o r g a n i z a t i o n a l b e h a v i o r e l e v e n t h e d i t i o n o r g a n i z a t i o n a l b e h a v i o r

Conflict and Negotiation LECTURE NO 23 Conflict and Negotiation

Summary of the Previous lecture 22 Organizational Culture A common perception held by the organization’s members; a system of shared meaning. Characteristics: (Innovation and risk taking, Attention to detail, Outcome orientation, People orientation, Team orientation, Aggressiveness, Stability) Dominant Culture (Expresses the core values that are shared by a majority of the organization’s members. Subcultures (Minicultures within an organization, typically defined by department designations and geographical separation. © 2005 Prentice Hall Inc. All rights reserved.

Summary of the Previous Lecture Cont,..d Core Values (The primary or dominant values that are accepted throughout the organization. Strong Culture (A culture in which the core values are intensely held and widely shared. Culture’s Functions: (Defines the boundary between one organization and others, Conveys a sense of identity for its members, Facilitates the generation of commitment to something larger than self-interest, Enhances the stability of the social system, Serves as a sense-making and control mechanism for fitting employees in the organization. Culture as a Liability: (Barrier to change, Barrier to diversity, Barrier to acquisitions and mergers © 2005 Prentice Hall Inc. All rights reserved.

Summary of the Previous Lecture Con’t..d How Culture Begins (Founders hire and keep only employees, Founders indoctrinate and socialize these employees, The founders’ own behavior acts as a role model Keeping Culture Alive (Selection, Top Management, Socialization, Stages in the Socialization Process (Prearrival, Encounter, Metamorphosis Stage) How Employees Learn Culture (Stories, Rituals, Material Symbols & Language) © 2005 Prentice Hall Inc. All rights reserved.

After studying this chapter, you should be able to: Define conflict. Differentiate between the traditional, human relations, and interactionist views of conflict. Contrast task, relationship, and process conflict. Outline the conflict process. Describe the five conflict-handling intentions. Contrast distributive and integrative bargaining. L E A R N I N G O B J E C T I V E S © 2005 Prentice Hall Inc. All rights reserved.

After studying this chapter, you should be able to: Identify the five steps in the negotiating process. Describe cultural differences in negotiations. L E A R N I N G O B J E C T I V E S (cont’d) © 2005 Prentice Hall Inc. All rights reserved.

Conflict Conflict Defined Is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. Is that point in an ongoing activity when an interaction “crosses over” to become an interparty conflict. Encompasses a wide range of conflicts that people experience in organizations Incompatibility of goals Differences over interpretations of facts Disagreements based on behavioral expectations © 2005 Prentice Hall Inc. All rights reserved.

Transitions in Conflict Thought Traditional View of Conflict The belief that all conflict is harmful and must be avoided. Causes: Poor communication Lack of openness Failure to respond to employee needs © 2005 Prentice Hall Inc. All rights reserved.

Transitions in Conflict Thought (cont’d) Human Relations View of Conflict The belief that conflict is a natural and inevitable outcome in any group. Interactionist View of Conflict The belief that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively. © 2005 Prentice Hall Inc. All rights reserved.

Functional versus Dysfunctional Conflict Conflict that supports the goals of the group and improves its performance. Dysfunctional Conflict Conflict that hinders group performance. © 2005 Prentice Hall Inc. All rights reserved.

Types of Conflict Task Conflict Conflicts over content and goals of the work. Relationship Conflict Conflict based on interpersonal relationships. Process Conflict Conflict over how work gets done. © 2005 Prentice Hall Inc. All rights reserved.

The Conflict Process E X H I B I T 14–1 © 2005 Prentice Hall Inc. All rights reserved.

Stage I: Potential Opposition or Incompatibility Communication Semantic difficulties, misunderstandings, and “noise” Structure Size and specialization of jobs Jurisdictional clarity/ambiguity Member/goal incompatibility Leadership styles (close or participative) Reward systems (win-lose) Dependence/interdependence of groups Personal Variables Differing individual value systems Personality types © 2005 Prentice Hall Inc. All rights reserved.

Stage 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 Definition Positive Feelings Negative Emotions © 2005 Prentice Hall Inc. All rights reserved.

Stage III: Intentions Intentions Decisions to act in a given way. Cooperativeness: Attempting to satisfy the other party’s concerns. Assertiveness: Attempting to satisfy one’s own concerns. © 2005 Prentice Hall Inc. All rights reserved.

Dimensions of Conflict-Handling Intentions Source: K. Thomas, “Conflict and Negotiation Processes in Organizations,” in M.D. Dunnette and L.M. Hough (eds.), Handbook of Industrial and Organizational Psychology, 2nd ed., vol. 3 (Palo Alto, CA: Consulting Psychologists Press, 1992), p. 668. With permission. E X H I B I T 14–2 © 2005 Prentice Hall Inc. All rights reserved.

Stage III: Intentions (cont’d) Competing A desire to satisfy one’s interests, regardless of the impact on the other party to the conflict. Collaborating A situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties. Avoiding The desire to withdraw from or suppress a conflict. © 2005 Prentice Hall Inc. All rights reserved.

Stage III: Intentions (cont’d) Accommodating The willingness of one party in a conflict to place the opponent’s interests above his or her own. Compromising A situation in which each party to a conflict is willing to give up something. © 2005 Prentice Hall Inc. All rights reserved.

Stage IV: Behavior Conflict Management The use of resolution and stimulation techniques to achieve the desired level of conflict. © 2005 Prentice Hall Inc. All rights reserved.

Summary of the Current Lecture Conflict Defined Is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. Encompasses a wide range of conflicts that people experience in organizations Incompatibility of goals Differences over interpretations of facts Disagreements based on behavioral expectations © 2005 Prentice Hall Inc. All rights reserved.