and misrepresenting

Answer 77

Avoiding blame

Question 78

includes prevention and self-protection

Answer 78

Avoiding change

Question 79

the process by which individuals attempt to control the impression others form of them

Answer 79

Impression management (IM)

Question 80

An effective manager accepts the political nature of organizations. By assessing behavior in a political framework, you can better predict the actions of others and use that information to formulate political strategies that will gain advantages for you and your work unit.

Answer 80

Implications for Managers