M1: Conflict & Negotiation Flashcards
What are the 3 forms of justice?
- Distributive justice
- Procedural justice
- Interactional justice
Define distributive justice.
Compares the individuals inputs and outcomes to other members inputs and outcomes.
Define procedural justice.
Looks at the extent to which policies and roles are participatively developed, transparent, and fairly administered without bias or favouritism.
Define interactional justice.
Interpersonal form of justice concerned with the behaviour of leaders in their relationship to followers or direct reports.
Two aspects of interactional justice relate to:
- the extent to which a leader provides relevant, reasonable, and timely information.
- The extent to which a leader treats followers with respect, dignity, and sensitivity in their interactions.
Although all 3 forms of justice are beneficial, which form is the most important and why?
Procedural justice.
- Has a stronger positive influence than distributive justice on organizational commitment, job satisfaction, and positive organizational citizenship behaviour.
- Positively related to better team performance and fewer absences.
What can violate all 3 forms of organizational justice?
- Organizational politics
Ex: promoting someone you like more instead of someone who does the job better
What are negative consequences of workplace conflict?
- Wastes time
- less information sharing
- higher stress, dissatisfaction, and turnover
- increases organizational politics
- Wastes resources
- Weakens team cohesion (conflict within team)
What are positive consequences of workplace conflict?
- Better decision making: Tests logic of arguments & questions assumptions
- More responsive to changing environment (bc ur open to more ideas)
- Stronger team cohesion (conflict between the team and outside opponents)
What is conflict?
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. Can be dysfunctional AND functional.
What can lead to conflict? (7) and explain.
- Group Identification & Intergroup Bias: Thinking that group you are a part of is better than the other groups.
- Interdependence: Parties much interact to coordinate and each party has power over the other (mutual dependence).
- Differences in power, status, or culture:
-Power: one way dependence
-Status: if lower individuals have power over higher
status people
-Culture: if there is a clash in beliefs or values. - Ambiguity
- Scarce resources: battling for limited resources.
- Communication
- Incompatible goals
What are the 3 types of conflict?
- Relationship related
- Task related
- Process related
What is relationship related conflict? Productive or un-productive?
Interpersonal tensions that have to do with the relationship. Never productive.
What is task related conflict? Productive or un-productive?
Disagreements about the nature of the work to be done. Can be productive if well managed or if you come to an agreement.
What is process related conflict? Productive or un-productive?
Disagreements about how work should be organized and accomplished. Can be productive if well managed and could lead to the best possible process.
What can happen when conflict occurs?
- Winning becomes more important
- Parties conceal information from each other to keep the upper hand.
- Each side becomes more cohesive (conformity is expected and “deviants” who want to compromise are punished).
- Contact with opposite party is discouraged except under certain conditions.
- Opposite party is negatively stereotyped & own parties image is boosted.
- Aggressive people, skilled at engaging conflict, may emerge as leaders.
Is conflict bad?
There is an optimal level of conflict.
What is conflict stimulation?
Strategy of increasing conflict to motivate change.
What are 3 factors that help with conflict?
- Emotional intelligence
- Cohesive team
- Supportive team norms
What are the steps of the Salovey & Mayer emotional intelligence model?
- Perceiving emotions accurately in oneself and others (cannot move forward without this step).
- Using emotions to facilitate thinking (you can control your emotions to help you make decisions).
- Understanding emotions, emotional language, and the signals conveyed by emotions (understanding the consequences of ur emotions on others, and how others emotions impact you).
- Managing emotions so as to attain specific goals (being able to manage your and other emotions to get what you want).
When is emotional intelligence most and least important for job performance?
Most: low cognitive ability
Least: high cognitive ability