Post on 17-Nov-2014
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Functional and Disfunctional / conflicts/competitions
Conflicts
DefinitionDefinition
Conflict has been defined as tension arising from incompatible needs, in which the actions of one frustrate the ability of the other to achieve a goal.
____Valentine
Nature of conflict
All conflicts have certain things in common: concrete content issues and process issues, which involve our emotional response to the situation.
Types of Conflict
Intrapersonal A conflict can be internal or intrapersonal; that is, it can represent opposing feelings within an individual.
Interpersonal The conflict may be interpersonal, occurring between two or more people.
Uses of Conflict
Functional Conflict
Dysfunctional Conflict
Functional Conflict
Creative confrontation is a struggle between persons who are engaged in a dispute or controversy and who remain together, face to face, until acceptance, respect for differences, and love emerge; even though persons may be at odds with the issue, they are no longer at odds with each other. Clark Moustakis(1974)
Functional Conflict
The critical factor is the willingness to explore and resolve it mutually. Appropriately handled, conflict can provide an important opportunity for growth.
Dysfunctional Conflict
Several identifiable elements may occur in dysfunctional conflict:
information is withheld;
feelings are expressed too strongly;
the conflict is obscured by a double message;
feelings are denied or projected onto others; conflicts are not resolved, so issues build up.
Dysfunctional Conflict
Nonproductive conflicts are characterized by feelings that are misperceived or stated too intensely.
The problem occurs when the emotions distort the content issue.
Personal Style of Response to Conflict
Avoidance
Accommodation
Competition
Collaboration
Style Proper situation Function
Avoidance
the other individual is more powerful or the cost of
addressing the conflict is higher than the benefit of
resolution.
just postpone the conflict,
lose-lose
Accommodation when the issue is more
important to the other person
promotes harmony and gains credits that can be used at alater
date, lose-win
Competition used in the past by corporate
managers
It is an effective style when there is a need
for a quick decision. no lose, no
win
Collaboration both parties commit to finding a mutually satisfying
solution
the most effective style for genuine
resolution ,win-win
Discriminate of Four Styles
Factors that influence Responses to Conflict
Gender
women
men
accommodative conflict management styles such as compromise and avoidance
collaboration
competitive, unyielding and aggressive strategies
Prefer
20
Factors that influence Responses to Conflict
Culture
group commitment and cooperation
avoidance and less confrontation
Tend to use
individualism competing/ dominating styles
1. Latent conflict, in which disparities exist.
2. Perceived conflict, in which disparities are recognized.
3.Felt conflict, in which feelings(such as anger)erupt.
4.Over conflict, in which feelings are acted out in observed behaviors.
5.Resolution,in which the outcome is known to all participants.
Stages of Conflict
Types of ConflictTask Conflict
Conflicts over content and goals of the work.
Relationship Conflict
Conflict based on interpersonal relationships.
Process Conflict
Conflict over how work gets done.
The Conflict Process
Changes within Changes within groupsgroups
Changes between Changes between groupsgroups
Increased group Increased group cohesivenesscohesiveness
Greater autocratic Greater autocratic leadershipleadership
Focus on activityFocus on activity
Emphasis on loyalty Emphasis on loyalty to the groupto the group
Distorted Distorted perceptions of perceptions of group’s importancegroup’s importance
Negative Negative stereotypingstereotyping
Decrease in Decrease in communicationcommunication
Consequences of Dysfunctional Intergroup Conflict
Managing Intergroup Conflict Through Negotiation
Cross-Cultural Negotiations
Group Negotiations
Managing Intergroup Conflict Through Negotiation (continued)
Prenegotiation Tasks– Understanding the other side– Knowing all the options
Negotiation Tactics– Good-guy / bad-guy team– The nibble– Joint problem solving– Power of competition– Splitting the difference– Low-balling
Managing Intergroup Conflict Through Stimulation
Communication
Bringing outside individuals into the group
Altering the organization’s structure
Stimulating competition