Conflict is common in organizations, and it is not always harmful. People and teams can learn from disagreement when it is handled constructively. Managers face a challenge when conflict becomes dysfunctional: they need to choose a response that addresses the problem rather than suppressing it.
Some managerial responses appear to reduce conflict because they postpone or conceal it. In practice, they often increase frustration, distrust, or isolation instead of resolving the underlying disagreement.
All flashcards
What is nonaction?
Nonaction is ignoring a conflict and hoping it will disappear. It can increase frustration and anger because the underlying concern remains unresolved.
What is administrative orbiting?
It is acknowledging that a problem exists but repeatedly delaying meaningful action by saying it is under study or that more information is needed.
What makes due process nonaction different from a useful grievance process?
It offers a process in name but makes it excessively long, complicated, costly, or risky, potentially wearing down dissatisfied employees.
Why can secrecy be harmful even if it avoids immediate disagreement?
Secrecy can lead employees to distrust management. That loss of credibility can make it harder for managers to address future organizational issues.
What is the purpose of character assassination in a conflict, and why is it ineffective?
It tries to discredit or isolate the person raising a concern so they will be silenced or leave. It does not resolve the underlying issue and can deter others from speaking up.
Quiz questions
What does physical separation generally accomplish in organizational conflict?Answer: It reduces contact quickly but does not itself change attitudes.
What is the role of an integrator in reducing conflict between groups?Answer: To connect groups and help identify agreement and possible cooperation.
How can rotation of members help reduce intergroup conflict?Answer: It lets people experience another group's perspectives, values, and attitudes.
What makes a goal superordinate in an organizational conflict?Answer: Groups can achieve it only by working together.
What is a central aim of constructive confrontation and negotiation?Answer: To explore options and reach an outcome acceptable to the parties.
Based on Organizational Behavior by J. Stewart Black, David S. Bright, Donald G. Gardner, Eva Hartmann, Jason Lambert, Laura M. Leduc, Joy Leopold, James S. O’Rourke, Jon L. Pierce, Richard M. Steers, Siri Terjesen, Joseph Weiss (OpenStax), licensed CC BY 4.0. Adapted into a summary, flashcards and quizzes.