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By Rajat Jhingan 1

AFTER THIS SESSION#1,

YOU SHOULD BE ABLE TO:

1. Define conflict.

2. Differentiate between the traditional, human

relations, and interactionist views of conflict.

3. Contrast task, relationship, and process

conflict.

4. Outline the conflict process.

5. Describe the five conflict-handling intentions.

LE

A

R

NI

N

G

OB

JE

C

T

IV

E

S

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Transitions in Conflict Thought (contd)

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Functional versus Dysfunctional Conflict

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Types of Conflict

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The Conflict Process

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Stage I: Potential Opposition or Incompatibility

Communication Semantic difficulties, misunderstandings, and noise

Structure

Size and specialization of jobs

Jurisdictional clarity/ambiguity Member/goal incompatibility

Leadership styles (close or participative)

Reward systems (win-lose)

Dependence/interdependence of groups Personal Variables

Differing individual value systems

Personality types

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Stage II: Cognition and Personalization

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Stage III: Intentions

Cooperativeness:

Attempting to satisfy theother partys concerns.

Assertiveness:

Attempting to satisfyones own concerns.

Cooperativeness:

Attempting to satisfy theother partys concerns.

Assertiveness: Attempting to satisfy

ones own concerns.

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Stage III: Intentions (contd)

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Stage III: Intentions (contd)

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Dimensions of Conflict-Handling Intentions

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Stage IV: Behavior

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Stage IV: Conflict Resolution Techniques

Problem solving

Superordinate goals

Expansion of resources

Avoidance

Smoothing

Compromise

Authoritative commandAltering the human variable

Altering the structural variables

Problem solving

Superordinate goals

Expansion of resources

Avoidance

Smoothing

Compromise

Authoritative commandAltering the human variable

Altering the structural variables

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Stage IV: Conflict Stimulation Techniques

Communication

Bringing in outsiders

Restructuring the organization

Appointing a devils advocate

Communication

Bringing in outsiders

Restructuring the organization

Appointing a devils advocate

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Conflict-Intensity Continuum

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Stage V: Outcomes

Functional Outcomes from Conflict

Increased group performance

Improved quality of decisions

Stimulation of creativity and innovation

Encouragement of interest and curiosity Provision of a medium for problem-solving

Creation of an environment for self-evaluation andchange

Creating Functional Conflict

Reward dissent and punish conflict avoiders

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Stage V: Outcomes (contd)

Dysfunctional Outcomes from Conflict

Development of discontent

Reduced group effectiveness

Retarded communication

Reduced group cohesiveness Infighting among group members overcomes group

goals

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Conflict and Unit Performance

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Conflict and Unit Performance (contd)