Chapter 10:  Conflict and Negotiations
Source:  Organizational Behavior By Talya Bauer, Berrin Erdogan. (2010).
Types of Conflict <ul><li>Intrapersonal Conflict </li></ul><ul><li>Interpersonal Conflict </li></ul><ul><li>Intergroup Con...
Is Conflict Always Bad? <ul><li>Most people are uncomfortable with conflict, but is conflict always bad? Conflict can be d...
Figure 10.4. The Inverted U Relationship Between Performance and Conflict
Figure 10.5.  Potential Causes of Conflict
Figure 10.6.  Conflict-Handling Styles
Figure 10.8.  The Five Phases of Negotiation “ best alternative to a negotiated agreement”
OB Toolbox:  Seven Steps to Negotiating <ul><li>Step 1:  Overcome your fear .  </li></ul><ul><li>Step 2:  Get the facts . ...
Avoiding Common Mistakes in Negotiations <ul><li>Failing to Negotiate/Accepting the First Offer </li></ul><ul><li>Letting ...
When All Else Fails: Third-Party Negotiations <ul><li>Alternative Dispute Resolution in general </li></ul><ul><li>Mediatio...
Source:  Organizational Behavior By Talya Bauer, Berrin Erdogan. (2010).
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Organizational Behavior Bauer &amp; Erdogan Ch10 Conflict Negotiation &quot;Rey Ty&quot;

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Organizational Behavior Bauer &amp; Erdogan Ch10 Conflict Negotiation &quot;Rey Ty&quot;

  1. 1. Chapter 10: Conflict and Negotiations
  2. 2. Source: Organizational Behavior By Talya Bauer, Berrin Erdogan. (2010).
  3. 3. Types of Conflict <ul><li>Intrapersonal Conflict </li></ul><ul><li>Interpersonal Conflict </li></ul><ul><li>Intergroup Conflict </li></ul>
  4. 4. Is Conflict Always Bad? <ul><li>Most people are uncomfortable with conflict, but is conflict always bad? Conflict can be dysfunctional if it paralyzes an organization, leads to less than optimal performance, or, in the worst case, leads to workplace violence. Surprisingly, a moderate amount of conflict can actually be a healthy (and necessary) part of organizational life. To understand how to get to a positive level of conflict, we need to understand its root causes, consequences, and tools to help manage it. The impact of too much or too little conflict can disrupt performance. If conflict is too low, then performance is low. If conflict is too high, then performance also tends to be low. The goal is to hold conflict levels in the middle of this range. While it might seem strange to want a particular level of conflict, a medium level of task-related conflict is often viewed as optimal, because it represents a situation in which a healthy debate of ideas takes place. </li></ul>
  5. 5. Figure 10.4. The Inverted U Relationship Between Performance and Conflict
  6. 6. Figure 10.5.  Potential Causes of Conflict
  7. 7. Figure 10.6.  Conflict-Handling Styles
  8. 8. Figure 10.8.  The Five Phases of Negotiation “ best alternative to a negotiated agreement”
  9. 9. OB Toolbox: Seven Steps to Negotiating <ul><li>Step 1: Overcome your fear . </li></ul><ul><li>Step 2: Get the facts . </li></ul><ul><li>Step 3: Build your case . </li></ul><ul><li>Step 4: Know what you want . </li></ul><ul><li>Step 5: Begin assertively . </li></ul><ul><li>Step 6: Don’t make the first offer . </li></ul><ul><li>Step 7: Listen more than talk . </li></ul>
  10. 10. Avoiding Common Mistakes in Negotiations <ul><li>Failing to Negotiate/Accepting the First Offer </li></ul><ul><li>Letting Your Ego Get in the Way </li></ul><ul><li>Having Unrealistic Expectations </li></ul><ul><li>Getting Overly Emotional </li></ul><ul><li>Letting Past Negative Outcomes Affect the Present Ones </li></ul>
  11. 11. When All Else Fails: Third-Party Negotiations <ul><li>Alternative Dispute Resolution in general </li></ul><ul><li>Mediation </li></ul><ul><li>Arbitration </li></ul><ul><li>Arbitration-Mediation: follow the arbitration with mediation. </li></ul>
  12. 12. Source: Organizational Behavior By Talya Bauer, Berrin Erdogan. (2010).

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