Interpersonal - Relationship management

Question 1

relationship management

what is relationship conflict and what are the 2 types?

key concepts for conflict

Answer 1

Relationship conflict is a disagreement between people resulting from varying personality traits amongst employees
1) unacknowledged conflict (not addressed/surpressed)
2) poorly managed conflict

Question 2

relationship management

definde task conflict

key concepts for conflict

Answer 2

organizational disparities between employees on how best to complete tasks and company objectives.

Question 3

relationship management

why do task conflicts occur?

key concepts for conflict

task conflict

Answer 3

bc of differences in
- needs
- behaviors
- ability to work with others
- work ethic

Question 4

relationship management

examples of task conflict

key concepts for conflict

task conflict

Answer 4

• disagreement between employees about how a team distributes tasks to team members
• disparity between employees on how an organization shares its resources
• When a junior employee performs a task incorrectly because of unclear information
• When different employees understand work facts and objectives differently, including performing these tasks based on false organizational orientation

Question 5

relationship management

what is interorganizational conflict

key concepts for conflict

interorganizational conflict

Answer 5

Inter-organizational conflict is conflict between organizations.

occurs when there is a high level of competition between two firms, or when there are mergers, takeovers, and acquisitions.

Inter-organizational conflict involves disagreements between two opposing forces over goals or the sharing of resources.

As organizations expand their boundaries into wider areas, encountering inter-organizational conflict becomes a possibility

Question 6

relationship management

what is intraorganizational conflict and how can it be solved

key concepts for conflict

intraorganizational conflict

Answer 6

conflict within the organization (i.e. between business practices, managers v employeed)

mediation (less expensive)
arbitration (more expensive)

Question 7

relationship management

accommodation conflict resolution style

key concepts for conflict resolution strategies

Answer 7

characterized by a low level of assertiveness and a high level of cooperativeness

this is effective to avoid conflict and find a solution quickly; however if used too often relationships can be jeopardized.

Question 8

relationship management

when is accommodating conflict resolution appropriate?

key concepts for conflict resolution strategies

https://www.ablison.com/pros-and-cons-of-accommodating-conflict-style/

Answer 8

where you do not have a strong opinion on the topic at hand.

this allows others with more significant stakes to drive the outcome without unnecessary resistance

Question 9

relationship management

what are possible negative outcomes for someone using accommodating conflict resolution style?

key concepts for conflict resolution strategies

https://www.ablison.com/pros-and-cons-of-accommodating-conflict-style/

Answer 9

• being taken advantage of
• others may not take them seriously
• built up resentment toward other party
• limited problem solving ability
• missed growth opportunities
• ineffectiveness in high stakes conflict

Question 10

relationship management

collaboration conflict resolution style

key concepts for conflict resolution strategies

https://www.dougsguides.com/collaborating

Answer 10

“Let’s find a solution that works for all of us”

• make sure that both sides are satisfied
• requires open discussion of all the issues and concerns, exploration of alternative solutions, and honesty and commitment from all the parties

downside - its hard to do!

Question 11

relationship management

compromising conflict resolution

key concepts for conflict resolution strategies

https://www.verywellmind.com/5-conflict-resolution-styles-is-yours-healthy-7503353

Answer 11

• middle ground between two opposing sides
• parties negotiate a solution that’s acceptable to both. Rather than win-win, it’s more often a draw where each side is left only partially satisfied

Question 12

relationship management

competitive conflict resolution style

key concepts for conflict resolution strategies

https://www.niagarainstitute.com/blog/competing-conflict-style/

Answer 12

high on assertiveness, low on cooperativeness;

what it looks like: focused on having your point of view heard, truly believing it is correct, and are unwilling to budge.

Question 13

relationship management

when is it best to use competitive conflict resolution style

key concepts for conflict resolution strategies

https://www.niagarainstitute.com/blog/competing-conflict-style/

Answer 13

• you have to make an unpopular decision
• you’re pressed for time
• you’re in a crisis
• you’re standing up for yourself

Question 14

relationship management

disadvantages of competitive conflict resolution style

key concepts for conflict resolution strategies

https://www.niagarainstitute.com/blog/competing-conflict-style/

Answer 14

1. • Perceptions are formed as being aggressive, confrontational, or unreasonable
2. • Harms relationships
3. • Escalates conflicts
4. • Leads to deadlocks or stalemates, which if allowed to continue long-term, can compromise productivity and morale
5. • Stifles creative problem-solving, communication, and collaboration

Question 15

relationship management

what’s avoidance conflict resolution style?

key concepts for conflict resolution strategies

https://mtcopeland.com/blog/what-is-the-avoiding-conflict-management-style-when-should-you-use-it/

Answer 15

When you refuse to deal with a conflict

Question 16

relationship management

when to use avoidant conflict resolution

key concepts for conflict resolution strategies

https://mediate.com/the-use-and-misuse-of-an-avoiding-style-in-conflict-management/

