power and conflict dr. yu fu email: [email protected]@heig-vd.ch
TRANSCRIPT
Learning objectives
• Discuss the definitions and nature of conflict
• Explore common causes of conflict
• Describe conflict escalation and the various outcomes of conflict.
• Understand how organisations can manage conflict.
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Definitions of Conflict
• The struggle that arises when the goal-directed behaviour of one person or group blocks the goal-directed behaviour of another person or group.
• The process in which one party perceives that its interests are being opposed or negatively affected by another party.
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The Nature of Conflict
• Dysfunctional Conflict– Exists when conflict prevents the achievement
of organisational goals.– Complacency and confrontation are both
dysfunctional forms of conflict.
• It is detrimental to organisational goals and objectives.
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The Nature of Conflict
• Functional Conflict– Exists when disagreement and opposition
support the achievement of organisational goals.
• It is beneficial to organisational goals and objectives.
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Types of Conflict
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TaskConflict
TaskConflict
ProcessConflictProcessConflict
RelationshipConflict
RelationshipConflict
Relationship Conflict
• It arises out of personal differences between people, such as differing goals, values, or personalities.
• It focuses on interpersonal relationships.
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Task Conflict
• It involves work content, tasks, and goals.
• It is related positively to creativity and innovation, but not related to routine task performance.
• It is related to increase performance only when all members share the same goals and have high levels of trust.
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Process Conflict
• It arises over responsibilities and how work should be completed.
• It relates to how the work gets done.
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Conflict on task performance
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Degree of Conflict
Task
Per
form
an
ce
High
LowLow High
Task Conflict
Relationship Conflict
Process Conflict
Effects of conflict
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Individuals Behaviour Interpersonalrelationships
Conflict
Effects on Individuals
• Anger• Hostility• Frustration• Stress• Guilt• Low job satisfaction• Embarrassment
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Effects on Behaviour
• Reduced motivation and productivity• Avoidance of other party• Threats• Aggression (psychological or physical)• Quitting• Absenteeism• Biased perceptions• Stereotyped thinking• Increased commitment to one’s position
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Effects on Interpersonal Relationships
• Distrust• Misunderstandings• Inability to see others’ perspectives• Questioning of others’ intentions• Changed attitudes towards others• Changed amount of power• Changed quality of communication• Changed amount of communication
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Functional Consequences
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Facilitation of Change
Improved Problem Solving Enhanced
Morale and Cohesion
Spontaneity in Communication
Stimulation of Creativity
Potential Benefits of
Conflict
Causes of Conflict
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Conflict
Structural Factors
Communication
Cognitive Factors
Individual Characteristics
History
Causes of Conflict
• Structural factors - Increased specialisation; Interdependence among parties; Physical layout; Centralisation versus decentralisation
• Communication – Too little or too much
• Cognitive factors - Differing expectations; • Perceptions of the other party
• Individual characteristics – Personality; Value differences; Goals
• History - Past performance; Previous interactions
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Conflict Outcomes
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Degree of Satisfaction of Party B’s Concern
Lose-Win
Win-Win
Deg
ree
of
Sat
isfa
ctio
n o
f P
arty
A’s
Co
nc e
r n
Low High
High
Lose-Lose
Win-Lose
Compromise
Responses to Conflict
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Cooperativeness
Competing
Avoiding Accommodating
Collaborating
Compromising
Ass
ert i
ven
ess
Low High
High
Sources of Conflict
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Top 10 Problems from Too Much Conflict
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Tactics for Enhancing Collaboration
• Create integration devices• Use confrontation and negotiation• Schedule intergroup consultation• Practice member rotation• Create shared mission and superordinate
goals
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Group task
• Think about your professional and/or leisure experience in relation to power, or organisational politics, or empowerment, or conflict.
• Describe the situation, and/or role play.
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