BUS 272 Lecture Notes - Contact Hypothesis, Job Enrichment, Cooperativeness
Document Summary
The process in which one party perceives that its interests are being opposed or negatively affected by another party. Positive consequences: better decisions (test logic, questions assumptions) Increases team cohesion (when conflict outside the team) Negative consequences: wastes time, energy, resources, less information sharing, productivity, more organizational politics, more job dissatisfaction, turnover, stress, weakens team cohesion (when conflict is within team) Relationship (socioemotional) conflict: parties focus on personal characteristics (not issues) as the source of conflict, try to undermine each other"s worth/competence, accompanied by strong negative emotions (drive to defend) Goal: encourage constructive conflict, minimize relationship conflict. Problem: relationship conflict often develops when engaging in constructive conflict. Three conditions that minimize relationship conflict during constructive conflict: emotional intelligence. Better able to regulate their emotions during debate. Reduces the risk of escalating perceptions of interpersonal hostility: cohesive team. Allows each person to know about and anticipate the behaviors and emotions of their teammates.