Organizational Bahavior Notes
In this situation one party marshals its forces to win and the other party loses. Some characteristics of this approach are;
a.There is a clear “we-they” distinction between the parties.
b.The parties direct there struggles and forces towards each other in a victory-defeat atmosphere.
c.The parties see the issue from their own point of view.
d,The emphasis is on the solution rather than on the values, goals and objectives.
e.Conflicts are personalized and judgmental.
f. There is no planned sequence of activities.
g.The parties take a short-run view of the issues.
It is the most desirable way of resolving conflicts. In this situation, the energies and struggles are directed to solve the problem rather than beating the other party. The outcomes of this approach are so that both the parties are happy and results have benefits for both the parties. Although this is the difficult most strategy to solve the problems but this should be goal of the managers to resolve interpersonal conflicts.
INTERGROUP BEHAVIOR AND CONFLICT
This type of conflict can be between two groups.
Some major reasons for the intergroup conflict are;
1. Competition for resources: - Most organizations have very limited resources and so is the case with the group within organizations as there are limited budget funds, space, supplies, personnel, and support services.
2. Task interdependence: - If two groups in an organization depend on one another there tends to be more conflict between the groups than if the groups are independent of one another.
3. Jurisdictional ambiguity: - When there is an ambiguity because of the roles and responsibilities of the two or more groups there always arises a conflict. So, this type of conflict arises when the groups try to take control of activities that do not relate to them.
4. Status struggles: - This conflict arises when one group tries to improve its status and have an edge over the other group and the other group perceives it as a threat to its position or status. Or when a group feels that they are not equally treated with other groups in an organization it gives rise to this type conflict.
Example: - In many organizations the human and resources department personnel think that they are not given as much importance as the marketing, finance, and operations department.
THE STRATEGIES TO COPE INTERGROUP-CONFLICT:-
1.AVOIDANCE:- this method attempts to avoid and ignore the conflict.
2. DEFUISON:- an attempt is made to deactivate the conflict and cool off emotions and hostilities of the groups involved.
3. CONTAINMETN:- in this strategy the conflict is allowed to surface but it is carefully contained by spelling out that which issues should be discussed and which not to be.