Managing Conflict and Negotiations Flashcards
Dysfunctional vs. functional conflict
conflict that is determined to organizational goals and objectives and threatens an organizations interests VS constructive or cooperative conflict, characterized by consultative interactions, a focus on the issues, mutual respect, and useful give and take
Benefits of conflict
-More effective management of change
-Increased morale and group cohesiveness
-Better, more candid and spontaneous communication
-Improved creativity and problem solving
Different types of conflict (personality, intergroup, cross-cultural, etc.)
- personality: interpersonal opposition based on personal dislike or disagreement
- intergroup: occurs between two or more groups
- cross-cultural: associated with or stemming from cultural differences
- programmed: designed to elicit different opinions without inciting people’s personal feelings
Behaviors associated with conflict
- group polarization
- increased group cohesiveness
- decreased amount of communication
- increased negativity of communication
- decrease in productivity
- increase in finger pointing
Causes of conflict (including worker/management conflict)
- large psychological distance between groups
- large status difference between groups
- differences in ideology/philosophy about work
- scarce financial resources
- lack of trust between groups
- lack of communication
- historical factors
Conflict escalation
a conflict grows worse over time, occurs more likely when cultural differences exist, parties have history of antagonism, parties have insecure self-images, status differences between parties are uncertain, parties do not identify with one another, one or both parties has the goal of beating the other party
Conflict resolution strategies
-Integrating
-Obliging
-Avoiding
-Compromising
-Dominating
Types of Alternative Dispute Resolution (ADR)—Facilitation, conciliation, etc.
facilitation, conciliation, peer review, ombudsman, mediation, arbitration
Distributive vs. integrative negotiation
adversarial negotiation in which the parties in conflict compete to win the most resources while conceding as little as possible (fixed pie) VS a win-win negotiation in which the agreement involves no loss to either party (enlarging the pie)
Managing emotions during negotiation (ideal emotions, managing emotions, etc.)
recognizing and understanding your own and your counterpart’s feelings, and then strategically using those emotions to achieve a desired outcome, rather than suppressing them
