Chapter 5 Flashcards
Briefly describe the Kilmann & Thomas diagram of five conflict styles. And briefly explain the five conflict styles.
MODEL:
-obliging/accomodating: high concern for others, low concern for self
-avoiding: low concern for self and others
-compromising: middle ground for both
-integrating (collaborative): high concern for self and others
-dominating (competing): high concern for self, low for others.
EXPLAIN THE FIVE CONFLICT STYLES
-obliging: same as accomodation, willing to do service or kindness; helpful.
-avoiding: denial, changing and avoiding topic, and joking rather than dealing with the issue.
-compromising: some gains and some losses for each party, moderately assertive and competitive.
-integrating: demands the most constructive engagement of any of the conflict styles.high level of concern for ones own goals, goals of others, solution of problem, and enhancement of realtionship.
-dominating: aggressive and uncooperative behavior-pursuing your own concerns at the expense of others.
Describe the “avoid/criticize loop.”
You avoid bringing up an issue to people directly and spend time talking about them to others.
What is the difference between compromise and accommodation?
- Compromise is an intermediate style resulting in some gains and some losses for each party, moderately assertive and cooperative.
- Accommodation is willing to do a service or kindness; helpful. Does not assert individual needs but prefers a cooperative and harmonizing approach.
What is the most commonly used dominating tactic? Briefly explain.
Threat, what I’m going to do to you.
2 criteria:
1. source of threat must control outcome
2. threat must be seen as negative by recipient
Distinguish between complimentary and symmetrical patterns in conflict management interactions.
- complimentary: tactics or styles that are different from one another but mutually reinforcing
- symmetrical: occur in conflicts when the participants tactics mirror one another-both parties escalating for example.
How do W&H define workplace “bullying?” What are some of its harmful effects?
• Repeated and persistant patterns of negative workplace behavior that is ongoing for six months or longer in duration. The target’s psychological, occupational, and family functioning decline. Job performance slips and the organization’s reputation is damaged.
