class 8 dial

Organizational Conflict

A process that occurs when one person, group, or organizational subunit frustrates the goal attainment of another.

Group Identification

The identification with a particular group or class of people.

Intergroup Bias

The tendency for people to develop a more positive view of their own "in-group" and a less positive view of the "out-group."

Interdependence

When individuals or subunits are mutually dependent on each other to accomplish their own goals.

Differences in Demographics

Dividing lines that may split a group into subgroups based on one or more attributes, such as age, gender, or ethnicity.

Faultlines

Hypothetical dividing lines that may split a group into subgroups based on demographic characteristics.

Differences in Culture

When two or more very different cultures develop in an organization, the clash in beliefs and values can result in overt conflict.

Ambiguity

Ambiguous goals, jurisdictions, or performance criteria can lead to conflict.

Scarce Resources

Limited budget money, administrative support, or lab space can contribute to conflict.

Relationship Conflict

Interpersonal tensions among individuals that have to do with the relationship per se, not the task at hand.

Task Conflict

Disagreements about the nature of work to be done or differences in viewpoints and opinions pertaining to a group task.

Process Conflict

Disagreements about how work should be organized and accomplished, including controversies about responsibilities, authority, and resource allocation.

Negative Outcomes of Conflict

Wastes time, energy, and resources; less information sharing and productivity; more organizational politics, job dissatisfaction, turnover, and stress; weakens team cohesion (when conflict is within the team).

Positive Outcomes of Conflict

Fuller debate of decision choices; questioning of assumptions; potentially generates more creative ideas; improves responsiveness to the external environment; increases team cohesion (conflict with other teams).

Conflict Handling Styles

Avoiding, Accommodating, Competing, Compromising, Collaborating.

Avoiding

Tries to smooth over or evade conflict situation altogether.

Accommodating

Giving in completely to the other's wishes, cooperating with no attention to your own interests.

Collaborating

An attempt to secure an integrative agreement that fully satisfies the interests of both parties (win-win resolution).

Competing

Tries to win the conflict at the other's expense.

Compromising

Looking for a middle ground between the interests of two parties.

Situational Analysis

Questions to ask when choosing the right conflict handling style:Does this situation need harmony? Relative power of conflict parties? Time constraint? Importance of the issue? Trust and openness between parties?