Conflict in Organizations
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1 Joel A. DiGirolamo, BSEE, MBA, MS Psychology Conflict in Organizations
2 Agenda Background When Conflict Arises Good Conflict Tools
3 Going Postal Is the homicide rate for postal workers higher or lower than all other industries?
4 Definition of Conflict A process that begins when an individual or group perceives differences and opposition between itself and another individual or group about interests and resources, beliefs, values, or practices that matter to them.
5 How many people or groups does it take to have a conflict?
6 Conflict Between Executive Manager Worker Team Spouse or Family Member
7 Why Does Conflict Occur? Fear Attachment Expectations Different Knowledge Poor Communication Incompatible Values Stress Scarce Resources Different Paradigms Perceived Oppression Past Trauma Misunderstanding
8 Plato s Cave Source: Gruber (1990) The Cooperative Synthesis of Disparate Points of View
9 Anger Expectations Attachments
10 Effects of Conflict on Your Business Job Satisfaction Turnover Absenteeism Health Issues - Cost - Job Satisfaction Job Performance
11 Creativity & Innovation in Groups Team Members with Diverse Backgrounds Open & Safe Atmosphere Encourage All Views to be Heard Share Viewpoints, Mental Models, Experience Listen & Discuss Content & Process
12 Is Conflict Always Bad? Team Processes Trauma in Our Personal Lives Creative Tension Learn New Skills Feal to Executives Deep Bonds
13 Tools Drama Triangle Model to Raise Awareness Mirroring Dialog From Couples Therapy (Imago) Promotes Active Listening, Ensuring You Are Heard Limits Personal Attacks Thomas-Kilman Conflict Mode Instrument (TKI) Competing, Collaborating Compromising Avoiding, Accommodating
14 Drama Triangle Persecutor Rescuer Victim
15 Mirroring Dialog - An Example Sender: I Receiver: What I hear you saying is, Is that correct? Sender: Yes, that s correct. or Well sort of, except Receiver: Is there more? Sender: No. Receiver: It makes sense to me that That must make you feel
16 Thomas-Kilman Conflict Mode Instrument (TKI) Assertive Competing Collaborating Compromising Avoiding Accommodating Unassertive Uncooperative Cooperative
17 Questions What is the Level of Conflict in Your Organization? Is the Conflict (or Lack of it) Helping or Hurting Your Organization? What Conflict Management Strategies Does Your Organization Use? Which Tools Do Your Managers have Available to Resolve Conflict?
18 Conflict organizations Association for conflict resolution Association of conflict resolution Organization conflict Questions? Organization conflict of interest Conflict management in organizations Managing conflict in organizations Conflict in the organization Conflict of interest Organizational conflict Peace organizations Conflict management Conflict theory Conflict styles Leadership organizations Communication organizations Resolving conflict Conflict mediation Conflict leadership Conflict negotiation Workplace conflict Conflict resolution Conflict types Training organizations Lexington Kentucky KY USA.ppt.doc.xls
19 Back-up
20 Escalation Pros Conveys Importance of the Situation Can Encourage Information Gathering & Problem Solving Cons Can Crowd Out Integrative Thinking Can Provoke Hostility May Impede Creative Thinking
21 Mental Models Deeply Held Internal Images of How the World Works Limit Our Thinking & Acting to Ways that are Familiar to Us
22 Aggression Physical or Verbal Direct or Indirect Active or Passive
23 A Study of Studies (Meta-Analysis) Interpersonal Conflict Trait Anger 14% 8% 3% Interpersonal Aggression Gender Job Dissatisfaction Situational Constraints 3% 2% 8% 4% Organizational Aggression Source: Hershcovis et al., ( 2007)
24 Conflict Resolution Strategies Most Successful Discuss or Debate Open Communication Compromise or Reach Consensus Rotating Responsibilities Less Successful Avoid or Ignore Idiosyncratic Vote Source: Behfar et al., ( 2007)
