Week 9: Organisational Conflict

Question 1

Define Conflict

Answer 1

is a process that occurs when one party perceives another party to have negatively affected, or be about to negatively affect, something the first party cares about

Question 2

In an organisation, at what four levels conflicts may occur?

Answer 2

–intrapersonal: individual faces role conflict / ambiguity / presented with difficult choices

–group: individuals within a work group or team experience disagreement (e.g. course of action for team project)

–inter-group: disagreement between groups within the same organisation (e.g. competition for resources)

–inter-organisational: disagreement between different organisations (e.g. strategic differences btw partner organisations)

Question 3

Name two positive outcomes when conflicts are postively managed…

Answer 3

• better, more innovative solutions
• improved workplace relationships

Question 4

Name two different kinds of conflicts

Answer 4

Constructive conflict:
–different viewpoints are discussed, focusing on the task rather than the people
–essential to sound decision-making and innovation

Socio-emotional conflict:
–emphasis on the person, rather than the task/issue
–many socio-emotional conflicts are seen as personal attacks
–can be reduced by setting up clear and supportive team interaction norms

Question 5

Define conflict management

Answer 5

interventions that alter the level and form of conflict to maximise its benefits and minimise its negative consequences

Question 6

Name the different orientations of interpersonal conflict management styles

Answer 6

•Win‒win orientation (problem solving):
–aiming to find a mutually beneficial solution
–information sharing and active listening are essential

•Win‒lose orientation:
–avoiding: suppressing thinking about the conflict
–forcing: attempting to win the conflict at the other’s expense
–yielding: making unilateral concessions
–compromising: matching the other party’s concessions and actively searching for a middle ground

Question 7

Name ways of managing organisational conflicts

Answer 7

• Emphasising organisational goals so that employeesplace less emphasis on competing individual or departmental-level goals
• Highlighting commonalities btw employees and discussing differences in a constructive, work-oriented manner
• Improving communication (e.g. training, coaching)
• Reducing interdependent jobs, ensuring shared resources are pooled
• Redefining jobs and responsibilities to reduce ambiguity

Question 8

What are the consequences for bullied employees?

Answer 8

–Lower job satisfaction
–Poorer job performance
–Lower organisational commitment
–Higher absenteeism
–Higher burnout
–Greater intentions to leave

Question 9

How many Australian employees are bullied?

Answer 9

6-17%
of Australian employees are bullied (Standing Committee on Education and Employment, 2012)

Question 10

Name three defining characteristics of bullying

Answer 10

–repeated negative behaviour(s) which cause the bullied person to feel distress, fear and/or harmed

–an imbalance of power between the bullied and the bully

–the bullied person believing or perceiving that the bully or bullies are acting with intent (e.g., they are purposely trying to harm their target)

Question 11

Workplace bullying conflict management strategies should include:

Answer 11

Workplace bullying conflict management strategies should include:

–Changes to the organisation culture

–Multiple sources that bullied employees can disclose their experiences

–workplace anti-bullying training