Chapter 11: Conflict in the Workplace

The process that begins when one party perceives that the other has negatively affected, or is about to negatively affect, something that he or she cares about.

Occurs because people have different opinions on important issues in the organization that affect them.

Conflict that engenders strong emotions such as anger or disgust.

<p>When people disagree on what course of action to pursue or the best way to operate, even after a decision has been made.</p> Signup and view all the answers

<p>Disagreements about resource allocation, policies, or even interpretation of data.</p> Signup and view all the answers

<p>Relationship conflict stems from interpersonal incompatibility, often fueled by differing values or personalities, and usually requiring careful resolution efforts.</p> Signup and view all the answers

<p>Low-intensity deviant behaviour with ambiguous intent to harm the target, in violation of workplace norms for mutual respect.</p> Signup and view all the answers

<p>Characteristically rude and discourteous, displaying a lack of regard for others.</p> Signup and view all the answers

<p>Defined as overt physical or nonphysical behaviour that harms others at work (e.g., yelling or pushing).</p> Signup and view all the answers

<p>A social interaction through which one individual (seldom more) is attacked by one or more (seldom more than four) individuals almost on a daily basis and for periods of many months, bringing the person into an almost helpless position with potentially high risk of expulsion.</p> Signup and view all the answers

<p>Hostile behaviour toward followers that may include ridiculing, spreading rumours, taking credit for work done by followers, giving the 'silent treatment,' or withholding information.</p> Signup and view all the answers

<p>Aggression, bullying, harassment, incivility and social undermining.</p> Signup and view all the answers

<p>Refers to when an employee is the target of a coworker's deviant act.</p> Signup and view all the answers

<p>Collective deviant behaviour that creates a hostile working environment.</p> Signup and view all the answers

<p>Marked by significant drama and infighting, where personal battles often harm productivity.</p> Signup and view all the answers

<p>Conflict resolution approach in which both parties confront the issue directly and discuss alternative courses of action.</p> Signup and view all the answers

<p>Conflict resolution approach where a person's concern for themselves is low, but their concern for others is high.</p> Signup and view all the answers

<p>Conflict resolution approach where a person is high with respect to their own concerns but low with respect to the concerns of others.</p> Signup and view all the answers

<p>Conflict resolution approach that reflects a moderate concern for the self and for others.</p> Signup and view all the answers

<p>When a leader intervenes to resolve a conflict.</p> Signup and view all the answers

<p>Methods to resolve conflict that both parties agree to without involving litigation.</p> Signup and view all the answers

<p>A person who hears grievances on an informal basis and attempts to resolve them.</p> Signup and view all the answers

<p>A panel of a grievant's peers that hears the concern and attempts to resolve it.</p> Signup and view all the answers

<p>When a third-party, neutral person is called in to resolve a conflict.</p> Signup and view all the answers

<p>Contracts that bridge concerns about future events that are brought up during the negotiation, and they become part of the agreement.</p> Signup and view all the answers

<p>When only a limited amount of goods is divided, and the goal is to get the largest share.</p> Signup and view all the answers

<p>An alternative that negotiators will accept if the negotiation reaches an impasse, and they can't get their ideal outcome.</p> Signup and view all the answers

<p>When parties do not see the bargaining process as a zero-sum game, and they believe that an agreement can be reached that satisfies all concerns.</p> Signup and view all the answers

<p>Enlarging the pool of resources so that a negotiation can end in a 'win-win' agreement where both sides feel that they got the best possible outcome.</p> Signup and view all the answers

<p>The study and practice of managing unionized employment situations.</p> Signup and view all the answers

<p>The ability to see things from another person's perspective that conflicts with your own.</p> Signup and view all the answers

<p>All types of conflict (task, relationship, and process) are negatively related to member satisfaction.</p> Signup and view all the answers

<p>Increases social bonding, creates positive attributions about others' behavior, enhances ability to repair emotions, and provides negotiating advantage.</p> Signup and view all the answers

<p>Defined as any disagreement disrupting workflow, with 85% of employees encountering it.</p> Signup and view all the answers

<p>Harms relationships and performance.</p> Signup and view all the answers

<p>Involves managing task versus relationship conflicts and promoting group emotional intelligence.</p> Signup and view all the answers

<p>Range from integrating to avoiding, each suited for specific situations.</p> Signup and view all the answers

<p>Plays a critical role in facilitating resolutions, reducing workplace incivility, and preventing escalation.</p> Signup and view all the answers

<p>Conflict disrupts workflow and is pervasive in workplaces.</p> Signup and view all the answers

<p>85% of employees experience conflict; 29% face it almost constantly.</p> Signup and view all the answers

<p>Personality clashes (49%), stress (34%), and heavy workloads (33%).</p> Signup and view all the answers

<p>Strained relationships, distractions/loss of focus, increased turnover, lower engagement, motivation, and performance, absenteeism and stress.</p> Signup and view all the answers

<p>Stems from robberies, dissatisfied clients, or disgruntled employees.</p> Signup and view all the answers

<p>Direct discussion; ideal for complex problems.</p> Signup and view all the answers

<p>Prioritizing others' concerns; preserves relationships.</p> Signup and view all the answers

<p>Assertive for quick decisions or crucial issues.</p> Signup and view all the answers

<p>Balances concerns; suitable for mutual concessions.</p> Signup and view all the answers

<p>Strategies for high-performing teams include focusing on interaction content, discussing reasons behind decisions, and assigning tasks based on expertise.</p> Signup and view all the answers

<p>Includes ombudsperson, peer review, conciliation, mediation, and arbitration.</p> Signup and view all the answers