3TRANSITIONS IN CONFLICT THOUGHTS The Traditional View : The belief that all conflict is harmful and must be avoided.The Human Relations View : The belief that conflict has a natural occurrence and is inevitable.The Interactionist View : The belief that conflict is positive force and a necessity for a group to perform effectively.
10Stage I: Potential Opposition or Incompatibility CommunicationSemantic difficulties, misunderstandings, and “noise”StructureSize and specialization of jobsJurisdictional clarity/ambiguityMember/goal incompatibilityLeadership styles (close or participative)Reward systems (win-lose)Dependence/interdependence of groupsPersonal VariablesDiffering individual value systemsPersonality types
11Stage II: Cognition and Personalization Perceived Conflict Awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise.Felt Conflict Emotional involvement in a conflict creating anxiety, tenseness, frustration, or hostility.Conflict DefinitionPositive FeelingsNegative Emotions
12Stage III: Intentions Cooperativeness: Decisions to act in a given wayCooperativeness:Attempting to satisfy the other party’s concerns.Assertiveness:Attempting to satisfy one’s own concerns.
14Stage III: Intentions(cont..) CompetingA desire to satisfy one’s interests, regardless of the impact on the other party to the conflict.CollaboratingA situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties.AvoidingThe desire to withdraw from or suppress a conflict.
15Stage III: Intentions (cont…) AccommodatingThe willingness of one party in a conflict to place the opponent’s interests above his or her own.CompromisingA situation in which each party to a conflict is willing to give up something.
16Stage IV: Behavior Conflict Management The use of resolution and stimulation techniques to achieve the desired level of conflict.
17Conflict Management Techniques Conflict Resolution TechniquesSuper ordinate goalsExpansion of resourcesAvoidanceSmoothingCompromiseProblem solvingAuthoritative commandAltering the human variableAltering the structural variables
18Stage V: Outcomes Functional Outcomes from Conflict Increased group performanceImproved quality of decisionsStimulation of creativity and innovationEncouragement of interest and curiosityProvision of a medium for problem-solvingCreation of an environment for self-evaluation and changeCreating Functional ConflictReward dissent and punish conflict avoiders.
19Stage V: Outcomes (cont..) Dysfunctional Outcomes from ConflictDevelopment of discontentReduced group effectivenessRetarded communicationReduced group cohesivenessInfighting among group members overcomes group goals