Answer 16

1) When an **issue is trivial **
2) there is no opportunity to constructively address the concern (may not be the right place or the right time and could make things worse)
3) When the potential cost of confronting the conflict outweighs the benefits in addressing it
4) To **buy time **and give angry people an opportunity to “cool down”
5) avoid making a rushed decision
6) When it is more appropriate for others to resolve the conflict

Question 17

relationship management

perspective taking

key concepts - negotiation tactics, strategies and styles

https://cbs-amp.execed.gsb.columbia.edu/insights/perspective-taking-to-lead-effectively/

Answer 17

ability to see the world from the perspective of others

understanding another’s point of view and emotions

to succeed in a negotiation, it helps to understand where the other party is coming from,

Perspective-taking also helps business leaders understand the necessity to keep subordinates informed

Question 18

relationship management

principled bargaining

key concepts - negotiation tactics, strategies and styles

https://www.karrass.com/en/blog/principled-negotiation

Answer 18

Principled negotiation is about finding a deal that will benefit all parties involved

interest based

Each party is concerned about the other(s) based on a vested interest in maintaining a relationship once the deal is completed

from “getting to yes”

Question 19

relationship management

position-based bargaining

key concepts - negotiation tactics, strategies and styles

Answer 19

Positional bargaining is an approach that frames negotiation as an adversarial, zero-sum (win-lose) exercise focused on claiming rather than creating value. Typically in positional bargaining, one party will stake out a high (or low) opening position (demand or offer) and the other a correspondingly low (or high) one.

Question 20

relationship management

examples of position-based bargaining

key concepts - negotiation tactics, strategies and styles

Answer 20

salary negotiations
car sales
real estate sales

Question 21

relationship management

problems with position based bargaining for long-term relationships

key concepts - negotiation tactics, strategies and styles

Answer 21

Positional bargaining can be problematic because it can lead to a win-lose situation, where one party gains at the expense of the other. It can also lead to a breakdown in communication and a lack of trust between the parties involved.

Question 22

relationship management

interest-based bargaining

key concepts - negotiation tactics, strategies and styles

Answer 22

interest-based bargaining is a negotiation strategy that focuses on parties’ interests rather than positions. It is also known as integrative bargaining.

Through this process, parties proactively identify durable solutions to outcomes at the bargaining table based on mutual and individual interests. The negotiations are consensus-seeking and the parties work together to try to solve problems

win-win

Question 23

relationship management

auction

key concepts - negotiation tactics, strategies and styles

Answer 23

not good for trust in relationships;
play parties against each other for the one who holds power

Question 24

relationship management

how to build trust with the 4 factors of emotional intelligence

key concepts - Trust-building techniques

https://www.ccl.org/articles/leading-effectively-articles/emotional-intelligence-and-leadership-effectiveness/#:~:text=When%20you%20demonstrate%20a%20willingness%20to%20help%20your,caring%20builds%20trust%20between%20leaders%20and%20their%20employees.

Answer 24

Self-Awareness: The ability to know emotions, as well as your strengths and weaknesses, and recognize their impact on performance and relationships.
Self-Management: The ability to control both positive and negative emotions and impulses and be flexible and adaptive as situations warrant.
Social Awareness: The ability to have empathy for others, navigate politically, and network proactively.
Relationship Management: The ability to inspire through persuasive communication, motivation, building bonds, and disarming conflict among individuals.

Question 25

relationship management

how to build trust through relatability

key concepts - Trust-building techniques

https://aaronhall.com/insights/perception-the-key-to-effective-leadership/

Answer 25

Build strong connections with your followers by being relatable and showing them that you are just like them. The relatability factor is a powerful tool in effective leadership, as it allows leaders to create connections with their followers. When leaders are relatable, they are able to gain the trust and loyalty of their followers, which is essential for effective leadership

Question 26

relationship management

how to build trust through transparency

key concepts - Trust-building techniques

https://www.themyersbriggs.com/en-US/Connect-with-us/Blog/2020/March/Trust-and-Transparency

Answer 26

Transparency can be thought of as being open and honest. Expressing your opinions and being direct. When done consistently, transparency builds relationships. It allows the leader to be seen as approachable and builds respect.

Question 27

relationship management

how to build trust through vulnerability

key concepts - Trust-building techniques

https://bryankramer.com/the-core-ingredient-in-trust-is-vulnerability/#:~:text=A%20key%20component%20in%20building%20trust%20is%20vulnerability.,to%20people%E2%80%99s%20strengths%20and%20accommodate%20and%20include%20everyone.

Answer 27

A key component in building trust is vulnerability. Sharing struggles and personal difficulties is about connecting to colleagues, understanding their perspectives and their lived experiences. When you do this, you can build teams that play to people’s strengths and accommodate and include everyone.

Question 28

relationship management

recognize individual strengths to build trust

key concepts - Trust-building techniques

Answer 28

communicate strengths and leverage those strengths for team members’ assignments. this builds trust