Ch. 13 Conflict & Negotiation Flashcards
Conflict
Is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.
What Conflicts are experienced in organizations?
Incompatibility of goals
Differences in interpretations of facts
Disagreements based on behavioral expectations
Functional Conflict (+)
Conflict that supports the goals of the group and improves it’s performance
Dysfunctional Conflict (–)
Conflict that hinders group performance
Types of Conflict
Relationship
Task
Process
Relationship Conflict
Conflict based on interpersonal relationships
Task Conflict
Conflicts over content and goals of the work
Process Conflict
Conflict over how the work gets done
Conflict Process Stage 1
Potential Opposition or incompatibility
(why conflicts arise)
Conflict Process Stage 2
When you perceive conflict, and it is felt when you become emotionally involved (e.g. tense, anxious)
Conflict Process Stage 3
Intentions rely on conflict-handling behaviors
Conflict Process Stage 4
Behavior
Conflict Process Stage 5
Outcomes
Conflict Functional Outcomes
Improves the quality of decisions
Stimulates creativity and innovation
Problems are aired
Assumptions are challenged
Conflict Dysfunctional Outcomes
Negative emotions and stress
Less communication
Infighting among group members & reduced cohesiveness
Reduces satisfaction and trust
Negotiation (Bargaining)
A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them.
Distributive Bargaining
get as much of the pie as possible (70-30,60-40)
Win-Lose
Low information sharing
Short term relationship
Integrative bargaining
Expand the pie so that both parties are satisfied
(50-50)
Win-Win
Ihigh Information Sharing
Long term relationships
Negotiation Process
- Preparation and Planning
- Definition of Ground Rules
- Clarification and Justification
- Bargaining and Problem Solving
- Closure and Implementation
Preparation and Planning
-Consider your goals and the other party’s needs/goals
-Consider your BATNA, or Best Alternative To a Negotiated Agreement. It represents the lowest acceptable value you will take for a negotiated agreement.
Definition of Ground Rules
Begin by discussing the needs and interests of the parties, not by stating positions
Bargaining and Problem Solving
-Address the issues, Not the Personalities
-Keep multiple issues on the table until the end so you can make trade-offs
Cultural Values
can be good indicators of which conflict styles are preferred in different countries
Cultural context
can influence the relative emphasis on task versus interpersonal relationships, as well as the tactics used in negotiations
What is BATNA
Best Alternative To a Negotiated Agreement.
