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Managing Conflict and Negotiating

Managing Conflict and Negotiating. Chapter Thirteen. Learning Objectives. LO.1 Define the term conflict , and put the three metaphors of conflict into proper perspective for the workplace.

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Managing Conflict and Negotiating

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  1. Managing Conflict and Negotiating Chapter Thirteen

  2. Learning Objectives LO.1 Define the term conflict, and put the three metaphors of conflict into proper perspective for the workplace. LO.2 Distinguish between functional and dysfunctional conflict, and discuss why people avoid conflict. LO.3 List six antecedents of conflict, and identify the desired outcomes of conflict. LO.4 Define personality conflicts, and explain how managers should handle them. LO.5 Discuss the role of in-group thinking in intergroup conflict, and explain what management can do about intergroup conflict.

  3. Learning Objectives (cont.) LO.6 Discuss what can be done about cross-cultural conflict. LO.7 Explain how managers can stimulate functional conflict, and identify the five conflict-handling styles. LO.8 Explain the nature and practical significance of conflict triangles and alternative dispute resolution for third-party conflict intervention. LO.9 Explain the difference between distributive and integrative negotiation, and discuss the concept of added-value negotiation.

  4. Conflict: A Modern Perspective • Conflict • process in which one party perceives its interests are being opposed or negatively affected by another party

  5. How to Deal With Personality Conflicts

  6. An Updated Contact Model for Minimizing Intergroup Conflict

  7. Programming Functional Conflict • Programmed Conflict • conflict that raises different opinions regardless of the personal feelings of the managers

  8. Five Conflict Handling Styles

  9. Alternative Styles for Handling Dysfunctional Conflict • Integrating • interested parties confront the issue and cooperatively identify the problem, generate and weigh alternative solutions, and select a solution • Appropriate for complex issues plagued by misunderstanding

  10. Alternative Styles for Handling Dysfunctional Conflict • Obliging (Smoothing) • involves playing down differences while emphasizing commonalities • Appropriate when it is possible to get something in return

  11. Alternative Styles for Handling Dysfunctional Conflict • Dominating (Forcing) • relies on formal authority to force compliance • Appropriate when an unpopular solution must be implemented

  12. Third-Party Intervention Options for Handling Conflict Triangles

  13. Third Party Interventions • Alternative Dispute Resolution • avoiding costly lawsuits by resolving conflicts informally or through mediation or arbitration

  14. Negotiating • Negotiation • give-and-take decision-making process involving interdependent parties with different preferences • Two types: • Distributive • Integrative

  15. An Integrative Approach: Added-Value Negotiation

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