Organizational Behavior Chapter 14: Conflict and Negotiation

Vocabulary terms and definitions related to the types, loci, stages, and handling intentions of conflict as discussed in Organizational Behavior Chapter 14.

Conflict

A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.

Functional conflict

Conflict that supports the goals of the group and improves its performance.

Dysfunctional conflict

Destructive forms of conflict that hinder group performance.

Dyadic conflict (Loci of Conflict)

Conflict that occurs between two people.

Intragroup conflict (Loci of Conflict)

Conflict that occurs within a group or team.

Intergroup conflict (Loci of Conflict)

Conflict that occurs between groups or teams.

Task conflict (Types of Conflict)

Conflict relates to the content and goals of the work.

Relationship conflict (Types of Conflict)

Conflict that focuses on interpersonal relationships.

Process conflict (Types of Conflict)

Conflict that is about how the work gets done.

Perceived conflict (Cognition & Personalization)

Awareness by one or more parties of the existence of or conditions that create opportunities for conflict.

Felt conflict (Cognition & Personalization)

Emotional involvement in a conflict that creates anxiety, tenseness, frustration, or hostility.

Avoiding (Conflict Intentions)

A conflict-handling intention characterized by low assertiveness and low cooperativeness where one postpones, sidesteps, or withdraws from the conflict.

Competing (Conflict Intentions)

A conflict-handling intention characterized by high assertiveness and low cooperativeness where one pushes for their preferred outcome using authority, rules, or position.

Accommodating (Conflict Intentions)

A conflict-handling intention characterized by low assertiveness and high cooperativeness where one prioritizes the relationship or the other party’s needs over their own.

Collaborating (Conflict Intentions)

A conflict-handling intention characterized by high assertiveness and high cooperativeness where parties work together to find a solution that fully satisfies both sets of concerns ("win–win").

Compromising (Conflict Intentions)

A conflict-handling intention characterized by moderate assertiveness and moderate cooperativeness where each side gives up something to reach a workable agreement ("split the difference").

Annihilatory conflict

The highest level on the conflict-intensity continuum characterized by overt efforts to destroy the other party.

Conflict management

The use of resolution and stimulation techniques to achieve the desired level of conflict.

Collectivist cultures

Cultures that see people as deeply embedded in social situations and often prefer indirect methods for resolving differences of opinion.