3 Levels of Organizational ConflictInterpersonal ConflictPerson-to-PersonIntergroup ConflictGroup-to-GroupSystem-to-SystemInter-organizational ConflictOrganization-to-OrganizationCompetitionPhases of ConflictLatent Conflict – grounds for conflict existPerceived Conflict – one or more parties perceive incompatible goalsFelt Conflict – parties begin to focus on the conflict, planning how to manage the conflictManifest Conflict – conflict is enacted through communicationConflict Aftermath – last effects of the conflictEXAMPLE – Chairs or a New Copy Machine? ; a new third party enters into the conflict ; Season 5 Episode 10 – The Surplus3rd party Michael states that there is no need for a new copier or for new chairsthey get new chairs;Styles of Conflict ManagementCommunication Styles of Conflict – the predispositions and tendencies regarding how conflict should be managed in groupsMatrix – Two Key Variables (Desire to Satisfy other’s Concerns/ Desire to Satisfy our own Concerns)Five Approaches – Competition, Collaboration, Compromise, Avoidance, AccommodationAvoiding – is the best alternative when you are indifferent about the outcomeLittle concern for both social relationships and task accomplishmentViews all conflict as unpleasantWill refuse to engage in conflict communicationAccommodating – is the best alternative when: there is a significant power disparity between you and the other party(ies), the other party(ies) cares more about their goal than you do about your own goal, you care more about the other party(ies) than your own goals;High concern for social relationships; Low concern for Task AccomplishmentOpting to concede rather than have conflictCompeting – is the best alternative when you ethically cannot allow the other party(ies) to achieve their goalsLow concern for social relationships; high concern for task accomplishmentWin-Lose style of conflictSatisfaction is only achieved through the failure of “competitors”Compromising – is the best alternative when a solution of mutual benefit cannot be found (incommensurable goals)Moderate concern for both social relationships and task accomplishmentAchieving WORKABLE, though not OPTIMAL solutions.Both sides change what their goal was, to be satisfied.Collaborating – is the best alternativeHigh concern for social relationships and task accomplishmentWin-WinCooperativeSeeking Mutual BenefitRequires an investment of time and effortBuilt upon mutual trustBoth parties need to be emotionally invested in finding an integrative solution3 components to a collaborative process1) Confrontation that a conflict exists and acknowledge what the other side wants2) Integration, what are some solutions where we can both get what we want.3) Smoothing, the integrating process could not go so well, so in that case relationships may have to get smoothed over after coming to a conclusion.Focus on Interests, and not Positions :Position – predetermined solutions or demandsInterest – the motivation behind our positionsCritiques –1) this approach treats the individual communicator as the sole entity to determine how a conflict will develop2) this approach relies too narrowly on a 2-dimensional model for conflict motivation3) this approach limits itself mostly to verbal messages that are highly rational and uncomplicated4) this approach backgrounds the role played by communicationBargaining and Negotiation -BargainingFormal/Guided by Rules (i.e. Mutual Concessions)Involves Individual Representatives – a union bargaining with an organization, the entire union doesn’t get into an entire room, there is a representative that represents the union.Used to settle Intergroup/ Inter-organizational ConflictDistributive BargainingGoal is to maximize individual gainIssues : Fixed-SumOutcomes : Compromises, Tradeoffs, Win-loseCommunication : Info-Seeking, Secrets, DeceptionIntegrative Bargaining11.3.14 : UNIT3, EXAM3 : Lecture notes-3 Levels of Organizational Conflict oInterpersonal Conflict Person-to-PersonoIntergroup Conflict Group-to-GroupSystem-to-SystemoInter-organizational Conflict Organization-to-OrganizationCompetition-Phases of Conflict oLatent Conflict – grounds for conflict existoPerceived Conflict – one or more parties perceive incompatiblegoalsoFelt Conflict – parties begin to focus on the conflict, planning how to manage the conflict oManifest Conflict – conflict is enacted through communicationoConflict Aftermath – last effects of the conflict -EXAMPLE – Chairs or a New Copy Machine? ; a new third party enters into the conflict ; Season 5 Episode 10 – The Surpluso3rd party Michael states that there is no need for a new copier or for new chairsothey get new chairs;-Styles of Conflict Management oCommunication Styles of Conflict – the predispositions and tendencies regarding how conflict should be managed in groupsoMatrix – Two Key Variables (Desire to Satisfy other’s Concerns/Desire to Satisfy our own Concerns)Five Approaches – Competition, Collaboration, Compromise, Avoidance, AccommodationAvoiding – is the best alternative when you are indifferent about the outcome -Little concern for both social relationships and task accomplishment -Views all conflict as unpleasant -Will refuse to engage in conflict communicationAccommodating – is the best alternative when: there is a significant power disparity between you and the other party(ies), the other party(ies) caresmore about their goal than you do about your owngoal, you care more about the other party(ies) than your own goals; -High concern for social relationships; Low concern for Task Accomplishment -Opting to concede rather than have conflict Competing – is the best alternative when you ethically cannot allow the other party(ies) to achieve their goals -Low concern for social relationships; high concern for task accomplishment -Win-Lose style of conflict -Satisfaction is only achieved through the failure of “competitors”Compromising – is the best alternative when a solution of mutual benefit cannot be found (incommensurable goals)-Moderate concern for both social relationships and task accomplishment -Achieving WORKABLE, though not OPTIMAL solutions.-Both sides change what their goal was, to be satisfied.Collaborating – is the best alternative-High concern for social relationships and task accomplishment -Win-Win-Cooperative -Seeking Mutual Benefit -Requires an