14. mgmt2110_ch14_conflict & negotiation
DESCRIPTION
MGMT2110 Lucia HKUSTTRANSCRIPT
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By the end of this lecture, you should be able to
1. Describe and compare and contrast Five Bases of Power
2. Identify the Causes and Consequences of Political Behaviors in organization
3. Apply Impression Management (IM) Techniques
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Causes & Consequences of Politics Political behavior – activities that are not required as part of one’s formal role in the organization, but that influence the distribution of _____________ within the organization. � Outside of one’s specified job requirements. � Encompasses efforts to influence goals,
criteria, processes or decision making. � Includes such behaviors as withholding
information, whistle blowing, spreading rumors, and leaking confidential information.
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Causes of Political Behaviors
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How do people react to Politics?
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By the end of this lecture, you should be able to
1. Describe and compare and contrast Five Types of Power
2. Identify the Causes and Consequences of Political Behaviors in organization
3. Apply Impression Management (IM) Techniques
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Impression Management (IM) Impression management (IM) – the process by which individuals attempt to ____________ the impression others form of them. � Mostly high self-monitors (vs low self-monitors) � Studies show the effectiveness of IM depends on
the ______________, such as job interviews and performance evaluations.
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Impression Management (IM) Techniques (p.421)
Ingratiation � _________ – agreeing with boss’s opinion to gain approval � Favors – doing something nice for others e.g. free tickets Defensive � ________ – explanation to minimize the severity e.g. ad � Apologies – admitting responsibility Self-Focused � Self-promotion – highlight one’s best qualities � ____________ –claim higher values of something you did
e.g. major sale Assertive � __________ – complimenting others e.g. peers � Exemplification – doing more than you need e.g. late email
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Are Political behaviors ethical? Legitimate and Illegitimate Political Behaviors in Organizations
� http://education-portal.com/academy/lesson/legitimate-and-illegitimate-political-behavior-in-organizations.html#lesson
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Is Political behaviors ethical?
The Ethics of Behaving Politically � Questions to consider: � What is the __________ of engaging in politicking? � How does the utility of engaging in the political behavior
balance out any ________ (or potential harm) it will do to others?
� Does the political activity conform to standards of equity and ____________?
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Legitimate and Illegitimate Political Behaviors in Organizations
“What one person might think is within the rules, another might think it's outside the rules.”
o Immoral people can ____________ almost any behavior
o Recognize the ability of power to CORRUPT
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Conflict & Negotiation Chapter 14
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A Negotiation Role-Play
� Purpose: Develop your negotiating skills � Break into pairs with a person OUTSIDE of
your group � Pick a role, Alex or C.J. � Read the Situation and role-specific instructions � Negotiate for 15 minutes � When the negotiation is complete, the class with
COMPARE the various strategies used and pair outcomes
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Role-Play � This role-play is designed to help you
develop your negotiating skills. The class is to break into pairs. One person will play the role of Alex, the department supervisor. The other person will play C. J., Alex’s boss. Both participants should read “The Situation,” “The Negotiation,” and the their role only.
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Q1 What type of Conflict is this?
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__________
___________________
_____________
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Q2 Where is the Loci of the Conflict?
__________ Conflict � Conflict that occurs between two people
____________ conflict � Conflict that occurs within a group or team
____________ Conflict � Conflict between different groups or teams
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Q3 What are the different groups?
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Differentiation
_______ Interdependence
• Different values/beliefs • Explains cross-cultural and generational conflict
• Conflict increases with interdependence • High risk of parties interfering with
each other
___________Goals
• One party’s goals perceived to interfere with other’s goals
Q4 What are the Sources of Conflicts?
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Ambiguous ________
Communication Problems
• Creates uncertainty, threatens goals
• Increases stereotyping • Reduces motivation to communicate • Escalates conflict when one is
arrogant
_________ Resources
• Motivates competition for the resources
Q4 What are the Sources of Conflicts?
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Q5 Which stage are we in The Conflict Process?
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Stage 1: Potential Opposition _________________ � Barriers Exist � Too Much or Too Little
Structure � Group Size, Age, Diversity � One’s gain at another’s
expense _____________ Variables � Personality Values � Emotions
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Stage 2: Cognition and Personalization
� Potential for conflict is actualized � Parties “make sense” of conflict by defining it and its
potential solutions � Emotions play a major role in shaping perceptions
� _____________ Conflict – awareness by one or more parties of the existence of conditions that create conflict
� ________ Conflict - emotional involvement - parties experience anxiety, tension, frustration, or hostility
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Stage 3: Dimensions of Conflict-Handling Intentions
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When to use which style? A
sser
tive
ness
Cooperativeness
Competing High
Low High
• You have a deep conviction about your position
• Desire to satisfy own interests • Only one party can win
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When to use which style? A
sser
tive
ness
Cooperativeness
High
Low High
• Conflict has become socio-emotional • Let people cool down • When issue is trivial • Desire to withdraw/suppress a conflict • Issue can be resolved by itself over
time
Avoiding
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When to use which style? A
sser
tive
ness
Cooperativeness
High
Low High
• Desire to satisfy fully the concerns of all parties
• Parties need to have trust/openness • Interests no longer perfectly oppose
one another
Collaborating
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When to use which style? A
sser
tive
ness
Cooperativeness
High
Low High
• Other party has much more power • Issue is much less important to you
than other party • Harmony is especially important • Desire to place the opponent’s interests
above your own
Accommodating
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When to use which style? A
sser
tive
ness
Cooperativeness
High
Low High
• Parties have equal power • Little hope for mutual gain/win-win • Each party gives up something
Compromising
• To achieve temporary settlement • As a backup when problem-solving
is unsuccessful
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Summary: Managing Conflict
Use in the appropriate situations:
� Competition – only one wins
� Collaboration – creative solution/win-win
� Avoidance –withdraw/need to cool down
� Accommodation –maintain harmony/place opponent’s interests above own
� Compromise – each party gives up something
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Stage 4: Behavior
� Conflict becomes ____________ � A dynamic process of interaction – party’s behavior
and other’s reactions � What were one party’s behavior? � What were the other party’s reactions?
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Stage 4: Behaviors Conflict-Intensity Continuum
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Stage 5: Outcomes � ______________: � Improves decision quality � Stimulates creativity and innovation � Encourages interest and curiosity � Problems are aired � Accepts change and self-evaluation
� __________________: � Group is less effective � Cohesiveness and communications are reduced � Leads to destruction of the group
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Q6. What is Negotiation & BATNA?
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Q7. What are the possible Bargaining Strategies?
___________________
___________________
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Distributive Bargaining Zone
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Distributive vs Integrative Bargaining
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Q8. What are the necessary Conditions for Integrative Bargaining? � Parties must be open with information and candid about
their concerns � Both parties must be sensitive regarding the other’s needs � Parties must be able to trust each other � Both parties must be willing to be flexible
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Q9. How can we bridge both parties using Integrative Bargaining? What do you think is the BATNA for each party? What is the possible settlement range? Bridging: � Find a new creative option that satisfies the main
interests of both parties � Reformulate the conflict to consider the wider
variety of solutions that address the underlying interests of both parties
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Q10.Where are you in the Negotiation Process?
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Summary: Conflict and Performance
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Extra Note: Individual Differences in Negotiation
� Personality � Little evidence to support strong relationship
� Moods & Emotions � Showing anger helps in _________negotiations � Positive moods help _____________negotiations
� Gender � _______- negotiate more competitively � __________ – negotiate more cooperatively � Individual variation exists