Chapter 13 Flashcards
(16 cards)
What is interpersonal conflict?
It is a process of antagonism that occurs when one person or organizational subunit frustrates the goal attainment of another
What are the several factors contribute to organizational conflict?
1) Group Identification and intergroup Bias
2) Interdependence
3) Differences in Power, Culture or Status
4) Ambiguity
5) Scarcity of resources
What are the 3 types of conflicts?
1- Relationship conflict: concerns interpersonal tensions among individuals that have to do with their relationship( not the task at hand) EX: Personality clashes
2- Task conflict concerns disagreements about the nature of work to be done. EX: Differences of opinion about goals or technical matters
3- Process conflict involves disagreements about how work should be organized and accomplished. EX: Disagreements about authority, responsibility, resource allocation, and who does what all constitute process conflict
What are the conflict dynamics?
- Winning more important than good solution
- Distorted/concealed information
- Each group becomes more cohesive
- Negatively stereotyping opposing group
- Contact with opposite party is discouraged
- Aggressive conflict leaders may emerge from each side
What are the conflict management strategies?
Avoiding
Accommodating
Competing
Compromise
Collaboration
( Sometimes conflicts stimulation may be necessary to cause needed changes in the organization)
What are the approaches to managing organizational conflict?
colle image
Is all conflict bad?
There are some potential benefits if organizational conflict. Conflict can be functional when it promotes necessary organizational change. Constructive conflict is when the benefits outweigh the costs.
conflict can promote change when?
1- It brings into consideration new ideas
2- Each party monitors the other’s performance more carefully
3- It signals that redistribution of power is necessary
4-There are times when managers might use a strategy of conflict stimulation to cause change (If conflict will be constructive)
Conflict>Change>Adaptation>Survival
What is Stress in Organizations?
Stress has become a serious concern for individuals and organizations.
The level of stress in the workplace are at an all time high
What is the organizational stress model?
Stressors are …
Stress is a …
stress reactions are ….
Anxiety reduction is …
Direct confrontation is a…
What is the organizational stress model?
Stressors are environmental events or conditions which have the potential to induce stress- dependent on indv personality
Stress is a phycological reaction to the demands ingerent in a stressor that has the potential to make a person feel tense anxious because of inability to cope with them
stress reactions are the behavioural, psychological and physiological consequence of stress. There may be passsive or copying responses
Anxiety reduction is a means of attempting to reduce stress
Direct confrontation is a means of attempting to reduce or eliminate stress by removing or reducing the stressor.
Personality and stress
Locus of control-
Type A-
Individuals with Type A behavior patterns are
Negative Affectivity have
Personality and stress
Locus of control- internals confront stressors, while externals are prone to simple anxiety reduction strategies
Type A- personalities tend to be aggressive, ambitious, hostile, impatient and competitive
Individuals with Type A behavior patterns are especially likely to experience stress and to exhibit negative reactions to it.
Negative Affectivity have propensity to view the world one-sided in negative light
Stressors in organizational life
… stressors:
… Stressors:
… Stressors:
…: …
Stressors in organizational life
Executive and managerial stressors: Role overload/ Heavy responsibility
Operative Level Stressors: Poor physical working conditions. Poor job design
Boundary Role Stressors: Incompatible demands from internal/ external clients
Burnout: is common stress reaction
Job demands-resources model & work engagement
….
Job demands: …
Jor resources: …
Orgs should strive to…
Work engagement is a…
Job demands-resources model & work engagement
An occupational stress model that suggests stress is a response ot imbalance btw ones job demands and the job resources he or she has to deal with those demands
Job demands: physical, psychological, social or orgs
Jor resources: features that help one achieve work goals, reduce job demands, stimulate personal growth , learning and development
Orgs should strive to forster the opposite of burnout- extreme engagement and enthusiasm for the job
Work engagement is a positive work-related state of mind that is characterized by vigor, dedication and absorption
There are many factors that cause stress in orgs:
There are many factors that cause stress in orgs:
- Interpersonal conflict
- Work-family conflict
- Job insecurity and change
- role ambiguity
- Tecno-stressors
- Sexual Harassement
Behavioural reactions to stress:
Phychological reactions to stress:
Defense mechanisms are … :
Behavioural reactions to stress:
- Problem solving
- Seeking social support
- performance changes
- withdrawal and presenteeism
Phychological reactions to stress:
Defense mechanisms are psychological attemps to reduce anxiety associated with stress such as :
- Rationalization
- Projection
- Displacement
- Reaction Formation
- Compensation
Reducing or coping with stress
Reducing or coping with stress
Job redesign
Family freindly human resource policies
stress management programs
work-life balance, Fitness and Wellness programs
