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. Group identification and intergroup bias: even without interaction or cohesion, people grouped by trivial characteristics (i. e. eye. Identification with a particular group/class of people can set stage for organizational conflict colour) 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.
