Chapter 13 Notes(include lecture notes)

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Management (MGH)
Samantha Montes

Chapter 13 Interpersonal conflict Conflict: A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about (e.g., goal attainment). - frustrates the goal attainment of another - involves antagonistic attitudes (i.e. name, calling, sabotage, physical aggression) Dysfunctional Conflict: Hinders group performance Functional Conflict: Supports the goals of the group and improves performance Sources of Conflict 1. Scarce Resources common resources in short supply magnify differences in power - sufficient quantities = buffers; turn latent conflict into overt conflict 2. Ambiguity performance criteria (jurisdiction and responsibility) formal and informal roles that govern interaction break down difficult to determine responsibility 3. Intergroup Bias (in-group vs. out-group) develop a more positive view in-group and a less positive view of out-groups (not a member) - ultimate fundamental attribution error - Define in-group carefully - Use super-ordinate goals 4. Differences in Power, Status, Culture Power dependence is one-way(not mutual) = imbalance in power Status reversal of expected roles Culture very different cultures = clash in beliefs and values 5. Value Clashes 6. Personality Clashes 7. Interdependence individuals or subunits are mutually dependent on each other to accomplish their own goals; abuse of power in such relationships and on-going need for coordination Relationship conflict interpersonal tensions among individuals; above their relationship per se, not task (i.e. personality clashes) Task conflict disagreements about the nature of the work to be done (differences of opinion about goals) Process conflict disagreements about how work should be organized and accomplished (i.e. about responsibility, authority, resource allocation, task distribution) Conflict Dynamics - winning becomes important - parties conceal information from each other - each group becomes more cohesive - discourage contact with the opposite part - negative stereotypes of the opposite party develop
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