Chapter 12.1 conflict

8/12/2019 Chapter 12.1 conflict

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Chapter 12: Intergroup

Behavior and Conflict

Creating Effective Organizations


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Relationship Between Level of Conflict

and Organizational Outcomes

Low

Negative

Positive

High

LEVEL OF CONFLICT

ORGAN

IZATIONALOU

TCOMES


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Stages of Conflict

Competitionfor ScarceResources

Manifest Conflict(behavior)

Felt Stage(hostile feelings)

ConflictAftermath

PerceivedConflict

Drives forAutonomy

LatentConflict

DifferentGoals


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Expectations and Conflict

We develop expectations concerning othersbehaviors from:

Our own experiences By watching and listening to others

Through the media

We often are in conflict when ourexpectations regarding others behaviors areviolated


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Strategies for Handling Conflict

Rank order the following approaches to handling conflict according to your relative use of each(1=most frequent, 5=least frequent).

I generally am firm in pursuing my goals when dealing with others. I try to pointout the advantages of my approach to solving the problem and point out why theirapproach will not work as well. I will listen to the other point of view, but I spendmost of my time stressing my point of view, and am reluctant to give in.

I try to avoid most conflict situations since they tend to create anxiety and badfeelings. I will often try to get others to deal with the conflicts. Furthermore, Iavoid taking controversial positions that might cause conflict, and enjoy working

with others who also avoid creating conflicts. In most conflict situations I try to find a solution where all parties will be somewhat

satisfied. I try to avoid a win-lose situation, and believe that everyones ideas shouldbe utilized. I will often concede my position in order to seek a satisfactorycompromise.

I generally try to smooth over differences that people have so that they wont get

upset. I listen to others views and try to see what is important to him or her.Maintaining harmony is the major goal that I have when dealing with a conflictsituation.

I try as best I can to hear all sides of the argument and to debate the issuesthoroughly. I frankly state my point of view, and want others to do the same. I tryto get others to reach consensus on the right approach to solving the problem.

While its not always possible, I do try to understand everyones point of view.


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Matching the Conflict Management

Approach with the Situation

Situational

Considerations: Conflict Management Approach:

Forcing Accommodating Compromising Collaborating Avoiding

Issue importance High Low Med High Low

Relationship

importanceLow High Med High Low

Relative power High Low Equal-High Low-High Equal-High

Time constraints Med-High Med-High Low Low Med-High


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Managing Conflict Behavioral

Guidelines1. Identify the source of conflict.

2. Generally utilize a collaborativeapproach to conflict.

3. Be clear about when to use:A forcing approachAn accommodating approachA compromising approachAn avoiding approach

4. As an initiator of conflict:Use descriptive communicationPersist until understoodEncourage two-way interchangeIdentify areas of agreement

5. As a responder to conflict:Establish a climate of problem solvingSeek additional informationAgree with some aspectAsk for recommended solutions

6. As a mediator of conflict:Acknowledge that conflict existsMaintain a neutral postureEnsure fairnessHelp disputants generate alternatives

7. Ensure that everyone agrees on thesolution

8. Establish a follow-up to conflictsolutions


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Intergroup Problems

What happens within competing groups?

Each group becomes more cohesive.

Each group becomes more task oriented.

The leadership in each group becomes moreautocratic.

Each group becomes more highly structured.Each group demands more loyalty.


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Intergroup Problems

What happens between competing groups?

Each group sees the other as the enemy.

Each group distorts perceptionsseeing themselves asgood and seeing only the worst aspects of the other

group.

Hostility toward the other group increases whilecommunication and interaction decrease.

Communication from the other group is viewed withsuspicion. Group members only listen to those thingsthat support their own positions and stereotypes.


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What Happens to Winners and

Losers?To the Winners:

They become more cohesive.

They tend to become complacent.

They focus on intragroup cooperation andmeeting group members needs.

Winning confirms their positions andstereotypes about themselves and the othergroup.


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What Happens to Winners and

Losers?To the Losers:

They often distort the reality of losing, find excuses forlosing, and blame others.

If the loss is accepted, conflicts within the group maybegin to surface.

They may become more tense and willing to workharder to avoid defeat in the future.

They become more task-oriented and less attentive to

group members needs.The loser may learn a lot about itself since its

stereotypes of itself and others may be disconfirmed bythe defeat. Losers may reorganize themselves tobecome more cohesive and effective.


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Managing Intergroup Conflict

1. Have groups locate a common enemy2. Have groups develop superordinate goals3. Train groups on how to manage intergroup conflicts,

reduce negative stereotypes, and improvecommunication4. Emphasize total organizational performance rather than

subunit performance. Reward people for helping othergroups.

5. Encourage interaction and communication betweengroups6. Rotate group members and create teams including

members from both groups7. Avoid win-lose situations


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Effective Meeting

Management1. Have the right people invited to the meeting. Be sure that you need

to have the team meet rather than handle the issues with individuals.2. Create an agenda and have team members receive the agenda before

the meeting.

3. The agenda should identify action items from the previous meetingand identify actions/decisions that need to be discussed at themeeting.

4. Order the agenda in a logical sequence.5. Avoid distractions or side conversations that dont focus on the

topic being discussed.

6. Keep the meeting moving through the agenda in order to meet timeconstraints (You might put time limits next to each agenda item).

7. Summarize and record the meeting in minutes that are given later tothose attending the meeting. Make sure that the action items areclear.

8. Follow-up with action items from the meeting.

Chapter 12.1 conflict

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