Chapter 14 Conflict and Negotiations

Question 1

conflict

Answer 1

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.

Question 2

traditional view of conflict

Answer 2

The belief that all conflict is harmful and must be avoided.　conflictは害悪

Question 3

interactionist view of conflict

Answer 3

The belief that conflict is not only a positive force in a group but also an absolute necessity for a group to perform effectively.　conflictはいい理由もある

functional conflict: Conflict that supports the goals of the group and improves its performance.
dysfunctional conflict: Conflict that hinders group performance.

task conflict: Conflict over content and goals of the work.
relationship conflict: Conflict based on interpersonal relationships.
process conflict: Conflict over how work gets done.

Question 4

conflict processの意味と各ステージ

Answer 4

A process that has five stages: potential opposition or incompatibility, cognition and personalization, intentions, behavior, and outcomes.

Stage I: Potential Opposition or Incompatibility
Stage II: Cognition and Personalization
Stage III: Intentions
Stage IV: Behavior
Stage V: Outcomes

Question 5

conflict processのStage I: Potential Opposition or Incompatibility

Answer 5

communication
structure　(size of the group, degree of specialization in the tasks assigned to group members, jurisdictional clarity, member–goal compatibility, leadership styles, reward systems, and the degree of dependence between groups.)
personal variables (personality, emotions, and values)

Question 6

Stage II: Cognition and Personalization

Answer 6

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

felt conflict: Emotional involvement in a conflict that creates anxiety, tenseness, frustration, or hostility.

Stage II is important because it’s where conflict issues tend to be defined, where the parties decide what the conflict is about.

Question 7

Stage III: Intentions

Answer 7

intentions: Decisions to act in a given way.
competing: A desire to satisfy one’s interests, regardless of the impact on the other party to the conflict.
collaborating: A situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties.
avoiding: The desire to withdraw from or suppress a conflict.
accommodating: The willingness of one party in a conflict to place the opponent’s interests above his or her own.
compromising: A situation in which each party to a conflict is willing to give up something.

Question 8

Stage IV: Behavior

Answer 8

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

Question 9

Stage V: Outcomes

Answer 9

Functional Outcomes
Conflict is constructive when it improves the quality of decisions, stimulates creativity and innovation, encourages interest and curiosity among group members, provides the medium through which problems can be aired and tensions released, and fosters an environment of self-evaluation and change. The evidence suggests conflict can improve the quality of decision making by allowing all points to be weighed, particularly those that are unusual or held by a minority.29 Conflict is an antidote for groupthink.

Dysfunctional Outcomes
uncontrolled opposition breeds discontent, which acts to dissolve common ties and eventually leads to the destruction of the group. And, of course, a substantial body of literature documents how dysfunctional conflicts can reduce group effectiveness.

Question 10

negotiationとは

Answer 10

A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them.

Question 11

Contrast distributive and integrative bargaining.

Answer 11

distributive bargaining: Negotiation that seeks to divide up a fixed amount of resources; a win–lose situation.車をディーラーから買う時に値引くする時など
fixed pie： The belief that there is only a set amount of goods or services to be divvied up between the parties.

integrative（統合された） bargaining： Negotiation that seeks one or more settlements that can create a win–win solution.　利害一致

Question 12

5つのnegotiation process

Answer 12

(1) preparation and planning
(2) definition of ground rules誰が交渉する？どこで？規制？などなど
(3) clarification and justification
(4) bargaining and problem solving
(5) closure and implementation

BATNA: The Best Alternative To a Negotiated Agreement; the least the individual should accept.

Question 13

7 Show how individual differences influence negotiations.

Answer 13

Four factors influence how effectively individuals negotiate: personality, mood/emotions, culture, and gender.

PERSONALITY
the best distributive bargainer appears to be a disagreeable introvert—someone more interested in his or her own outcomes than in pleasing the other party and having a pleasant social exchange. People who are highly interested in having positive relationships with other people, and who are not very concerned about their own outcomes, are especially poor negotiators.

MOOD/EMOTIONS
In distributive negotiations, it appears that negotiators in a position of power or equal status who show anger negotiate better outcomes because their anger induces concessions from their opponents.

CULTURE

GENDER
Do men and women negotiate differently? No
And does gender affect negotiation outcomes? Yes

Question 14

mediator

Answer 14

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

Question 15

arbitrator

Answer 15

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

Question 16

conciliator

Answer 16

A trusted third party who provides an informal communication link between the negotiator and the opponent.　なだめる人