组织行为学（双语）.ppt

Chapter 5 Conflict and Negotiation 1.define conflict 2.differentiate between the traditional, human relations, and interactionist view 3.contrast functional and dysfunctional conflict 4.outline the conflict process 5.describe the five conflict- handing orientations 1 A Definition of Conflict First, conflict must be perceived by the parties to it. In addition, most definitions of conflict include the concepts of opposition, scarcity, and blockage and the assumption there are two or more parties whose interests or goals appear to be incompatible. We define conflict as a process in which an effort is purposely made by A to offset the efforts of B by some form of blocking that will result in frustrating B in attaining his or her goals or furthering his or her interests. A determined action Latent Overt 2 Transitions in Conflict Thought 2.1 the Traditional View Conflict was viewed negatively, and it was used synonymously with terms such as violence, destruction, and irrationality in order to reinforce its negative connotation. Conflict was to be avioded. 2.2 the Human Relations View Conflict was a natural occurrence in all groups and organizations. Inevitable acceptance of conflict 2.3 the Interactionist View （相互作用观点） Encourages conflict Change and innovation Encourages group leaders to maintain an ongoing minimal level of conflict 3 Differentiating Functional from Dysfunctional Conflicts functional---- constructive support the goals of the group improve group performance Dysfunctional---- destructive hinder group performance Three type: task conflict relationship conflict process conflict relationship conflict (almost) ----dysfunctional task conflict (low) process conflict (low-to-moderate) ---- functional 4 the Conflict Process StageⅠ：Potential Opposition （潜在的对立） StageⅡ：Cognition and Personalization