chapter 11 OB

the process in which one party perceives that its interests are being opposed or negatively affected by another party

• constructive: aimed at the issue, not parties
• relationship conflict: aimed at udnermining the other party (based on emotions)

drive to defend activated when ideas are critiqued

• emotional intelligence: regulate your emotions
• cohesive team
• supportive team norms

• incompatible goals
• differentiation
• task interdependence
• scarce resources
• ambiguous rules
• communication problems

• interests are not perfectly opposing
• parties have trust
• issues are complex
• problem: other party may take advantage of info

• best when you have a deep conviction about your position
• quick resolution
• other party would take advantage of cooperation
• problems: relationship conflict, long term relations

• best when relationship conflict is high
• conflict resolution cost is higher than benefits
• proglems: doesn't resolve conflict, frustration

• best when other party has much more power
• issue is much less important to you than the other party
• value/logic of your position is imperfect
• problem: increase other party's expectations

• best when parties have equal power
• quick solution is required
• parties lack trust/openness
• problem: sub-optimal solution where mutual gains are possible

attempting to resolve divergent goals by redefining terms of interdependence

• begin with problem solving and shift to win lose style when 
• mutual gains situation isn't apparent
• other part won't reciprocate info sharing