Org B - Ch 12

Front 1

Is conflict always bad for an organization?

Back 1

No, conflict isn’t always bad for org. (355-357; exhibit 12.3 p357)
Some inevitable b/c part of org. survival & comp. for scarce resources
Can improve motivation & decision-making
Need happy medium (just enough conflict)

Front 2

Intergroup Conflict Causes

Back 2

2 grps (or individs) have mutually exclusive goals & actions meant to defeat, suppress, or inflict damage on other

e.g. (Negative) labor-mgt negotiations reach stalemate; union strikes; both employer and employees trying to hurt other and strengthen own positions
e.g. (Positive see p. 356) two Co’s contending for same project, improve processes and cut costs which benefits selves and owner’s of project

Front 3

Strategies—Resolving Conflict

Back 3

- most effective depends, in part, on situation and time available to resolve; but generally arranged with (1) being least effective and (4) being MOST
1. Avoidance
2. Ignoring conflict – seldom effective; situation tends to worsen
3. Diffusion
4. Power intervention

Front 4

Resolving Conflict - Power intervention strategies
- Regulated interaction
- Political Maneuvering

Back 4

Regulated Interaction – mgrs resolve; mandate stop. May establish rules & procedures to limit interaction called incapsulating.
Political maneuvering - one party attempts to accumulate sufficient power to force compliance on the other party

Front 5

Resolving Conflict - diffusion

Back 5

reduce anger by smoothing disagreement, developing compromise, creating common enemy, or distracting attention

Front 6

Resolving Conflict - resolution

Back 6

identifying conflict cause, removing conflict cause, or creating higher-level goal that req’s cooperation (see 368)