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Organizational Behaviour Exam > Conflict & Negotiation (TM) > Flashcards

Conflict & Negotiation (TM) Flashcards

1
Q

Conflict is defined as: a process that begins when one party [BLANKS] that another party has negatively affected something that the first party [BLANKS] about

A

Conflict is defined as: a process that begins when one party PERCEIVES that another party has negatively affected something that the first party CARES about

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2
Q

Name 3 SOURCES of conflict

A
  1. Structured
  2. Communication
  3. Personality Types
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3
Q

Conflict that arises because of an extrinsic factor (i.e. not enough time, not enough resources, lack of authority) is what kind of conflict?

A

Structural Conflict

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4
Q

Name 2 TYPES of conflict

A
  1. Functional

2. Dysfunctional

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5
Q

A healthy, productive/constructive conflict is known as what kind of conflict?

A

a Functional Conflict

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6
Q

Conflict that is counter-productive and unhealthy / unproductive disagreements are known as what kind of conflict?

A

Dysfunctional Conflict

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7
Q

conflict between two or more members of the same group or team is

A

Intragroup Conflict

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8
Q

When distinct groups of individuals are at odds with one another, this is known as

A

Intergroup Conflict

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9
Q

Conflict between 2 individuals is

A

Dyadic Conflict

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10
Q

Name the LOCI of conflict

A

Intragroup, Intergroup, Dyadic

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11
Q

What 2 traits are looked at in the Dual Concern Theory re: Conflict Resolution

A

The 2 traits in Dual Concern Theory are:

Cooperativeness and Assertiveness

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12
Q

This theory considers how one’s degree of cooperativeness and assertiveness determines how a conflict is handled

A

Dual Concern Theory

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13
Q

What is Dual Concern Theory?

A

A theory considers how one’s degree of cooperativeness and assertiveness determines how a conflict is handled

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14
Q

Do Conflicts always have negative outcomes?

A

No - they can build stronger relationships, can result in agreements, build trust and be opportunities for learning

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15
Q

Name 5 STRATEGIES for handling conflict

A
  1. Problem Solving
  2. Forcing
  3. Yielding
  4. Avoiding
  5. Compromising
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16
Q

[BLANK] is a process of a type of agreement between two or more people

A

Negotiation

17
Q

Define Negotiation

A

A process of a type of agreement between two or more people

18
Q

What type of negotiation strategy is being used if every negotiator focuses on meeting his personal interests, regardless of the loss the others may have to face?

A

Distributive Negotiation

19
Q

What type of negotiation focuses on mutual interests of all the parties and thus, comes up with constructive solutions that will be beneficial for all?

A

Integrative Negotation

20
Q

What are two Negotiation Strategies? Which is best?

A

Distributive and Integrative - the latter is usually best.

21
Q

The Negotiation Process Involves the following Steps:

1- Develop a [Blank]
2- Set [Blank]
3- Clarify & [Blank]
4- [Blank] & Problem Solving
5 - Achieve [Blank]
6. [Blank]
A 
1- Develop a STRATEGY
2- Set RULES
3- Clarify and JUSTIFY
4- BARGAINING & Problem Solving
5- Achieve CLOSURE
6. IMPLEMENTATION
22
Q

3 types of Third Party Negotiators are

A

1- Mediators (go in-between)

  1. Arbitrators (authority to make a final call)
  2. . Conciliators (Fact finders on slide - generally more like a mediator more focused on keeping the peace)
23
Q

Individual Differences in Negotiation Effectiveness are: (3)

A
  1. Personality Traits (ideally: competitive but empathetic)
  2. Moods and Emotions (ideally: Stable and Positive)
  3. Gender Differences ( Overgeneralized/ not proven but the theory says that men are short-term oriented and women are long term oriented)
24
Q

Having a positive outlook in negotiating leads to more

A

Creativity

25
Q

Long-term orientation in decision making does what?

A

Considers the long term implications and because of that, it builds stronger relationships (best to go for a win-win strategy)

26
Q

What are some Global Implications / Cultural Differences that can affect Negotiations?

A
  • Collectivist vs. Individualist Cultures
  • Oppeness to Experience / understanding of the Other
  • Emotions (e.g. some cultures are not as expressive with their emotions, - ex. China - so if a US company gets upset during negotiations, they are perceived by the Chinese company as rude)
27
Q

Is a medium level of conflict better than no conflict?

A

YES! a medium level of conflict can result in higher productivity

28
Q

If you want a LONG TERM resolution to a negotiation it is best that you consider

A

ALL Possible Options

Organizational Behaviour Exam (6 decks)

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