25 What is Fair? Research Shows Fair Treatment & Procedures are More Important Than a Fair Outcome Procedural Justice We Perceive Fair Treatment & Procedures as Producing Fair Outcomes Ensure: All Parties Have a Voice, Respected Unbiased Consistency Valid Information
26 Remember working here is always a choice
27 It Only Takes One If Any One Party Does Not Want the Conflict Resolved, it will Not be Resolved
28 How Do We Resolve Conflict? Everyone Must Observe & Own: Their Behavior & Emotions Their Thoughts & Values Ensure All Parties Understand Each Person or Group s: Paradigms Mental Models Full Disclosure: Fear Stress Victim, etc. Just because that s the way I feel
29 Always! Respect Compassion
30 Your Part Tools - Use Diagnostic Tools Observe & Own Your Behavior Respect & Compassion Confront Conflict Early & Head-On Choice - We All Have Choices
31 Conflict at Many Levels National Culture Organization Group Individual
32 Conflict Over Resources Intra-group or Inter-group Interpretation of Reality Information Sharing Positive Identity Values Self-Esteem
33 Styles of Handling Conflict Integrating Forcing Smoothing Avoiding Compromising
34 Conflict Management Strategies Unilateral Joint 3rd Party
35 Times When Conflict Arises Mergers & Acquisitions Union Negotiations Performance Appraisals Interpersonal Issues Changing Job Functions Downsizing Reorganizations
36 Dual Concern Theory High Other Concern Low Self Concern Take Me Apathy, Avoidance Win- Win It s All About Me High Self Concern Low Other Concern
37 Conflict vs. Output (Conceptual) Output Conflict
38 Models Myers-Briggs Type Indicator (MBTI) Examples - E, I N, S T, S J, P Questionable Validity Big Five Factor Model (NEO-PI, FFM) Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism High Validity Emotional Intelligence Ability to Perceive and Manage Emotions of One's Self and of Others Validity is Controversial
39 Models Cont. Maslow s Hierarchy of Needs Physiological, Safety, Social, Esteem, Self-Actualization No Known Validity Studies DISC Dominance, Influence, Steadiness, Conscientiousness High Claimed Validity
40 Myers-Briggs Flow How We Gather Energy How We Gather Information How We Make Decisions How We Close Extraversion & Introversion Intuitive & Sensing Thinking & Feeling Judging & Perceiving
41 Myers-Briggs Flow Extraversion & Introversion How We Gather Energy Intuitive & Sensing How We Gather Information Thinking & Feeling How We Make Decisions Judging & Perceiving How We Close
42 A Comparison of Models MBTI FFM GMA WGCTA Extraversion (E) Introversion (I) Extraversion, Openness Neuroticism Sensing (S) Intuitive (N) Extraversion, Openness Thinking (T) Conscientiousness Feeling (F) Neuroticism, Agreeableness Judging (J) Conscientiousness Perceiving (P) Openness Source: Personality and Intelligence in Business People: A Study of Two Personality and Two Intelligence Measures (2007)
43 Team Model Superiors Leader Output Individuals Team Dropouts
44 Problem Solving 1. Diagnose the Problem 2. Develop Alternative Solutions
45 Bibliography - 1 The Psychology of Conflict and Conflict Management in Organizations - Edited by De Dreu & Gelfand $80, 512 pages, 2007 Very thorough, pragmatic The Handbook of Conflict Resolution: Theory and Practice - Edited by Deutsch, Coleman, & Marcus $60, 960 pages, 2006 Many excellent models, a bit more theoretical
46 Bibliography - 2 Karpman Drama Triangle Free description at en.wikipedia.org Getting the Love You Want: A Guide for Couples by Hendrix $10, 320 pages, 2007 (Latest Edition) Good description of the mirroring dialog Short-Term Couples Therapy: The Imago Model in Action - by Luquet $37, 304 pages, 2006 (2nd Edition) Mirroring dialog exercises, good resource lists
47 Bibliography - 3 Thomas-Kilmann Conflict Mode Instrument (TKI) $ Shipping Available from No ordering restriction The Fifth Discipline: The Art & Practice of The Learning Organization - by Senge $17, 464 pages, 2006 (Latest Edition) A classic in understanding organizational dynamics Light on psychology jargon
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