Podcast
Questions and Answers
What is the primary benefit of emphasizing superordinate goals in conflict resolution?
What is the primary benefit of emphasizing superordinate goals in conflict resolution?
Which approach focuses on enhancing communication to resolve conflict effectively?
Which approach focuses on enhancing communication to resolve conflict effectively?
In which type of negotiation do the goals of two or more parties lead to a zero-sum outcome?
In which type of negotiation do the goals of two or more parties lead to a zero-sum outcome?
What is the primary role of a mediator in conflict resolution?
What is the primary role of a mediator in conflict resolution?
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What is a common method to reduce differentiation in conflict management?
What is a common method to reduce differentiation in conflict management?
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Which of the following describes the role of inquisitors in third-party conflict resolution?
Which of the following describes the role of inquisitors in third-party conflict resolution?
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Which approach can be used to clarify rules and procedures in conflict management?
Which approach can be used to clarify rules and procedures in conflict management?
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How can increasing resources influence conflict resolution?
How can increasing resources influence conflict resolution?
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What is the purpose of identifying your BATNA during negotiations?
What is the purpose of identifying your BATNA during negotiations?
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Which step in the negotiation process involves defining the terms and conditions of the negotiation?
Which step in the negotiation process involves defining the terms and conditions of the negotiation?
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What does the bargaining zone represent in a negotiation?
What does the bargaining zone represent in a negotiation?
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Why might it be easier to negotiate on your own turf?
Why might it be easier to negotiate on your own turf?
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What should be established in the 'developing a strategy' step of negotiation?
What should be established in the 'developing a strategy' step of negotiation?
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What does the term 'resistance point' refer to in negotiation?
What does the term 'resistance point' refer to in negotiation?
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What is a significant influence on negotiation outcomes when an audience is present?
What is a significant influence on negotiation outcomes when an audience is present?
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During which phase of negotiation do parties engage in bargaining and problem solving?
During which phase of negotiation do parties engage in bargaining and problem solving?
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Which of the following is a positive outcome of conflict in an organization?
Which of the following is a positive outcome of conflict in an organization?
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What is an effective strategy to minimize relationship conflict during task conflict?
What is an effective strategy to minimize relationship conflict during task conflict?
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Under which condition is problem-solving as a conflict handling style considered most appropriate?
Under which condition is problem-solving as a conflict handling style considered most appropriate?
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Which source of conflict is likely to arise from scarcity in resources?
Which source of conflict is likely to arise from scarcity in resources?
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In which situation would yielding as a conflict handling style be the least effective?
In which situation would yielding as a conflict handling style be the least effective?
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What is a potential drawback of avoiding conflict?
What is a potential drawback of avoiding conflict?
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Which conflict-handling style is best when parties lack trust and require a rapid resolution?
Which conflict-handling style is best when parties lack trust and require a rapid resolution?
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Which factor is NOT a structural source of conflict?
Which factor is NOT a structural source of conflict?
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The forcing conflict handling style is best utilized in which scenario?
The forcing conflict handling style is best utilized in which scenario?
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What is one of the common problems associated with compromising as a conflict management style?
What is one of the common problems associated with compromising as a conflict management style?
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What primarily distinguishes task conflict from relationship conflict?
What primarily distinguishes task conflict from relationship conflict?
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Which of the following best describes the sources of conflict as portrayed in the conflict process model?
Which of the following best describes the sources of conflict as portrayed in the conflict process model?
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In the context of conflict, what role do strong negative emotions typically play?
In the context of conflict, what role do strong negative emotions typically play?
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Which of the following statements about conflict perception is most accurate?
Which of the following statements about conflict perception is most accurate?
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What is the primary focus of relationship conflict compared to task conflict?
What is the primary focus of relationship conflict compared to task conflict?
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Study Notes
Workplace Conflict and Negotiation
- Conflict is a process where one party perceives its interests are opposed or negatively affected by another party.
Learning Objectives
- Defining conflict and its types
- Understanding structural sources of conflict
- Strategies for conflict handling
- Third-party intervention methods
- Resolving conflict through negotiation
Types of Conflict
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Task Conflict: Focuses on the issue itself, respecting differing viewpoints, and seeking to understand various perspectives. Characterized by a focus on understanding logic and assumptions. Constructive.
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Relationship Conflict: Centers on personal attributes rather than issues. Aims to diminish the worth or competence of the other party. Often accompanied by negative emotions. Not constructive.
