Conflict Flashcards
Functional conflict
Conflict that is beneficial to organizational goals and objectives
Dysfunctional conflict
Conflict that is detrimental to organizational goals and objectives
Personality conflict
Interpersonal opposition based on personal dislike or disagreement
Conflict states
Shared perceptions among members of the team about intensity of disagreement over either tasks or relationships
Conflict processes
Members interactions aimed at working through task and interpersonal disagreements
Contact hypothesis
Suggests that the more members of different groups interact, the less intergroup conflict they experience
Climate
Employees shared perceptions of policies, practices and procedures
Psychological safety climate
Shared belief held by team members that the team is a safe place for interpersonal risk taking and captures a sense of confidence that the team will not embarrass, reject, or punish someone for speaking up
Work-family conflict
Occurs when the demands or pressure from work and family domain are mutually incompatible
Flex space
Policies enable employees to do their work from different locations besides the office
Flextime
Flexible scheduling , when work is expected to be completed or during which particular hours of the day
Incivility
Any form of socially harmful behavior such as aggression, interpersonal deviance, social undermining, interactional injustice, harassment, abusive supervision, and bullying
Programmed conflict
Conflict that raises different opinions regardless of the personal feeling of the managers
Devils advocacy
Assigning some else the role of critic
Dialectic method
Calls for managers to foster a structured date of opposing viewpoints prior to making a decision
Integrating style
Interested parties confront the issue and cooperatively identify the problem, generate and weigh alternatives, and select a solution
Obliging style
Tend to show low concern for yourself and great concern for others
Dominating style
High concern for self and low concern for others
Avoiding style
Passive withdrawal from the problem and active suppression of the issue are common
Compromising
Give-and-take approach with a moderate concern for both self and others
Alternative dispute resolution
Uses faster, more friendly methods of dispute resolution, instead of traditional, adversarial approaches
Negotiation
Give-and-take decision making process involving two or more parties with different preferences
Distributive negotiation
Usually involves single issue-a fixed pie- in which one person gains at expense of another
Integrative negotiation
Agreement can be found that is better for both parties than what they would have reached through distributive negotiation
Zone of possible agreement(ZOPA)
Range of possibilities you are willing to accept
Added-value negotiation
Negotiating parties cooperatively develop multiple deal packages while building a productive long-term relationship
Major categories of conflict
- personality conflict
- intergroup conflict
- cross-cultural conflict
- work-family comflict
Behaviors associated with intergroup conflict
- group polarization
- increased group cohesiveness
- decreased amount/increased negativity of communication
- -decrease in productivity
- increase in finger pointing
- conditional cohesiveness
Conflict escalation
Process whereby a conflict grows increasingly worse overtime
Conflict
One party perceives that it’s interest are being opposed or negatively affected by another party
