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Conflict Management

Conflict Management. Nature of Organizational Conflict. Conflict – any situation in which incompatible goals, attitudes, emotions, or behaviors lead to disagreement or opposition between two or more parties

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Conflict Management

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  1. Conflict Management

  2. Nature of Organizational Conflict Conflict – any situation in which incompatible goals, attitudes, emotions, or behaviors lead to disagreement or opposition between two or more parties Functional Conflict – a healthy, constructive disagreement between two or more people Dysfunctional Conflict – an unhealthy, destructive disagreement between two or more people

  3. Consequences of Conflict

  4. Structural Factors • Specialization • Interdependence • Common resources • Goal differences • Authority relationships • Status inconsistencies • Jurisdictional ambiguities • Personal Factors • Skills and abilities • Personalities • Perceptions • Values and ethics • Emotions • Communication barriers • Cultural differences Conflict Causes of Conflict in Organizations

  5. Superordinate Goals Expanding Resources Confronting and Negotiating Changing Structure Changing Personnel Effective Techniques forDealing with Conflict Conflict

  6. Conflict Management Styles Avoiding – deliberate decision to take no action on a conflict or to stay out of a conflict Accommodating – concern that the other party’s goals be met but relatively unconcerned with getting own way Competing – satisfying own interests; willing to do so at other party’s expense

  7. Conflict Management Styles Compromising – each party gives up something to reach a solution Collaborating – arriving at a solution agreeable to all through open and thorough discussion

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