1. Organizational Conflict, Negotiation, Politics, and Change16
Chapter
Organizational Conflict, Negotiation, Politics, and Change

2. Chapter #16 Learning Objectives
By the conclusion of this section you should know:
How to recognize potentially conflicting situations and how to manage these situations effectively.
The impact of politics in organizations and how to effectively use political strategies to gain power.
How change effects organizations and how managers can be proactive with the change process.
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3. Conflict
Conflict exists in situations where goals, interests or values of people are incompatible and they block other’s efforts to achieve their goals.
Functional
Dysfunctional
Some level of conflict is inevitable given the wide range of goals in a firm.
Functional: conflict that is good for performance.
Dysfunctional: causes people to spend too much time responding to conflict, can be harmful to productivity
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4. The Effect of Conflict on Organization Performance
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Figure 16.1

5. Types of Conflict Figure 16.2
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Figure 16.2

6. Sources of Conflict Figure 16.3
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Figure 16.3

7. Interpersonal Conflict Management Styles
High
Competing
Style
Collaborative
Style
Compromising
Assertiveness
Avoidance
Style
Accommodating
Style
Competing – power oriented, concerned with own well being at the expense of others. Can be beneficial when quick, decisive action is vital or in emergencies. Can also be useful during unpopular actions (terminations, etc.)
Accommodating is the opposite of competing. Often ignores his or her concerns to satisfy the needs of others in order to maintain a positive relationship. Good will, used when clearly the other persons concern is highly more important, maintain relationships, social credits.
Avoiding – diplomatically sidestep, postpone or withdraw from situation. Effective if issue is unimportant to you, you have little power or when the damage of confrontation is larger than avoiding the issue all together.
Collaborating – opposite of avoidance. It involves working with the other person to find a solution that fully satisfies both parties. Involves communication and creativity. Both parties involvement is equally important. Takes time and resources.
compromising – somewhere in the middle. Parties find a mutually acceptable middle ground that partially satisfies both parties. Give and Take.
All equally valid but applicable in different situations.
Low
High
Cooperation
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8. Conflict Management Strategies
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9. Conflict Management Strategies (cont’d)
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10. Organizational Politics
The activities engaged in to increase power and achieve goals or overcome resistance or opposition.
Political strategies
Specific tactics used to increase power and use it effectively to influence and gain the support of other people while overcoming resistance
Can be negative, but also positive
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11. Political Strategies for Increasing Power
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Figure 16.4

12. Strategies for Exercising Power
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Figure 16.5

13. Relationship Between Organizational Conflict, Politics, and Change
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Figure 16.6

14. Planned Change Assess need for change Diagnose and plan
Find source of problem
Diagnose and plan
Identify obstacles
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15. Force Field Analysis Improve Study Habits Equilibrium Driving Forces
Restraining Forces
Bad Grades
Social Life
Scholarship
Sleep
Good Job
Work
Exercise: Planned Change
Parents
Peer Pressure
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16. Intervention Intervention: planned process that introduces change
Training
Structure or job redesign
Goal setting
Career planning
Organizational development
Third party intervention
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17. Planned Change Process
Assess need for
change
Find source of problem
Diagnose and plan
Identify obstacles
Manage Transition
Top-down or
Bottom-up
Manage Transition – introducing change and implementing intervention. Anticipate resistance and increase support, education, encouragement and resources
Measuring Results: is change progressing and getting the results you intended? Gather information to support and or defend the change. Be prepared to act on the results of your evaluation.
Measure Results
Is it successful?
Benchmark to others
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18. Conclusion
Conflict is inevitable and must be managed well to be effective.
Politics, when used within the bounds of personal and professional ethics, can be an effective way to gain and maintain appropriate power.
Change works in coordination with conflict and politics and needs to be planned carefully and managed well.
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