Conflict - answer-Occurs when one party perceives that its interests are being opposed or negatively affected by another party.
Two kinds of conflict - answer-1. Functional
2. Dysfunctional
Conflict escalation often exhibits these five characteristics: - answer-1. Change in tactics—Partie...
BUSMHR 2292 Exam #2 Questions and
Answers 2024
Conflict - answer-✔Occurs when one party perceives that its interests are being
opposed or negatively affected by another party.
Two kinds of conflict - answer-✔1. Functional
2. Dysfunctional
Conflict escalation often exhibits these five characteristics: - answer-✔1. Change
in tactics—Parties often move from "light tactics" (e.g., persuasive arguments,
promises, and efforts to please the other side) to "heavy tactics" (e.g., threats,
power plays, and violence).
2. Number of issues grows—More and more issues that bother each party are
raised and included in the conflict.
3. Issues move from specific to general—Small and specific concerns often
become more vague or general and can evolve into a general disliking or
intolerance of the other party.
4. Number of parties grows —More people and groups are drawn into the conflict.
5. Goals change—Parties change their focus from "doing well" or resolution to
winning and even hurting the other party.
Managing conflict can lead to: - answer-✔-Agreement
-Stronger relationships
-Learning
Personality conflicts - answer-✔Relational or interpersonal: based on personal
dislike or disagreement
,Intergroup conflict - answer-✔-Conflict states
-Conflict process
-Cohesion and "in-group thinking"
Conflict States - answer-✔The source and intensity of their perceived
incompatibilities
Conflict Processes - answer-✔How teams interact regarding their differences
Contact hypothesis - answer-✔Suggests that the more members of different groups
interact, the less intergroup conflict they will experience.
Conflict resolution - answer-✔identify and root out specific negative linkages
between or among groups.
Psychologically safe climate - answer-✔refers to a shared belief held by team
members that the team is a safe place for interpersonal risk taking and captures a
sense of confidence that the team will not embarrass, reject, or punish someone for
speaking up.
Incivility - answer-✔Any form of socially harmful behavior
Bullying - answer-✔Different from other forms of incivility
Programmed Conflict - answer-✔Conflict that raises different opinions regardless
of the personal feelings of the managers
Integrating (problem solving) - answer-✔When using an integrating style,
interested parties confront the issue and cooperatively identify the problem,
generate and weigh alternatives, and select a solution.
Obliging (smoothing) - answer-✔If you have an obliging style, then you tend to
show low concern for yourself and a great concern for others. Such people tend to
minimize differences and highlight similarities to please the other party.
Dominating - answer-✔Those with a dominating style have a high concern for self
and low concern for others, often characterized by "I win, you lose" tactics. The
other party's needs are largely ignored.
, Avoiding - answer-✔With an avoiding style, passive withdrawal from the problem
and active suppression of the issue are common.
Compromising - answer-✔The compromising style is a give-and-take approach
with a moderate concern for both self and others. Compromise is appropriate when
parties have opposite goals or possess equal power
Alternative Dispute Resolution (ADR) - answer-✔Uses faster, more user-friendly
methods of dispute resolution, instead of traditional, adversarial approaches such
as unilateral decision making or litigation
Types of Alternative Dispute Resolution - answer-✔Facilitation, Conciliation, Peer
review, Ombudsman, Mediation, Arbitration
Negotiation - answer-✔give-and-take decision-making process involving two or
more parties with different preferences
Distributive Negotiation - answer-✔Win-Lose
Integrative - answer-✔Win-Win
Emotions in Negotiation - answer-✔-Identify your ideal emotions: Match your
emotions to your objectives.
-Manage your emotions: Take steps to promote positive emotions.
-Know your hot buttons.
-Keep your balance: Know when to break or redirect.
-Identify your take-away emotions: Set a goal for emotions.
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