ILRID 1525: conflict and fairness

distributive fairness

A distribution of resources is "fair" if any deviation from equality is justified by need or merit.

need

Those with greater need should be favored relative to those with lesser need.

merit

Merit ("Deservingness") ■ Potential: Those with the greater potential to make a contribution should be favored. ■ Effort: Those who have made greater effort should be favored relative to those who have not. ■ Contribution: Those who have made greater actual contributions should be favored. ■ Efficacy: Those for whom the resources are the most suited should be favored relative to those for whom the resources are less suited. ■ Rights: Those w/ entitlements should be favored relative to those w/o.

pros and cons of distributive fairness

- Equality
Pro: Fosters group cohesion; avoids subjective calculus and contestation of need and merit
Con: Social loafing and inefficiencies
- Need
Pro: Supports individual members and chance circumstances
Con: Particularly de-motivating
- Merit
Pro: When tied to potential, effort, or contribution, encourages production • Con: Divisive and increases conflict and competition

equality

pros: Non-biased: Not biased by race, sex, income, geographical distance from organ
objective criteria: principle is easier to uphold because no questions about who is worthy and who should decide worthiness
cons: non bias is bias

functional conflict

conflict that supports the goals of the group and improves its performance

dysfunctional conflict

conflict that hinders group performance

relationship conflict

conflict based on interpersonal relationships

task conflict

conflict over content and goals of the work

process conflict

conflict over how work gets done

dyadic conflict

conflict that occurs between two people

intergroup conflict

conflict that occurs between different groups or teams

intragroup conflict

conflict that occurs within a group or team

perceived conflict

awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise

felt conflict

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

intentions

decisions to act in a given way

negotiation

a process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them

distributive bargaining

negotiation that seeks to divide up a fixed amount of resources; a win-lose situation

fixed pie

the belief that there is only a set amount of goods or services to be divvied up between the parties. a fixed pie leads to distributive bargaining

integrative bargaining

negotiation that seeks one or more settlements that can create a win-win solution

BATNA

the best alternative to a negotiated agreement; the least the individual should accept

mediator

one who reconciles opposing groups

arbitrator

A third party to a negotiation who has the authority to dictate an agreement.

conciliator

a trusted third party who provides an informal communication link between the negotiator and the opponent