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Chapter 11

Chapter 11 - MHR 405


Department
Human Resources
Course Code
MHR 405
Professor
Frank Miller
Chapter
11

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MHR 405: Chapter 11 Definitions
Conflict: The perception, in an interdependent relationship, of incompatable wis
hes, goals, attitudes, emotions, or behaviours
Interpersonal Conflict: A dynamic process that occurs between two interdependent
parties as they experience negative emotional reactions to perceived
Behavioural Component of Emotion: The verbal and nonverbal mesage we expres when
we communicate
Physiological Component of Emotion: The bodily experience of emotion
Cognitive Component of Emotion: The way our mind appraises or interprets emotion
s
Relationship affective conflict: Interpersonal, incompatibilities, typically inc
luding feelings of tension and friction
Task (cognitive) conflict: Differences in viewpoints and opinions pertaining to
group task
Process conflict: Controversy about aspects of how task accomplishment will proc
eed
Functional Conflict: Conflict that is a productive force, one that can stimulate
member of the organization to increase their knowledge and skills, as well as t
heir contributions to organizational innovation
Dysfunctional Conflict: An unhealthy destructive, disagreement between two or mo
re people. its danger is that is takes the focus away from the work to be done a
nd places the focus on he conflict itelf
Bullying: Repeated non-physical, healthy impairing psychological mistreatment th
at falls outside discriminatory harassment
Jurisdictional Ambiguity: The precense of unclear lines of responsibility within
an organization
Role Ambiguity: When an individual lacks adequate information both about what hi
s or her tasks are as well as how to accomplish them
Conflict Management Strategy: Any action taken by a disputant or a third party t
o try to manage or resolve a conflict
Ombudsperson: An advocate for fairness and equity rather than for individuals sp
ecific complaints
Cross-Functional Team: A temporary or permanent group of employees at about abou
t the same level but from different work areas
Job Rotation: A variation of job enlargement in which workers are exposed to a v
ariety of specialized jobs over time through rotation
Avoiding style of conflict: Style of conflict mgmgt that represents a deliberate
decision to take no action on a conflict or to stay out of a conflict situation
Obliging (yielding, accomidating) conflict mgmt style: The style of conflict mgm
t that involves giving in to the others wishes without attending ones own
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