MANAGING CONFLICT IN ORGANIZATION
- What is group conflict?
- What are the consequences of group conflict?
- What are the causes of group conflict?
- What are the solutions to group conflict?
- How do cultural dimensions play a role in managing group conflict?
1. The Ubiquity of Conflict
- Conflict is a disagreement between two or more parties with incompatible concerns.
- Types of conflicts: Intrapersonal, Interpersonal, Intra-group, Intergroup, Inter-organization, Intra-racial, Inter-racial, Inter-gender, Inter-class, Inter-regional, Inter-cultural, International.
2. Two Views of Conflict
- Traditional View: Conflict is bad and should be avoided.
- Contemporary View: Conflict is neither inherently bad nor good but is inevitable and structurally induced.
3. Two Consequences of Intergroup Conflict
- Functional Conflict: Enhances organizational performance.
- Dysfunctional Conflict: Leads to a decline in organizational performance.
4. Why Intergroup Conflict Occurs
- Goal Incompatibility
- Structural Interdependence
- Different Perceptions
- Different Organizing Principles
5. Cultural Dimensions of Group Conflict
- Locational Dimension: National, Professional, Organizational, Governance.
- Value Dimension: Power distance, Uncertainty avoidance, Individualism, Masculinity, Long-term.
6. Managing Intergroup Conflict Through Conflict Resolution
- Five Strategies: Dominating, Avoiding, Obliging, Compromising, Integrating.
- Two Dimensions: Distributive Dimension (win-lose), Integrative Dimension (win-win).
- Differences in strategic choice: U.S. vs. Japan.
7. Managing Intergroup Conflict Through Organizational Coordination
- Strategies in the U.S. and Japan.
8. Managing Intergroup Conflict Through Elimination of its Causes
- Overcoming goal incompatibility, structural interdependence, and differences in perceptions.
9. Managing Intergroup Conflict through Stimulation
- Structural and process/cultural strategies.
10. Third-party mediation
11. Negotiation
12. The Competitiveness Consequences of Different Ways of Managing Intergroup Conflict
13. Conclusion
Answer: The key to managing conflict in organizations lies in understanding its nature, consequences, causes, and solutions. By recognizing the cultural dimensions at play and implementing effective conflict resolution strategies, organizations can navigate conflicts productively. Embracing diversity, seeking mutual benefit, empowering employees, and fostering teamwork are essential in building a conflict-positive organization. Third-party mediation and negotiation can also be valuable tools in resolving intergroup conflicts. By addressing the root causes and managing conflicts strategically, organizations can leverage conflict as a catalyst for positive change and growth.
From Pakistan, Lahore
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2- What is group conflict?
- What are the consequences of group conflict?
- What are the causes of group conflict?
- What are the solutions to group conflict?
- How do cultural dimensions play a role in managing group conflict?
1. The Ubiquity of Conflict
- Conflict is a disagreement between two or more parties with incompatible concerns.
- Types of conflicts: Intrapersonal, Interpersonal, Intra-group, Intergroup, Inter-organization, Intra-racial, Inter-racial, Inter-gender, Inter-class, Inter-regional, Inter-cultural, International.
2. Two Views of Conflict
- Traditional View: Conflict is bad and should be avoided.
- Contemporary View: Conflict is neither inherently bad nor good but is inevitable and structurally induced.
3. Two Consequences of Intergroup Conflict
- Functional Conflict: Enhances organizational performance.
- Dysfunctional Conflict: Leads to a decline in organizational performance.
4. Why Intergroup Conflict Occurs
- Goal Incompatibility
- Structural Interdependence
- Different Perceptions
- Different Organizing Principles
5. Cultural Dimensions of Group Conflict
- Locational Dimension: National, Professional, Organizational, Governance.
- Value Dimension: Power distance, Uncertainty avoidance, Individualism, Masculinity, Long-term.
6. Managing Intergroup Conflict Through Conflict Resolution
- Five Strategies: Dominating, Avoiding, Obliging, Compromising, Integrating.
- Two Dimensions: Distributive Dimension (win-lose), Integrative Dimension (win-win).
- Differences in strategic choice: U.S. vs. Japan.
7. Managing Intergroup Conflict Through Organizational Coordination
- Strategies in the U.S. and Japan.
8. Managing Intergroup Conflict Through Elimination of its Causes
- Overcoming goal incompatibility, structural interdependence, and differences in perceptions.
9. Managing Intergroup Conflict through Stimulation
- Structural and process/cultural strategies.
10. Third-party mediation
11. Negotiation
12. The Competitiveness Consequences of Different Ways of Managing Intergroup Conflict
13. Conclusion
Answer: The key to managing conflict in organizations lies in understanding its nature, consequences, causes, and solutions. By recognizing the cultural dimensions at play and implementing effective conflict resolution strategies, organizations can navigate conflicts productively. Embracing diversity, seeking mutual benefit, empowering employees, and fostering teamwork are essential in building a conflict-positive organization. Third-party mediation and negotiation can also be valuable tools in resolving intergroup conflicts. By addressing the root causes and managing conflicts strategically, organizations can leverage conflict as a catalyst for positive change and growth.
From Pakistan, Lahore
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