Term
| Why are conflict management skills important? |
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Definition
-they predict managerial success
-about 20% or their time is spent dealing with conflict |
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Term
| Structural factors that deal with conflict |
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Definition
specialization
interdependence
common resource
goal difference
authority relationship
status inconsistencies
jurisdictional ambiguities |
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Term
| Person factors that deal with conflict |
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Definition
skills and abilities
personalities
perception
values and ethics
emotions
communication barriers
cultural differences |
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Term
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Definition
-healthy constructive disagreement
-good outcome
-cognitive in origin
-leads to new ideas |
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Term
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Definition
-unhealthy, destructive disagreement
-emotional in origin
-bad outcome
-diverts energy away from work |
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Term
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Definition
-are parties approaching the conflict from a hostile standpoint?
-is the outcome going to affect the organization negatively?
-Do potential losses exceed potential gain?
-Is energy being diverted from goal accomplished? |
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Term
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Definition
| when conflict occurs between groups or teams |
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Term
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Definition
| conflict that occurs within groups or teams |
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Term
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Definition
| conflict that occurs between two or more organizations |
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Term
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Definition
| conflict among multiple roles |
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Term
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Definition
| conflicting messages about how to perform a certain role |
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Term
| Managing intrapersonal conflict |
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Definition
| careful self analysis and diagnosis by making sure you agree with companies values,use role-analysis and have good political skills |
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Term
| Managing interpersonal conflict |
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Definition
| can respond aggressively, compromise, or withdrawl |
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Term
| Ineffective techniques for managing conflict |
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Definition
| secrecy, nonaction, character assassination, admin orbiting, due process non action (procedure is so costly and time consuming |
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Term
| Effective techniques for managing conflict |
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Definition
| change personnel, change structure, confront/negotiate, superordinate goals, expand resources |
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Term
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Definition
| goals of one party are in direct conflict with the goals of another party |
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Term
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Definition
| maximize outcome and focus on issues and seek win-win |
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Term
| What kinds of defensive mechanisms do people exhibit in interpersonal conflict? |
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Definition
| aggression, compromise, and withdrawl |
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Term
| 5 styles of conflict management |
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Definition
| avoiding, accommodating, competing, compromising, and collaborating |
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Term
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Definition
-low in assertiveness and cooperativeness
-use when parties are angry and need time to cool off |
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Term
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Definition
-cooperative but unassertive
-use when you find yourself in the wrong |
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Term
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Definition
-very assertive and uncooperative
-good for emergencies and when you have to put your foot down |
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Term
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Definition
-intermediate in both
-use as a backup style when collaboration efforts are unsuccessful |
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Term
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Definition
-win-win style high on cooperation and assertiveness
-use when both parties need to be committed to a final solution |
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