BUAD 304 final study guide
BUAD 304 Final Study Guide
Leader as Negotiator In Class Discussion
1. Conflict – a process that begins when one party perceives another party has negatively affected, or is about to negatively affect, something that the first party cares about.
2. Encompasses a wide range of conflicts that people experience in organizations:
a. Incompatibility of goals
b. Differences over interpretations of facts
c. Disagreements based on behavioral expectations.
3. Interactionist Conflict
a. Functional conflict – conflict that supports the goals of the group and improves its performance.
b. Dysfunctional conflict – conflict that hinders group performance.
4. Types of interactionist conflict:
a. Task conflict – conflicts over content and goals of the work. Low to moderate levels of this type are FUNCTIONAL.
b. Relationship conflict – Conflict based on interpersonal relationships. Almost always DYSFUNCTIONAL.
c. Process Conflict – Conflict over how work gets done. Low levels of this type are FUNCTIONAL.
5. Conflict Process – Stage 1 – Potential opposition or incompatibility (communication, structure, and personal variables). Stage 2 – cognition and personalization (perceived conflict and felt conflict). Stage 3 – intentions (competing, collaborating, compromising, avoiding, accommodating). Stage 4 – behavior (Party’s behavior, other’s reaction). Stage 5 – outcomes (increased group performance or decreased group performance).
6. Some conflict resolution techniques – problem solving, avoidance, compromise, communication, bringing in outsiders.
7. Outcomes of functional and dysfunctional groups:
a. Functional – increased group performance, improved quality of decisions, stimulation of creativity, and encouragement of interest.
b. Dysfunctional – development of discontent, reduced group effectiveness, reduced group cohesiveness, fighting among group members.
8. Negotiation – A process in which two or more parties exchange goods or services and attempt to agree
Leader as Negotiator In Class Discussion
1. Conflict – a process that begins when one party perceives another party has negatively affected, or is about to negatively affect, something that the first party cares about.
2. Encompasses a wide range of conflicts that people experience in organizations:
a. Incompatibility of goals
b. Differences over interpretations of facts
c. Disagreements based on behavioral expectations.
3. Interactionist Conflict
a. Functional conflict – conflict that supports the goals of the group and improves its performance.
b. Dysfunctional conflict – conflict that hinders group performance.
4. Types of interactionist conflict:
a. Task conflict – conflicts over content and goals of the work. Low to moderate levels of this type are FUNCTIONAL.
b. Relationship conflict – Conflict based on interpersonal relationships. Almost always DYSFUNCTIONAL.
c. Process Conflict – Conflict over how work gets done. Low levels of this type are FUNCTIONAL.
5. Conflict Process – Stage 1 – Potential opposition or incompatibility (communication, structure, and personal variables). Stage 2 – cognition and personalization (perceived conflict and felt conflict). Stage 3 – intentions (competing, collaborating, compromising, avoiding, accommodating). Stage 4 – behavior (Party’s behavior, other’s reaction). Stage 5 – outcomes (increased group performance or decreased group performance).
6. Some conflict resolution techniques – problem solving, avoidance, compromise, communication, bringing in outsiders.
7. Outcomes of functional and dysfunctional groups:
a. Functional – increased group performance, improved quality of decisions, stimulation of creativity, and encouragement of interest.
b. Dysfunctional – development of discontent, reduced group effectiveness, reduced group cohesiveness, fighting among group members.
8. Negotiation – A process in which two or more parties exchange goods or services and attempt to agree