Bài giảng Organizational behavior - Chapter 11: Managing Conflict and Negotiating

Managing Conflict and NegotiatingChapter ElevenAfter reading the material in this chapter, you should be able to:LO11.1 Define the term conflict, distinguish between functional and dysfunctional conflict, and identify three desired outcomes of conflict.LO11.2 Define personality conflicts, and explain how they should be managed.LO11.3 Discuss the role of in-group thinking in intergroup conflict, and explain what can be done to avoid cross-cultural conflict.LO11.4 Define work-family conflict and describe what can be done to manage it.After reading the material in this chapter, you should be able to:LO11.5 Explain how managers can program functional conflict, and identify the five conflict handling styles.LO11.6 Identify and describe at least four alternative dispute resolution (ADR) techniques.LO11.7 Draw a distinction between distributive and integrative negotiation, and explain the concept of added-value negotiation.A Modern View of ConflictConflict process in which one party perceives its interests are being opposed or negatively affected by another partyFunctional versus Dysfunctional ConflictFunctional conflict characterized by consultative interactions, a focus on the issues, mutual respect, and useful give and take.Also called constructive conflictDysfunctional conflict threatens organization’s interests.Situations That Produce Functional or Dysfunctional ConflictMajor Forms of ConflictWorkplace incivilitylow-intensity deviant behavior intended to harm the target person in ways that violate norms of mutual respect. rudeness or a lack of regard for another personHow to Deal With Personality ConflictsWork–Family ConflictWork–family conflict occurs when the demands of one’s work role conflicts with those of the family roleProgramming Functional ConflictProgrammed Conflict encourages different opinions without protecting management’s personal feelings.Techniques for Stimulating Functional Conflict: Devil’s Advocacy and the Dialectic MethodFive Conflict Handling StylesThird Party Interventions: Alternative Dispute ResolutionAlternative Dispute Resolution avoiding costly lawsuits by resolving conflicts informally or through mediation or arbitrationNegotiatingNegotiationgive-and-take decision-making process involving interdependent parties with different preferencesTwo types:DistributiveIntegrativeAdded-Value NegotiationAdded-Value Negotiation cooperatively developing multiple-deal packages while building a productive long-term relationship