BUAD exam 3 content

Conflict def

 A disagreement through which two or more parties perceive a threat to their interests, needs, or concerns

Dysfunctional conflict def

 destructive conflict focused on emotions and differences between 2 parties 

Constructive conflict def

balances the interests of both parties to maximize mutual gains and the attainment of mutual goals 

Task conflict def

disagreement about the task or goals

Process conflict def

disagreement about how to accomplish a task

Relationship conflict def

incompatibility between individuals or groups

Conflicts of interest

competition over resource constraints 

Values conflict def

arises from incompatible belief

Information conflict def

• occurs when people lack necessary information, are misinformed, interpret information differently, or disagree about which information is relevant 

Task interdependence def

one person or unit is dependent on another for resources or information

Structural conflict def

• results from structural or process features of the organization

conflict escalation definition

• Begins when one party begins using aggressive tactics against the other 

• The more conflict escalates, the harder it is to back down

• Results in dysfunctional conflict 

De-escalating Conflict

• React equivalently to the other party, don't overreact 

• Underreaction can de-escalate conflict 

• Set personal behavior limits at the start 

• Managers can model de-escalation and set/enforce limits on escalating behaviors 

  • Threats 

  • Violence 

5 general interpersonal conflict management styles

1. Accomodating 

2. Collaborating 

3. Compromising 

4. Avoiding 

5. Competing 

Collaborating def

reflects a desire to give both parties what they want 

Compromising def

each side sacrifices something to end the conflict

Competing def

Pursuing one’s own interest at the expense of the other party

Accomodating def

A cooperative conflict management style

Avoiding def

unassertive and uncooperative

Negotiation def

 a process in which 2 or more parties make offers, counteroffers, and concessions in order to reach an agreement 

Distributive negotiation def

any gain to one party is offset by an equivalent loss to the other party

Integrative negotiation def

a win-win negotiation in which the agreement involves no loss to either party

Four fundamental principles of integrative negotiation

1. Separate relationship issues from substantive issues

2. Focus on interests, not positions– negotiate about the things people need, not the things they say they want

3. Look for new solutions to the problem that will allow both sides to win

4. Insist on outside, objective fairness criteria

Tips for effective negotiation

• Make sure each side knows the other’s interest and perception of the issues 

• Identify what you can and cannot part with

• Identify and use sources of leverage 

• Show the other side that you understand their position

• Suppress your emotions 

• Know your BATNA: “best alternative to a negotiated agreement”

BATNA meaning

best alternative to a negotiated agreement

Conciliation def

a third party builds a positive relationship between the parties, improves their communication, and facilitates their discussion

Conciliatory may suggest a resolution

Parties can accept or reject conciliators proposal

Mediation def

an impartial third party facilitates a discussion using persuasion and logic 

• Mediator suggests alternatives and establishes each side’s priorities 

• Mediator’s suggested settlement is not legally binding

• Only suggestions, but can still reject what a mediator recommends 

Arbitration def

negotiating parties establish rules for the arbitrator 

• May be required or voluntary 

• Arbitrator’s decision is legally binding 

• Always results in a settlement, but has greater potential to leave at least one party dissatisfied

Leadership as a process

the use of noncoercive influence to direct and coordinate the activities of group members to meet a goal

Leadership as a property

the set of characteristics attributed to those perceived to use influence successfully

Influence def

• the ability to affect the perceptions, beliefs, attitudes, motivation and/or behaviors of others

creating an agenda for management

planning and budgeting

creating an agenda for leadership

establishing direction

developing a human network for achieving the agenda for management

organizing and staffing

developing a human network for achieving the agenda for leadership

aligning people

executing plans for management

controlling and problem solving

executing plans for leadership

motivating and inspiring

outcomes for management

produces a degree of predictability and order and has the potential to consistently produce major results expected by various stakeholders

outcomes for leadership

produces change, often to a dramatic degree, and has the potential to produce extremely useful change

Benefits to the “in-group”

•  Special projects

•  More responsibility

•  Increase autonomy

•  Discretion with work schedules

Disadvantage to the “out-group”

•  Less time & attention from leader

•  Mundane tasks

•  Left out of “in the know” information

Transformational Leadership def

The set of abilities that allows the leader to recognize the need for change, to create a vision to guide that change, and to execute the change effectively

Charismatic Leadership def

Charisma is a personal characteristic of the leader which inspires support and acceptance. Leadership is based on a leader's personal charisma.

Attribution Perspective of Leadership def

Holds that when behaviors are observed in a context associated with leadership, others may attribute varying levels of leadership ability or power to the person displaying those behaviors.

The charismatic leader is characterized by 3 fundamental attributes 

• envisioning

• energizing

• enabling

envisioning attributes

• Articulating a compelling vision 

• Setting high expectations 

• Modeling consistent behaviors 

energizing attributes

• Demonstrating personal excitement 

• Expressing personal confidence 

• Seeking, finding, and using success

enabling attributes

• Expressing personal support 

• Empathizing 

• Expressing confidence in people

Cross cultural leadership behaviors 

• Charismatic/value-based leadership

• Team-oriented leadership

• Participative leadership

• Humane-oriented leadership

• Autonomous leadership

•  Self-protective leadership

Charismatic/value-based leadership def

•  the ability to inspire to motivate,, and to promote high performance; includes being visionary, self-sacrificing, trustworthy, decisive, and performance oriented 

Team-oriented leadership def

• emphasizes team building and creating a sense of common purpose; includes being collaborative, diplomatic, and administratively competent.

Participative leadership def

• the extent to which leaders involve others in making decisions; being participative and non-autocratic

Humane-oriented leadership def

• being supportive, considerate, compassionate, and generous; displaying modesty and sensitivity.

Autonomous leadership def

•  refers to being independent and individualist; being autonomous and unique.

 Self-protective leadership def

•  includes behaviors intending to ensure the safety and security of the leader and the group; includes being self-centered, status conscious , conflict inducing, and face saving.