Technology Mangement

Chapter 11 – short Notes

Conflict – Process that begins when one party perceives another party is  about to negatively affect something first party care about

• Conflict are less communicate or try  to understand  the other party

Before 1970s – Conflict was considered as bad perspective

1970 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 conflict

Constructive conflict – focus on discussion on the issues while maintaining respect for people having other point of views

• Different positions are encouraged so that ideas and recommendations can be clarified, redesigned and tested for logical soundness

Relationship conflict – focus on characteristics on others than issues as the source the conflict

• Less motivated
• Also called socioemotional or affective conflict

Encourage constructive conflict and minimize relationship conflict

However, both cannot be separate easily

3 types of strategies that potentially minimize the level of relationship conflicts

1. Emotional Intelligence – High level of emotional intelligence leads  less relational conflict
2. Cohesive team – when work for long period then no relationship conflict

• Produces stronger social identity

1. Suportive team norms – when team norms encourage openness, team members leant to appreciate honerst dialog without persionally reacting to any emotional display during the disagreements

• Perception of conflict reduces the motivation to communicate

Interpersonal conflict handling styles

5 categories models (Refer diagram in page 431)

1. Problem solving – win-win orientation: belief that conflicting parties win find a mutually beneficial solution to their disagreement

• Information sharing

1. 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 tactics

1. Avoiding – Lose-lose orientation: Avoid conflict situation; will rearrange their work area or tasks to minimize interaction with co-workers
2. Yielding – Lose-win orientation: giving in completely to the other side’s wishes; no attention to own interest
3. Compromising – Win some-lose some orientation: make concessions to some extent ; making conditional promises

Please refer the Summary given in page 433 : Conflict handling styles contingencies and problems

Structural approach to conflict management