1 / 11

Managing Conflict, Power, & Politics

Managing Conflict, Power, & Politics. Chapter 14. Organizational Conflict. Definition? Functional vs. dysfunctional conflict Benefits of functional conflict : Overcomes organizational inertia Improves D/M. How? Allows adaptation to change Organizational learning

luz
Download Presentation

Managing Conflict, Power, & Politics

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Managing Conflict, Power, & Politics Chapter 14

  2. Organizational Conflict • Definition? • Functional vs. dysfunctional conflict • Benefits of functional conflict: • Overcomes organizational inertia • Improves D/M. How? • Allows adaptation to change • Organizational learning • Disadvantages of dysfunctional conflict: • Slows D/M process (diversion from task at hand) • Wastes time & resources • Reduces innovation • Failure to change organizational decline.

  3. Pondy’s Model of ConflictWhat are the sources? How do we control & manage it? • Stage 1: Latent Conflict • The potentialfor conflict exists • Conflict occurs because vertical & horizontal differentiation cause subunit orientation Sources of conflict between subunits: • Subunits interdependence • Differing subunits’ goals & priorities • Bureaucratic factors (status inconsistencies) • Incompatible performance criteria • Competition for resources.

  4. Pondy’s Model • Stage 2: Perceived Conflict • SH or subunit perceives opposition • Begin to search for causes • Conflict escalates- battles begin • Stage 3: Felt Conflict • Emotions come into play • “Us-versus-them” attitude • Battles escalate • Reduced cooperation reduced org. effectiveness!

  5. Pondy’s Model • Stage 4: Manifest Conflict • Retaliation, aggression & passive aggression • Breakdown in communication & coordination • Managers pursue self-interests political maneuvering • Stage 5: Conflict Aftermath • If conflict effectively resolved- good future working relationships • If conflict not fully resolved- permanent suspicious & uncooperative behavior.

  6. Strategies for Managing Conflict • Depends on the cause…. • Change organizational structure 1. Integrating roles 2. Flatten hierarchy 3. Decentralize authority. Why? • Change attitudes of individuals 1. Formal grievance procedures 2. Third party negotiators 3. Job rotation (reduces subunit orientation) 4. Transfer or fire 5. Strong CEO- manage conflict, models values.

  7. How are power & conflict related? • Power vs. authority • Potential power/authority problem between manager & subordinates • Power is used to resolve conflict • When conflict is present, groups use power to influence D/M & change the outcome to their favor

  8. Sources of Organizational Power • Authority(legitimate power) • Control over resources • Control over information(expert power) • Nonsubstitutability • Centrality • Control over uncertainty • Unobtrusive power.

  9. Organizational Politics Political tactics? • Become indispensable • Increase centrality • Associate with powerful managers • Form a coalition • Use power to control D/M. How?? • Control the agenda. How? • Bring in outside “neutral” expert.

  10. Closing Thoughts… • Organizations need to balance power between various SH groups • Balance of power shifts with time as uncertainties change • Give power to SH groups who will serve the organization’s needs • Can’t give all the power to top management or they will abuse it to serve self-interests • How?

  11. Practicing Organizational Theory • Managing conflict • Page 415

More Related