Terms in this set (28) What term refers to conflict due to incompatible needs or competition over perceived or actual resource constraints? -conflicts of interest. -process conflict.

Conflict escalation is the process by which conflicts grow in severity over time. While the word escalation was used as early as in 1938, it was popularized during the Cold War by two important books: On Escalation (Herman Kahn, 1965) and Escalation and the Nuclear Option (Bernard Brodie, 1966).

Question: Question 42 When A Conflict Begins To Escalate, One Of The Best Ways To Prevent Further Escalation Is To Instigate A Shouting Match But Only If You’re Pretty Sure You Will Win.

Competing is assertive and uncooperative where a person pursues his own concerns at the other individual’s expense. Individuals using a competitive style consistently are considered aggressive, autocratic, confrontational, and intimidating. Competitors try to gain power and force change at the other person’s expense.

• Five Methods for Managing Conflict. Conflict has many sources in the workplace.
• Accommodation. This is a lose/win situation.
• Compromise. This is a win/lose – win/lose situation, i.e. everyone involved gains and loses through negotiation and flexibility.
• Avoidance.
• Competition.
• Collaboration.
• Related Items.

162), discusses Putnam and Pooles (1987) notion of conflict being comprised of three general characteristics, known as the “three I’s of conflict”; incompatible goals, interdependence & interaction.

Compromise is typically not the ideal process for resolving disputes as it requires both sides to give up something in order to reach an agreement. However compromise can be an effective and appropriate method when other approaches are not workable or when the situation can benefit from this method.

This more contemporary definition of conflict focused on three key characteristics: interaction, interdependence, and incompatible goals.

Latent Conflict: involves a situation in which the conditions are ripe for conflict because interdependence and possible incompatibility exist between the parties.

Top 5 Stages of Organizational Conflict

• Latent Conflict:
• Perceived Conflict:
• Felt Conflict:
• Manifest Conflict:
• Conflict Aftermath:

The conflict process has five stages: potential opposition or incompatibility, cognition and personalization, intentions, behavior, and outcomes (see Exhibit 14-2).

The four stages of conflict are the latent stage, perceived stage, felt stage and manifest stage.

Alker, Gurr, and Rupesinghe distinguish between six phases:

• dispute (equivalent to conflict emergence);
• crisis (equivalent to escalation);
• limited violence;
• massive violence;
• abatement (equivalent to de-escalation); and.
• settlement. [4]

Stalemate

There are five phases of organizational conflict that Pondy identified for any given episode.

• Latent Stage. The latent stage is characterized by the potential for conflict.
• Perceived Stage. In the perceived stage, one or more parties become aware of actual conflict.
• Felt Stage.
• Manifest.
• Aftermath.

The five levels of conflict are intrapersonal (within an individual), interpersonal (between individuals), intragroup (within a group), intergroup (between groups), and intraorganizational (within organizations).

The Five Steps to Conflict Resolution

1. Step 1: Define the source of the conflict. The more information you have about the cause of the problem, the more easily you can help to resolve it.
2. Step 2: Look beyond the incident.
3. Step 3: Request solutions.
4. Step 4: Identify solutions both disputants can support.
5. Step 5: Agreement.

Morality

Individual-level conflict refers to an interpersonal incompatibility or differing perceptions such as a difference of opinions and/or an unmatched relationship in interacting with others. Individual-level conflict can have both negative and positive consequences on a team and its team members.

There are a number of competing roles and goals within an individual and usually there are three types of conflicts in an individual: Frustration, goal conflict and role conflict.

Task independence is a root cause of much conflict in the organization. 13. Conflict can result in both positive and negative outcomes.

Conflict is positive when it: Causes people to consider different ideas and alternatives. Results in increased participation and more commitment to the decisions and goals of the group. Results in issue clarification and/or reassessment. Helps build cohesiveness as people learn more about each other.

Examples of positive conflict in the workplace that can be helpful may include miscommunication highlighting an ineffective workflow or employees who feel excluded and call for more diversity. Disagreeing at work doesn’t have to ruin a good relationship.

Early Warning Signs of Conflict

• Body language.
• Behavioural changes.
• Cliques developing.
• Strange comments made. Comments that puzzle you until you finally catch on and then it all makes sense.
• The words people choose.
• People taking sides or ganging up in the office, factory floor or in meetings.
• Sickness levels start to creep up.

Have a look at the ten common signs of conflict below:

• Avoiding eye contact – this can show nervousness towards a person.
• Crossed arms – someone who feels under attack may adopt crossed arms, which shows defensiveness.
• Frowning – this expresses discontent and sometimes anger towards a person and/or situation.

These are not the only signs, but are the most common….Signs a Storm is Brewing

• Dysfunctional meetings.
• Anger.
• Productivity slowdowns.
• High turn-over.
• Inappropriate communications.
• Anxiety.
• Clique forming.