Exam 13: Power, Politics, Conflict, and Negotiation

________ is the process in which groups with conflicting interests meet to make offers, counteroffers, and concessions in an effort to resolve their differences.

List the stages in Pondy's model of organizational conflict.

Interpersonal conflict and intergroup conflict are caused by differentiation, task relationships, and scarcity of resources.

Because of differences in their functional orientations, functional groups can have differing views of the organization's priorities.

________ stems from superior ability or expertise in performing a task.

If conflicting parties cannot find an equitable solution, a third party may act as a mediator and impose a solution.

Formal individual power is the power that stems from a person's position in an organization's hierarchy.

An attorney in a large law practice is not a very successful lawyer. However, he is able to provide a valuable service to the practice--he understands the relationships that the law firm has developed with clients in a way that nobody else understands them. For example, he reminds his law partners to send out birthday notes to their clients on their birthdays because he knows when they occur. This attorney MOST LIKELY possesses ________.

The first stage in Pondy's model of organizational conflict is ________.

The problems caused by ________ can often arise when a growing organization has not yet fully worked out relationships between different groups.

Equity and fairness are important when attempting to balance ________.

According to researchers, conflict in an organization is always dysfunctional because it leads to lower performance, overall.

________ is the style of handling conflict in which one party simply allows the other to achieve its goals.

The management of conflict between individuals is directed at changing the attitudes or behavior of those involved in the conflict.

What are the sources of functional and divisional power?

During management-union bargaining, both sides use ________ as they try to influence their opponent's perspectives.

If on-the-job conflict is due to ________, the organization can use education and training to help employees appreciate the differences in their attitudes and avoid or resolve conflict.

List the five tactics that managers can use to structure the negotiation and bargaining process to make compromise and collaboration more likely.

Every conflict episode leaves a conflict "aftermath" that affects the way both parties perceive and respond to future episodes.

Union and management negotiators often develop long-term relationships with one another and try to cooperate.