Integrating (problem solving) - ️️When using an integrating style, interested parties
confront the issue and cooperatively identify the problem, generate and weigh
alternatives, and select a solution.
Psychologically safe climate - ️️refers to a shared belief held by team members that
t...
BUSMHR 2292 Exam #2 Lecture Notes
Integrating (problem solving) - ✔️✔️When using an integrating style, interested parties
confront the issue and cooperatively identify the problem, generate and weigh
alternatives, and select a solution.
Psychologically safe climate - ✔️✔️refers to a shared belief held by team members that
the team is a safe place for interpersonal risk taking and captures a sense of confidence
that the team will not embarrass, reject, or punish someone for speaking up.
Intergroup conflict - ✔️✔️-Conflict states
-Conflict process
-Cohesion and "in-group thinking"
Two kinds of conflict - ✔️✔️1. Functional
2. Dysfunctional
Conflict escalation often exhibits these five characteristics: - ✔️✔️1. Change in
tactics—Parties often move from "light tactics" (e.g., persuasive arguments, promises,
and efforts to please the other side) to "heavy tactics" (e.g., threats, power plays, and
violence).
2. Number of issues grows—More and more issues that bother each party are raised
and included in the conflict.
3. Issues move from specific to general—Small and specific concerns often become
more vague or general and can evolve into a general disliking or intolerance of the other
party.
4. Number of parties grows —More people and groups are drawn into the conflict.
5. Goals change—Parties change their focus from "doing well" or resolution to winning
and even hurting the other party.
Managing conflict can lead to: - ✔️✔️-Agreement
-Stronger relationships
-Learning
Personality conflicts - ✔️✔️Relational or interpersonal: based on personal dislike or
disagreement
Conflict States - ✔️✔️The source and intensity of their perceived incompatibilities
Conflict Processes - ✔️✔️How teams interact regarding their differences
,Contact hypothesis - ✔️✔️Suggests that the more members of different groups
interact, the less intergroup conflict they will experience.
Conflict resolution - ✔️✔️identify and root out specific negative linkages between or
among groups.
Conflict - ✔️✔️Occurs when one party perceives that its interests are being opposed or
negatively affected by another party.
Incivility - ✔️✔️Any form of socially harmful behavior
Bullying - ✔️✔️Different from other forms of incivility
Programmed Conflict - ✔️✔️Conflict that raises different opinions regardless of the
personal feelings of the managers
Obliging (smoothing) - ✔️✔️If you have an obliging style, then you tend to show low
concern for yourself and a great concern for others. Such people tend to minimize
differences and highlight similarities to please the other party.
Dominating - ✔️✔️Those with a dominating style have a high concern for self and low
concern for others, often characterized by "I win, you lose" tactics. The other party's
needs are largely ignored.
Avoiding - ✔️✔️With an avoiding style, passive withdrawal from the problem and active
suppression of the issue are common.
, Compromising - ✔️✔️The compromising style is a give-and-take approach with a
moderate concern for both self and others. Compromise is appropriate when parties
have opposite goals or possess equal power
Alternative Dispute Resolution (ADR) - ✔️✔️Uses faster, more user-friendly methods of
dispute resolution, instead of traditional, adversarial approaches such as unilateral
decision making or litigation
Types of Alternative Dispute Resolution - ✔️✔️Facilitation, Conciliation, Peer review,
Ombudsman, Mediation, Arbitration
Negotiation - ✔️✔️give-and-take decision-making process involving two or more
parties with different preferences
Distributive Negotiation - ✔️✔️Win-Lose
Integrative - ✔️✔️Win-Win
Emotions in Negotiation - ✔️✔️-Identify your ideal emotions: Match your emotions to
your objectives.
-Manage your emotions: Take steps to promote positive emotions.
-Know your hot buttons.
-Keep your balance: Know when to break or redirect.
-Identify your take-away emotions: Set a goal for emotions.
Ethics in Negotiations - ✔️✔️Telling lies, hiding key facts, and engaging in other
potentially unethical tactics erodes trust and goodwill, both vital in win-win and other
successful negotiations
Two types of goals - ✔️✔️1. Performance Goals
2. Learning Goals
Performance Goals - ✔️✔️Targets specific end results
Learning Goals - ✔️✔️Enhances skill and knowledge
Four-step process for goal implantation - ✔️✔️1. Set goals.
2. Promote goal attainment.
3. Provide support, feedback.
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