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27 Cards in this Set
- Front
- Back
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Alternative dispute resolution-
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avoiding costly lawsuits by resolving conflicts informally or through meditation or arbitration
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Conflict-
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one party perceives its interest are being opposed or set back by another party
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Devils advocacy-
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assigning someone the role of the critic
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Dialectic method-
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fostering a debate of opposing viewpoints to better understand an issue
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Dysfunctional conflict-
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threatens organizations interests
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Functional conflict-
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serves organizations interests
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Negotiation-
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give and take process between conflicting interdependent parties
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Personality conflict-
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interpersonal opposition driven by personal dislike or disagreement
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Programmed conflict-
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encourages different opinions without protecting managements personal feelings
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Functional/dysfunctional-
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main point is when a conflict’s solution has a positive outcome that betters on the company. Dysfunctional is when conflict creates more problems or goes unresolved
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Antecedents of conflict: p 278
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Incompatible personalities or value systems, collective decision making, unmet expectations, unresolved or suppressed conflicts, overlapping or unclear job boundaries, Competition for limited resources, Competition among workers, Poor communication, Interdependent tasks, Organizational complexity, Unclear( policy, standards, or rules), Unreasonable deadlines or extreme time pressure
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Desired outcomes of conflict-
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agreement, stronger relationships, learning
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Personality conflicts-
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personality is a package of stable traits and characteristics that create someone’s identity. Working with people you dislike
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Intergroup conflict-
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conflicts among workgroups, teams, and departments is common. (company merger is an ex when intergroup conflict will arise)
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Task Conflict-
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differences relating to the content and goals of the work. Moderate task conflict is beneficial for performance.
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Programming functional conflict-
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devils advocacy method and dialectic method.
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Devils-
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in decision making process, devils advocacy is critic of decision and is basically there to generate critical thinking and reality testing
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Dialectic-
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conflicting counter-proposal is generated based on different assumptions, then advocates present their positions and debate before making decision.
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Alternative styles for handling dysfunctional conflict;
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Integrating(problem solving), obliging (smoothing), dominating (forcing), Avoiding, Compromising
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3rd party interventions:
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facilitation, conciliation, peer review, ombudsman, mediation, arbitration (pg 290)
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Major traps in negotiation:
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Settling for too little (winners curse), settleing for terms that are worse than your current situation (agreement bias), leave money on the table (lose-lose negotiation), take persepective that “good for opposition is bad for us” (mythical “fixed pie”)
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Distributive negotiation:
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usually includes only one issue, dividing a “fixed pie” in which one person gains at the expense of the other, almost strictly opposing interests, win-lose situation
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Integrative negotiation:
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win-win
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Target/aspiration point
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- outcome which constitutes ideal situation
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BATNA:
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Best alternative to a negotiated agreement
- #1 source of power, |
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Reservation price
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- “your bottom line”, point at which you are indifferent to whether you achieve a negotiated agreement or walk away
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Bargaining Zone-
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Space between buyers reservation price and the seller’s reservation price.
-------(Buyer)._____bargaining Zone_____. (seller)------ |
