BU288 Chapter Notes - Chapter 13: In-Group Favoritism, Organizational Conflict, Stress Management
Document Summary
Interpersonal conflict: organization subunit (person/group) frustrates goal attainment of another. Often involves antagonistic attitudes and behaviours may develop negative stereotypes. Conflict process can be managed collaboratively, keeping antagonism to a minimum. Conflict can also be hidden/suppressed and not so obvious. Even without interaction or cohesion, people grouped by trivial characteristics (i. e. eye colour) Identification with a particular group/class of people can set stage for organizational conflict develop a more positive view of their own group intergroup bias. Self-esteem is a critical factor/cause for intergroup bias. Identifying with successes of own group and not with out-group failures boosts our self-esteem and social solidarity. Groups can be based on personal characteristics, job function, job level, etc. Differences between groups may be accentuated by differences in power, opportunity, clients serviced, etc. Nowadays, firms try to get workers to identify strongly with their teams. Intergroup bias suggests that organizations should pay attention to managing relationships between teams.
