Chapter 13 Flashcards
Conflict
disagreement that occurs when the actions or beliefs of one or more members of the
group are unacceptable to and resisted by one or more of the other members. Follows a cycle:
disagreement > conflict > escalation –> de-escalation > resolution.
- Intergroup conflict = conflict between two or more groups.
- Intragroup conflict = conflict within a group.
Intergroup conflict
conflict between two or more groups.
Intragroup conflict
conflict within a group.
Causes of conflicts
Most common sources of conflicts: (1) competition (2) conflicts over the distribution of resources (3) power struggles (4) task and process conflicts (5) personal conflicts.
Mixed-motive situations
performance setting in which the interdependence
among interactants involves both competitive and cooperative goal structures.
They stimulate conflict, because they tempt individuals to compete rather than
cooperate (e.g. Prisoner’s dilemma game (PDG) = players must make either
cooperative or competitive choices in order to win).
Prisoner’s dilemma game (PDG)
players must make either
cooperative or competitive choices in order to win
Behavioral assimilation
the eventual matching of the behaviors displayed by
cooperating or competing group members. Is caused by the norm of reciprocity;
competition sparks competition (negative reciprocity), and cooperation provokes
cooperation (positive reciprocity).
social value orientation
SVO
tendency to respond to conflict settings in a proself or prosocial way; co-
operators tend to make choices that benefit both parties, whereas competitors act
to maximize their own outcomes. Four kinds of people:
1. Individualists: are proself and concerned only with their own outcomes.
2. Competitors: are proself and strive to maximize their own outcomes, but
they also seek to minimize others’ outcomes.
3. Co-operators: are both prosocial and proself, so strive to maximize both their
own outcomes and others’ outcomes.
4. Altruists: are prosocial but not proself, so are motivated to help others who
are in need.
Individualists
are proself and concerned only with their own outcomes.
Competitors
are proself and strive to maximize their own outcomes, but
they also seek to minimize others’ outcomes.
Co-operators
are both prosocial and proself, so strive to maximize both their
own outcomes and others’ outcomes.
Altruists
are prosocial but not proself, so are motivated to help others who
are in need.
commons dilemma / social trap
social dilemma
when individuals can maximize their outcome by seeking personal goals rather than
the collective goals, but if too many individuals act selfishly, then all members of the
collective will experience losses
free-riding, and public goods dilemma
social dilemma when one may/may not contribute any resources in support of a public
good but also cannot be excluded for failing to contribute
negative inequity
being sensitive to unfair distributions
Balance theory
group members will respond negatively when they disagree with
those they like or agree with those they dislike. Conflict is greatest when group
members both disagree with and dislike each other.
Why does conflict escalate:
- Commitment: becoming more committed to a position when defending viewpoints in group
setting. - Misperception: misperceive others and assume that the other party’s behavior is caused by
personal (dispositional) rather than situational (environmental) factors (e.g., fundamental
attribution error). - Tactics: members shift from soft to hard tactics.
- Negative reciprocity
- Angry emotions
- The formation of coalitions
Group members managing conflicts through:
Negotiation
Actively communicating information about motives and goals
Dual concern model = four tactics of dealing with conflicts that differ along the dimensions
(1) Concern for self, and (2) Concern for others:
- Avoiding
- Yielding
- Fighting
- Cooperating
Responding to competition with tit-for-tat (TFT) strategy
Expressing positive emotions
Using third-party interventions
distributive negotiation
dividing up resources
integrative
negotiation
identifying the issues underlying the conflict and working together to find a
solution that is satisfying to all parties
Dual concern model
four tactics of dealing with conflicts that differ along the dimensions
(1) Concern for self, and (2) Concern for others:
1. Avoiding: passive way to deal with conflict.
2. Yielding: passive, prosocial way to deal with conflict.
3. Fighting: active, proself way to deal with conflict.
4. Cooperating: active, prosocial way to deal with conflict.
- Personal conflicts may not yield to cooperative negotiations, but more to the
avoiding method
tit-for-tat (TFT) strategy
bargaining strategy that begins
with cooperation, but then imitates the other person’s choice so that cooperation is met
with cooperation and competition with competition.
Mediating: can be done in three ways:
- Inquisitorial procedure = mediator questions the two parties and then hands
down a verdict that the two parties must accept. - Arbitration = disputants present their arguments to the mediator, who then
basis his decision on the information they provide. - Moot = disputants and mediator openly and informally discuss problems and
solutions, but the mediator can make no binding decisions
Inquisitorial procedure
mediator questions the two parties and then hands
down a verdict that the two parties must accept.
