Chapter 9 Org Comm

Front 1

Putnam and Pooles definition of Conflict

Back 1

Interaction of Interdependent people who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realization of those goals.

Front 2

Putnam and Poole's Levels of Conflict: Intergroup Conflict

Back 2

Considers conflict of people within an organization. Ex. work teams and departments.

Front 3

Putnam and Poole's Levels of Conflict: Interorganizational Conflict

Back 3

Conflict that involves disputes bewtween two or more orgs. ex. Two stores competing in the same market.

Front 4

Conflict Styles : Avoidance

Back 4

(Low, Low) Shows little concern for self and others.

Front 5

Conflicts Styles: Accomodation

Back 5

(Low, High) Only concerned about others

Front 6

Conflicts Styles: Competition

Back 6

(high, low) Only concerned about yourself

Front 7

Conflicts Styles: Comprimise

Back 7

(Even, Even) Equal share of concern

Front 8

Conflicts Styles: Collaboration

Back 8

(High, High) Solution that benefits self and others.

Front 9

Phases of Conflict: Latent

Back 9

Interdependence and possible incompatibility exist between parties. Un aware

Front 10

Phases of Conflict: Perceived

Back 10

One of the parties believes that incompatibility exist.

Front 11

Phases of Conflict: Felt

Back 11

Personalize conflict by focusing on the issue and planning conflict management strategies.

Front 12

Phases of Conflict: Manifest

Back 12

Conflict enacted through communication. Interaction has cycles of escalation and de-escalation as various strategies are used

Front 13

Phases of Conflict: Aftermath

Back 13

Has short and long term effects on individuals relationship and organization.

Front 14

What are the 5 Phases of Conflict

Back 14

Latent, Percieved, Felt, Manifest, Aftermath

Front 15

What are the Styles of Conflict?

Back 15

Avoidance, Accomodation, Competition, Comprimise, Collaboration

Front 16

Criticism of Conflict Styles

Back 16

1) Treats individual comm as the sole person for determining how it will develop
2) Relies too much on two-dimensional theoretical models
3) Limits comm to verbal behaviors
4) Treats org as being distant rather than center stage.

Front 17

Bargaining and Negotiation : Formal Events

Back 17

Disputants settle conflicts.
1) Clear understanding of the rules where if one group gives up something the other side should too.
2) Often involves repersentatives for the parties in the dispute.

Front 18

Bargaining and Negotiation : Distributive

Back 18

Maximize gain for self and minimize their own loss

Front 19

Bargaining and Negotiation : Integrative

Back 19

Maximize gain for both parties

Front 20

Third-Party Conflict Resolution : Mediator

Back 20

Attempts to help parties facilitate dispute but holds no decision power

Front 21

Third-Party Conflict Resolution : Arbitrators

Back 21

Makes decisions based on proposal of both parties