Conflict is Based on Perception
- Conflict's existence depends on the perception of individuals involved; perceived opposition or impact is key
The Conflict Process
- Sources of Conflict: Factors fueling disagreement.
- Conflict Perceptions and Emotions: How individuals interpret situations and their associated feelings
- Manifest Conflict: Observable expressions of conflict (behaviour, communication etc.)
- Conflict Outcomes: Results or consequences of the conflict
The Relationship Between Conflict and Outcomes
- A moderate amount of conflict can lead to positive outcomes for organizations.
Is Conflict Good or Bad?
- Negative Outcomes: Wasted time, reduced information-sharing, organizational politics, decreased job satisfaction.
- Positive Outcomes: Enhanced decision-making, improved creativity, increased responsiveness to the environment, increased team cohesion (in certain scenarios)
Minimizing Relationship Conflict
- Goal: encourage task conflict, minimize relationship conflict
- Problem: relationship conflict often emerges when engaging in task conflict.
- Conditions that minimize relationship conflict during task conflict: emotional intelligence, cohesive team, supportive team norms
Sources of Conflict
- Incompatible goals
- Differentiation (different values/beliefs, explaining cross-cultural/generational/merger conflict)
- Interdependence (conflict increases with interdependence, parties are more likely to interfere with each other)
- Scarce Resources (motivates competition for the resource)
- Ambiguous rules (creates uncertainty, threatens goals, encourages political behaviour)
- Poor communication (relying on stereotypes, less motivation to communicate, arrogant language which escalates conflict)
Structural Sources of Conflict
- Goal Incompatibility: One party's goals interfere with another party's goals
- Differentiation: Diverse values, beliefs, cultures
- Interdependence: Increased conflict with reliance
Structural Sources of Conflict (Continued):
- Scarce Resources: Competition for resources
- Ambiguous Rules: Uncertainty, political behaviour
- Communication Problems: Stereotypes, poor communication
Conflict Handling Styles
- The model displays different conflict handling styles based on two axes: assertiveness and cooperativeness. Styles include: Forcing, Problem-solving, Compromising, Avoiding, Yielding
Conflict Handling Contingencies
- Problem-solving (win-win): Best for moderately opposing interests, complex issues. Risk: parties might exploit information.
- Forcing (win-lose): Best for firm convictions, immediate solutions, or where one party would take advantage of cooperation. Risk: damage to long-term relationships.
- Avoiding: Best for emotionally-charged conflicts where resolution costs outweigh benefits; not resolving conflict, also cause frustration.
- Yielding: Best when another party has more power, issue is less important than the power imbalance, and value/logic is imperfect. Risk: increasing other party's expectations.
- Compromising: Best for similar powers, immediate solutions where trust/openness is lacking during problem-solving. Risk: sub-optimal solution.
Structural Approaches to Managing Conflict
- Emphasize superordinate goals (shared goals requiring joint resources & effort)
- Reduce differentiation (modify employee values, attitudes, experiences)
- Improve communication (dialogue, understanding)
- Reduce interdependence (create buffers, combine jobs)
- Increase resources (availability)
- Clarify rules/procedures (define roles and responsibilities)
Resolving Conflict through Negotiation
- Negotiation is the process where interdependent parties try to reach an agreement. Types include:
- Distributive Negotiation: Zero-Sum (one party benefits at the expense of the other)
- Integrative Negotiation: Parties' goals linked but not zero-sum; mutual gain is possible.
Distributive vs. Integrative Bargaining
- Distributive Bargaining - focuses on getting as much of the "pie" as possible; win-lose mindset; short-term relationships
- Integrative Bargaining – aims to expand the pie, so everyone wins; win-win attitude; long-term relationships
Types of Third-Party Interventions
- Arbitration: third party decides the outcome
- Inquisition: third party controls discussion and outcome
- Mediation: third party facilitates communication and agreement
How to Negotiate
- Developing a strategy
- Defining ground rules
- Clarification and justification
- Bargaining and problem solving
- Closure and implementation
- Identifying BATNA (Best Alternative To a Negotiated Agreement)
Preparing to Negotiate
- Define goals and needs
- Understanding your BATNA and power
- Knowing the bargaining zone (resistance/target points)
Situational Influences on Negotiations
- Important factors affecting negotiations: Location, physical setting, audience
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Description
This quiz explores the various types of workplace conflict, strategies for handling conflict, and methods for resolution through negotiation. Understand the structural sources of conflict and the role of perception in determining conflict dynamics. Test your knowledge on task and relationship conflicts, and learn effective third-party intervention techniques.
