Large collectives (e.g., organizations, political parties, nations) are seldom unitary players. Rather, they consist of different subgroups that often have conflicting interests. Nonetheless, negotiation research consistently regards negotiating teams, who represent these collectives, as monolithic parties with uniform interests. This article integrates concepts from social psychology, management, political science, and behavioral game theory to explore the effects of subgroup conflict on team negotiation. Specifically, the present research introduced a conflict of interests within negotiating teams and investigated how this internal conflict affects the outcome of the negotiation between teams. An experiment with 80 four-person teams found that conflict between subgroups had a detrimental effect on the performance of negotiating teams. This research also employed a recent model of motivated information processing in groups to investigate possible processes underlying the effect of subgroup conflict on team negotiation. Show Organizational Behavior, 18e (Robbins) Chapter 14 Conflict and Negotiation 1) ________ is defined as a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about. A) Problem solving B) Assessment C) Conflict D) Negotiation E) Collective bargaining Answer: C Explanation: Conflict is defined as a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about. LO: 14.1: Describe the three types of conflict and the three loci of conflict. Difficulty: Easy Quest. Category: Concept 2) In the past, researchers ________. A) considered all conflict to be harmful B) considered all conflict to be necessary to generate discussion C) considered all conflict to be necessary to improve the creativity of a group D) argued about whether conflict was uniformly good or bad E) argued about whether conflict was rational and cannot be avoided Answer: D Explanation: In the past, researchers argued about whether conflict was uniformly good or bad. LO: 14.1: Describe the three types of conflict and the three loci of conflict. Difficulty: Moderate Quest. Category: Concept 3) Conflict that hinders group performance is destructive or ________ conflict. A) process B) traditional C) task D) dysfunctional E) dyadic Answer: D Explanation: Conflict that hinders group performance is destructive or dysfunctional conflict. A highly personal struggle for control in a team that distracts from the task at hand is dysfunctional. LO: 14.1: Describe the three types of conflict and the three loci of conflict. Difficulty: Easy Quest. Category: Concept Conflict Management--Style and StrategyIn a Nutshell
Conflict Management Strategies
back to the top Matching Strategies to Situations
When dealing with moderately important issues, compromising can often lead to quick solutions. However, compromise does not completely satisfy either party, and compromise does not foster innovation the way that taking the time to collaborate can. So, collaborating is a better approach to dealing with very important issues. When you find yourself in conflict over a fairly unimportant issue, using an accommodating strategy is a quick way to resolve the conflict without straining your relationship with the other party. Collaborating is also an option, but it might not be worth the time. Avoiding should normally be reserved for situations where there is a clear advantage to waiting to resolve the conflict. Too often, interpersonal conflicts persist and even worsen if there is no attempt to resolve them. Avoiding is appropriate if you are too busy with more important concerns and if your relationship with the other party is unimportant. However, if either the issue or the relationship between the parties is important, then avoidance is a poor strategy. back to the top Photo Credit Sources and Additional References
About the Newsletter and Subscriptions back to the top E-mail Your Comments A Good, Clean Joke Kid Quotes A three-year-old went with his dad to see a litter of kittens. On returning home, he breathlessly informed his mother there were 2 boy kittens and 2 girl kittens. "How did you know?" his mother asked. "Daddy picked them up and looked underneath," he replied, "I think it's printed on the bottom." On the first day of school, the Kindergarten teacher said, "If anyone has to go to the bathroom, hold up two fingers." A little voice from the back of the room asked, "How will that help?" A mother and her young son returned from the grocery store and began putting away the groceries. The boy opened the box of animal crackers and spread them all over the table. "What are you doing?" his mother asked. "The box says you can't eat them if the seal is broken," the boy explained. "I'm looking for the seal." A father was reading Bible stories to his young son. He read, "The man named Lot was warned to take his wife and flee out of the city, but his wife looked back and was turned to salt." His son asked, "What happened to his flea?" back to the top Which of the following conflictConflict resolution refers to solving conflict between people or parties. Conflicts can be solved through various means, including negotiations and involving a third party, among others. The results of a conflict resolution may lead to a win-win, win-lose, or lose-lose situation.
Which conflictCompromising: Is intermediate in both assertiveness and cooperativeness. In this mode, you try to find an acceptable solution that only partially satisfies both individual's concerns. conflict without attempting to satisfy either individual's concerns.
What are 5 types of conflictAccording to the Thomas-Kilmann Conflict Mode Instrument (TKI), used by human resource (HR) professionals around the world, there are five major styles of conflict management—collaborating, competing, avoiding, accommodating, and compromising.
Which of the following conflictAvoiding is unassertive and uncooperative. When avoiding, an individual does not immediately pursue his or her own concerns or those of the other person.
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