Functional and Disfunctional / conflicts/competitions

Conflicts

DefinitionDefinition

Conflict has been defined as tension arising from incompatible needs, in which the actions of one frustrate the ability of the other to achieve a goal.

____Valentine

Nature of conflict

All conflicts have certain things in common: concrete content issues and process issues, which involve our emotional response to the situation.

Types of Conflict

Intrapersonal A conflict can be internal or intrapersonal; that is, it can represent opposing feelings within an individual.

Interpersonal The conflict may be interpersonal, occurring between two or more people.

Uses of Conflict

Functional Conflict

Dysfunctional Conflict

Functional Conflict

Creative confrontation is a struggle between persons who are engaged in a dispute or controversy and who remain together, face to face, until acceptance, respect for differences, and love emerge; even though persons may be at odds with the issue, they are no longer at odds with each other. Clark Moustakis(1974)

Functional Conflict

The critical factor is the willingness to explore and resolve it mutually. Appropriately handled, conflict can provide an important opportunity for growth.

Dysfunctional Conflict

Several identifiable elements may occur in dysfunctional conflict:

information is withheld;

feelings are expressed too strongly;

the conflict is obscured by a double message;

feelings are denied or projected onto others; conflicts are not resolved, so issues build up.

Dysfunctional Conflict

Nonproductive conflicts are characterized by feelings that are misperceived or stated too intensely.

The problem occurs when the emotions distort the content issue.

Personal Style of Response to Conflict

Avoidance

Accommodation

Competition

Collaboration

Style Proper situation Function

Avoidance

the other individual is more powerful or the cost of

addressing the conflict is higher than the benefit of

resolution.

just postpone the conflict,

lose-lose

Accommodation when the issue is more

important to the other person

promotes harmony and gains credits that can be used at alater

date, lose-win

Competition used in the past by corporate

managers

It is an effective style when there is a need

for a quick decision. no lose, no

win

Collaboration both parties commit to finding a mutually satisfying

solution

the most effective style for genuine

resolution ,win-win

Discriminate of Four Styles

Factors that influence Responses to Conflict

Gender

women

men

accommodative conflict management styles such as compromise and avoidance

collaboration

competitive, unyielding and aggressive strategies

Prefer

20

Factors that influence Responses to Conflict

Culture

group commitment and cooperation

avoidance and less confrontation

Tend to use

individualism competing/ dominating styles

1. Latent conflict, in which disparities exist.

2. Perceived conflict, in which disparities are recognized.

3.Felt conflict, in which feelings(such as anger)erupt.

4.Over conflict, in which feelings are acted out in observed behaviors.

5.Resolution,in which the outcome is known to all participants.

Stages of Conflict

Types of ConflictTask Conflict

Conflicts over content and goals of the work.

Relationship Conflict

Conflict based on interpersonal relationships.

Process Conflict

Conflict over how work gets done.

The Conflict Process

Changes within Changes within groupsgroups

Changes between Changes between groupsgroups

Increased group Increased group cohesivenesscohesiveness

Greater autocratic Greater autocratic leadershipleadership

Focus on activityFocus on activity

Emphasis on loyalty Emphasis on loyalty to the groupto the group

Distorted Distorted perceptions of perceptions of group’s importancegroup’s importance

Negative Negative stereotypingstereotyping

Decrease in Decrease in communicationcommunication

Consequences of Dysfunctional Intergroup Conflict

Managing Intergroup Conflict Through Negotiation

Cross-Cultural Negotiations

Group Negotiations

Managing Intergroup Conflict Through Negotiation (continued)

Prenegotiation Tasks– Understanding the other side– Knowing all the options

Negotiation Tactics– Good-guy / bad-guy team– The nibble– Joint problem solving– Power of competition– Splitting the difference– Low-balling

Managing Intergroup Conflict Through Stimulation

Communication

Bringing outside individuals into the group

Altering the organization’s structure

Stimulating competition