chapter 6 conflict & justification Flashcards
Conflict
person’s perspective is opposition to the perspective of another individual,
Constructive (Functional) Conflict
positive conflict
Dysfunctional Conflict
Destructive conflict focused on emotions and differences between the two
parties
Conflict stimulation
the creation and constructive use of constructive conflict by a manager
Conflict resolution
is a managed effort to reduce or eliminate harmful destructive conflict.
Ethical Dilemma
A dilemma someone finds them self in if they should act one one or another
Organizational Fairness
Employees’ have policies, and practices as being fair or not fair
Types of Interdependence:
Pooled interdependence
Sequential interdependence
Reciprocal interdependence
Pooled Interdependence
Exists when group members make separate and
independent contributions to group performance.
Sequential Interdependence
Exists when group members must perform specific tasks in a predetermined order.
Reciprocal Interdependence
Exists when the work performed by each group member is fully dependent on the work performed by other group members.
Scarce Resources
Managers can come into conflict over the allocation of scare resources.
Different Goals and Time Horizons
Different groups have differing goals and focus.
Different Evaluation or Reward Systems
A group is rewarded for achieving a goal that conflicts with the first group.
Status Inconsistencies
a higher organizational status than other leading to conflict with lower status groups.
Overlapping Authority
Two or more managers claim authority for the same activities which leads to conflict between the managers and workers.
Attribution Theory
Theory that explores the ways in
which people explain (or attribute) their own behavior and
the behavior of others.
Fundamental Attribution Error
tendency to take credit for all the good things that happen in our life but try to blame for others
Cognitive Dissonance
the mental discomfort a person experiences as a result of having two or more contradicting values and beliefs
Justification
.
Justifying an action to defend an action
Villainization
The act of making the victim(s) of our actions or behaviors a
bad person (enemy) and thereby, making it easier to do bad
things to them.
Attribution of Blame
s the process of claiming the
unethical behavior was caused by someone else’s
behavior.
Displacement of Responsibility
is the process of
blaming one’s unethical behavior on others.
Diffusion of Responsibility
is the process of the group
using the unethical behavior with no one person being held responsible.
Advantageous Comparison
is the process of
comparing oneself to others who are worse
Disregard or Distortion of Consequences
s the
process of minimizing the harm caused by the
unethical behavior.
Accommodation
one party simply gives in to the other party
Competition
each party tries to maximize its own gain and has little interest in
understanding the other’s position
Compromise
each party is concerned about not only their goal accomplishment
but also the goal accomplishment of the other party and is willing to engage in
a give-and-take exchange to reach a reasonable solution.
Collaboration
parties try to satisfy their goals without making concessions by
coming up with a new way to resolve their differences that leaves them both
better off.
Superordinate Goal
A goal of the overall organization
Mediator
An impartial third party that facilitates a discussion using persuasion
and logic; suggested settlement is not legally binding.
Arbitrator
An impartial third party that facilitates a discussion using persuasion
and logic; decision is legally binding
