Essay About Win-Win Orientation And Optimal Conflict Perspectives

Technology Mangement
Chapter 11 – short NotesConflict – Process that begins when one party perceives another party is  about to negatively affect something first party care aboutConflict are less communicate or try  to understand  the other partyBefore 1970s – Conflict was considered as bad perspective1970 to 1990 –  Considered as optimal conflict perspectives (Refer page 3 graphs in page 423)Current – Considered as good and bad and 2 types of conflicts        Good – Constructive conflict , Moderate level of conflict is good        Bad – Relationship conflictConstructive conflict – focus on discussion on the issues while maintaining respect for people having other point of viewsDifferent positions are encouraged so that ideas and recommendations can be clarified, redesigned and tested for logical soundnessRelationship conflict – focus on characteristics on others than issues as the source the conflictLess motivatedAlso called socioemotional or affective conflictEncourage constructive conflict and minimize relationship conflictHowever, both cannot be separate easily3 types of strategies that potentially minimize the level of relationship conflictsEmotional Intelligence – High level of emotional intelligence leads  less relational conflictCohesive team – when work for long period then no relationship conflict Produces stronger social identitySuportive team norms – when team norms encourage openness, team members leant to appreciate honerst dialog without persionally reacting to any emotional display during the disagreementsPerception of conflict reduces the motivation to communicate Interpersonal conflict handling styles5 categories models (Refer diagram in page 431)Problem solving – win-win orientation: belief that conflicting parties win find a mutually beneficial solution to their disagreementInformation sharing Forcing – Win-lose orientation: belief that conflicting parties are drawing from a fixed pie, so the one party receives more while other party will receives less.Hard influence tacticsAvoiding – Lose-lose orientation: Avoid conflict situation; will rearrange their work area or tasks to minimize interaction with co-workersYielding – Lose-win orientation: giving in completely to the other side’s wishes; no attention to own interestCompromising – Win some-lose some orientation: make concessions to some extent ; making conditional promisesPlease refer the Summary given in page 433 : Conflict handling styles contingencies and problemsStructural approach to conflict management