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23 Cards in this Set
- Front
- Back
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Conflict
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a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.”
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Interactionist View of Conflict
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A harmonious, peaceful, tranquil, and cooperative group is prone to becoming static, apathetic, and unresponsive to needs for change and innovation
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Process Conflict
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Refers to how the work gets done
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Task conflict is related to positive outcomes when
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members share goals and have high levels of trust
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Stage 1 of Conflict Process
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Potential opposition or incompatibility
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Stage 2 of Conflict Process
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Cognition and Personalization
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Stage 3 of Conflict Process
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Intentions: decisions to act in a given way
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Stage 4 of Conflict Process
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Behavior (Conflict visible)
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Behavior Stage Includes:
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Statement, actions, reactions made by conflicting parties
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Successful Conflict Management
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attempts to resolve them by encouraging open, frank discussion focused on interests rather than issues.
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Collectivist Cultures
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avoid direct expression of conflicts, preferring indirect methods for resolving differences of opinion
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Negotiation
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process in which two or more parties exchange goods or services and attempt to agree upon the exchange rate for them
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Distributive Bargaining
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Negotiating over who gets what share of a fixed pie (set amount)
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Tactics with distributive power
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Making an aggressive offer, revealing a deadline
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Integrative bargaining
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Assumes one or more of the possible settlements can create a win-win solution
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Integrative Bargaining Builds:
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Long-term relationships/facilitates working together in the future
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Dist. Bargaining leaves:
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One party a loser
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Conditions Necessary for Integrative Bargaining to occur:
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Parties who are open w info, sensitivity by parties to needs, ability to trust, willingness to maintain flexibility
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Best Alternative to a Negotiated Agreement (BATNA)
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Determines lowest value acceptable to you for a negotiated agreement
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Mediator
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Neutral third party who facilitates a negotiated solution by using reasoning and persuasion, suggesting alternatives- parties motivated to bargain
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Arbitrator
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Third party with the authority to dictate an agreement, ALWAYS results in a settlement
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Concilitator
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Trusted third party who provides an informal communication link among parties- Engage in fact finding, interpreting messages, persuading disputants
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Consultant
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Skilled and impartial third party who attempts to facilitate problem solving through communication and analysis aided by know. in conflict mgt
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