Chapter 13 Conflict at Work.ppt

Chapter 13 Conflict at Work Nature of Organizational Conflict Conflict - any situation in which incompatible goals, attitudes, emotions, or behaviors lead to disagreement or opposition between two or more parties Functional conflict - a healthy, constructive disagreement between two or more people Dysfunctional conflict - an unhealthy, destructive disagreement between two or more people Substantive and Emotional Conflict substantive conflict: conflict that occurs in the form of a fundamental disagreement over ends or goals to be pursued and the means for their accomplishment Emotional Conflict: conflict that involves interpersonal difficulties that arise over feeling of anger, mistrust, dislike, fear, resentment, and the like Conflict Intensity Overt efforts to destroy other party. Aggressive physical attacks. Threats and ultimatums. Overt questioning or challenging of others. Minor disagreements or misunderstandings. Management Secrets of the Chimps Frans de Waal The top executive is always paranoid -- with good reason. Loners are powerless, since they lack a coalition to help in crisis. Meetings are a forum for testing the strength of coalitions. (Whose jokes go over?) Warring parties must mend fences to carry on with the business of the day. Types of Interdependence Relationship between Substantive Conflict and Effectiveness Conflict Management Approaches Indirect Conflict Management Approaches appeal to common goals hierarchical referral organizational redesign scripts and myths Direct Conflict Management Approaches win-lose conflict win-win conflict lose-lose conflict (avoidance, accommodation/smoothing, compromise) Managerial Issues Managerial Issues Cont.. Inadequate or excessive levels of conflict can hinder group effectiveness. Don’t assume theres one conflict-handling intention that is always best. Use competition when quick, decisive action is vital. Use collaboration to find an integrative solution. Use avoi