Card Set Information

2012-12-13 19:05:58

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  1. Traditional thought conflict
    it is always bad

    it is a struggle between 2 interdependent parties 

    process that materalizes when an individual or group pereceives that another individual or group is frustrating, or about to frustrate the attempts of the former to attain a goal 
  2. conflict
    disagreement through which the parties involved perceive a threat to their needs, interests, or concerns
  3. conflict in competition
    periole or groups strive for the same goal but harborlittle to no antagonism towards each other

    operate according to rules and procedures
  4. task
    conflict over tasks, ideas, and issues

    does not involves peoples character
  5. relationship
    conflict which is personalized and highly threatening for personal relationships, team functioning, and problem solving 
  6. task conflict
    • GOOD
    • effective decision making and problem solving
    • healthy level of constructive criticism

    managers want to shake things up
  7. relationship conflict
    • BAD
    • threatens productivity
    • people become preoccupied with retaliation rather than working on the task
    • causes a great deal of stress
    • emotions are involved
  8. myth- conflict is bad
    • some task conflict can be good
    • most relationship conflict is bad 
  9. 5 ways to deal with conflict
    • forcing
    • avoiding
    • compromising
    • collaborating 
    • accommidating

    deal with assertiveness and cooperation
  10. Collaborating
    interested parties confron the issue and cooperatively ID the problem, and generate and weigh alternative solutions and select a solution
  11. Collaborating is appropiate
    • issues are complex
    • systhesis of idease needed to come up with good solutions
    • committment is needed from the other parties for success
    • time is available for problem solving
  12. Collaborating is inappropiate
    • task is simple
    • immediate decision is necessary
    • other parties are unconcerned about outcomes
    • other parties do not have problem solving skills
  13. Collaborating benefits
    • high quality decisions
    • learning and communication
    • resolution and committment
    • strengthening relationships
  14. collaborating disadvantages
    • time and energy required
    • parties must be willing to listen and learn
    • requires reflection on issue 
  15. Accommodating
    neglects their own concern to satisfy the concern of the other party.  this style involves playing down differences while emphasizing commonalities 
  16. Accommodating is appropiate
    • you believe you may be wrong
    • issue is more important to the other party 
    • you are willing to give up something in exchange for soemthing else
    • you are in position of weakness 
    • preserving the relationship is important
  17. Accommodating is inappropiate
    • you believe you are right
    • issue is important to you
    • other party is wrong or unethical
  18. Accommodating benefits
    • helping someone out
    • restoring harmony
    • building relationships
    • choosing a quick ending
  19. Accommodating disadvantages
    • overuse may foster dependency
    • you may become an enabler
    • overuse may create the perception that you will go along
  20. Forcing or competing
    • there is a high concern for self and low concern for others
    • encourages i win you lose tactic
    • other parties needs are largely ignored 
  21. Forcing inappropiate
    • issue is very important to you
    • quick decision is necessary and short term goals are needed
    • necessary to overcome assertive subordinates
  22. forcing is inappropiate
    • issue is complex
    • issue is not important to you
    • both parties are equally powerful
    • decision does not have to be made quickly
  23. forcing benefits
    • asserting your position
    • possibility of a quick victory
    • self defense
  24. forcing disadvantages
    • sets a patter about use of power
    • may harm relationships
    • may create resistance
    • possible ecalation and increased conflict in the future
  25. avoiding
    involve either passive withdrawal from the problem or active suppression of the issue
  26. avoiding appropiate
    • issue is trivial
    • potential dysfunction effect of confronting the other party
    • cooling off period is needed 
  27. avoiding inappropiate
    • issue is important to you
    • your responsibility to make the decision
    • parties not willing to defer decision
    • prompt attention is needed 
  28. avoiding benefits
    • reducing stress
    • saving time
    • steering clear of danger
    • setting up more favorable conditions
  29. avoiding disadvantages
    • missed opportunity to clarify issues or relationships
    • issues not clarified often triggered conflict later
    • others may doubt your courage
    • may be preceived as a push over
  30. compromising
    give and take approach involving moderate concern for both self and others
  31. compromising appropiate
    • goals of prties are mutually exclusive
    • parties are equally powerful
    • consensus cannot be reached
    • temporart solution to a complex problem is needed
  32. compormising inappropiate
    • one party is more powerful
    • problem is complex and needs a problem solving approach
  33. compromising benefits
    • speed and expediency
    • fairness
    • maintaining relationships
  34. compromising disadvantages
    • focus may shift to positions and not core issues
    • very difficult to balance so that all parties feel they are equal
    • superficial understandings may not understand real issues