Conflict and Organizational Culture

Definitions

• Conflict

  • A disagreement or clash between opposing forces or ideas.

  • Exists only if at least one person is aware of it.

Types of Conflict

• Functional Conflict (Good)

  • Constructive disagreements that lead to positive outcomes (e.g., improved decision-making, creativity).

  • Example: Company debates that bring up different ideas.

• Dysfunctional Conflict (Bad)

  • Conflicts that hinder group performance and create negativity.

  • Example: Power struggles between departments, favoritism by leadership, leading to low morale and productivity.

Conflict Loci

• Key Concept: Not all conflict is detrimental; optimal levels can drive high performance.

  • Low Conflict: Leads to apathy and stagnation.

  • Optimal Conflict: Encourages innovation and critical thinking.

  • High Conflict: Causes chaos and uncooperativeness, focusing on personal agendas.

Conflict Situations

• Situation A (Low/No Conflict)

  • Type: Dysfunctional

  • Characteristics: Apathetic and stagnant.

  • Outcome: Low performance.

• Situation B (Optimal Conflict)

  • Type: Functional

  • Characteristics: Innovative and self-critical.

  • Outcome: High performance.

• Situation C (High Conflict)

  • Type: Dysfunctional

  • Characteristics: Chaotic and disruptive.

  • Outcome: Low performance.

Types of Conflict Analysis

• Task Conflict: Disagreement on the work content or goals.

• Relationship Conflict: Personal clashes and differing communication styles.

• Process Conflict: Disagreements on how work gets done (e.g., roles, timelines).

Levels of Conflict

• Dyadic Conflict: Between two individuals.

• Intragroup Conflict: Within a team.

• Intergroup Conflict: Between groups (e.g., departments).

Conflict Handling Styles

• Vertical Axis (Assertiveness)

  • High Assertiveness: Focused on self-needs.

  • Low Assertiveness: Passive.

• Horizontal Axis (Cooperativeness)

  • High Cooperativeness: Focus on relationships.

  • Low Cooperativeness: Self-focused.

Styles of Handling Conflict

1. Competing: Prioritizing one's own interests.

2. Collaborating: Seeking a mutually beneficial outcome.

3. Avoiding: Withdrawing from conflict.

4. Accommodating: Placing others' needs above one's own.

5. Compromising: Each party gives up something to resolve the conflict.

Effective Conflict Management

• Recognize when there is a genuine disagreement.

• Encourage open discussions that focus on interests rather than conflicts.

• Successful management can prevent counterproductive conflicts.

Negotiation

• Definition: A process where parties exchange goods/services and seek mutually acceptable solutions.

Types of Negotiation

1. Distributive Bargaining (Win-Lose)

   • Fixed resources, short-term focus.

   • Example: Buying a car.

2. Integrative Bargaining (Win-Win)

   • Seeks mutual benefits and long-term relationships.

   • Example: Business partnerships.

The Negotiation Process (5 Steps)

1. Preparation and Planning: Know goals and alternatives.

2. Definition of Ground Rules: Logistics of negotiation setup.

3. Clarification and Justification: Present cases clearly.

4. Bargaining and Problem Solving: Offers and counteroffers are exchanged.

5. Closure and Implementation: Agreement finalized and executed.

Important Concepts in Negotiation

• BATNA: Best Alternative To a Negotiated Agreement.

Influences on Negotiation

• Personality traits, emotions, and cultural differences shape negotiation styles.

  • Be culturally aware when negotiating internationally.

Managerial Implications

• Encourage functional conflict in teams to foster innovation.

• Train employees in conflict resolution techniques.

• Support ethical negotiation practices and understand employee conflict styles.

Summary Table

• Concept: Conflict can be functional or dysfunctional.

• Conflict Process: 5 stages from potential to outcomes.

• Conflict-Handling Styles: Compete, Collaborate, Avoid, Accommodate, Compromise.

• Negotiation Types: Distributive vs. Integrative.

• Negotiation Process: 5 steps from planning to closure.

• Managerial Implications: Manage conflict strategically, encouraging collaboration, and ethical practices.

Culture 

🏢 Chapter 16: Organizational Culture

Organizational Behavior – Week 11

🧠 What is Organizational Culture?

Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from others.

In simple terms:
It’s the personality of the organization — how things are done, what people believe in, and what behavior is accepted or expected.

🎯 Characteristics of Organizational Culture

Robbins identifies 7 primary characteristics that define an organization’s culture:

🔑 A strong culture will score high on many of these dimensions consistently across the company.

🧱 Functions of Organizational Culture

1. Boundary-defining role – Sets boundaries between one company and another.
   
   

2. Identity – Gives employees a sense of who they are.
   
   

3. Commitment – Promotes loyalty and dedication.
   
   

4. Social system stability – Encourages consistent behavior and reduces uncertainty.
   
   

5. Sense-making and control – Guides attitudes and behavior.
   
   

📌 Culture shapes behavior more powerfully than rules.

💪 Strong vs Weak Culture

✅ Strong cultures drive performance, unity, and engagement — but can also resist change.

🧬 Culture vs Formalization

Both create consistency — but in different ways:

🎯 In high-performing companies, culture replaces strict rules — people do the right thing because they believe in it, not because they’re forced.

🔄 Creating and Sustaining Culture

How Culture Begins

1. Founder’s vision – Original values and behaviors modeled by founders.
   
   

2. Hiring – People are selected based on how well they “fit.”
   
   

3. Socialization – New members are taught the culture.
   
   

🧭 How Employees Learn Culture

1. Stories – Narratives about company heroes or past successes.
   
   

2. Rituals – Repetitive activities that reinforce key values (e.g., awards).
   
   

3. Material Symbols – Office layout, dress code, perks.
   
   

4. Language – Specific jargon, slogans, or acronyms used.
   
   

🎭 Types of Organizational Culture (Common Archetypes)

🌱 Culture as a Liability

Although culture has many benefits, it can also become a barrier in some situations:

🔥 Solution: Build a culture that’s flexible, inclusive, and adaptable.

🔄 Socialization Process (How Culture is Passed On)

3 Phases of Socialization:

✅ Successful socialization = New hires align with company values and feel like they belong.