Organizational Behavior

Process Conflict (How): Concerns how the work gets done. This involves disagreements over delegation, roles, responsibilities, and how resources should be allocated. Low levels can be productive if it encourages efficient processes, but high levels can quickly escalate into relationship conflict if perceived as personal criticism.

Three Loci of Conflict (Levels)

Intrapersonal Conflict: Conflict that occurs within an individual (e.g., a person struggling with conflicting values, priorities, or roles).

Interpersonal Conflict: Conflict that occurs between two or more individuals (e.g., a disagreement between two co-workers over deadlines).

Intergroup Conflict: Conflict that occurs between two or more groups (e.g., a dispute between the Marketing Department and the Sales Department over budget allocation or strategy).

Individual Differences and Negotiations

Individual differences—such as personality, mood/emotions, and cultural background—significantly influence how people approach and perform in negotiations.

Personality:

Agreeableness: Highly agreeable negotiators are often perceived as cooperative but tend to be less successful in distributive (fixed-pie) bargaining because they are more likely to prioritize the relationship over the outcome.

Extroversion: Extroverts may be strong communicators but might miss critical non-verbal cues or speak too much, revealing their positions prematurely.

Moods/Emotions:

Positive Moods: Tend to be beneficial, leading to more integrative (value-creating) solutions, greater trust, and less aggressive tactics.

Negative Emotions (e.g., Anger): Can sometimes coerce concessions from an opponent, but often reduces trust, distorts judgment, and increases the likelihood of an impasse.

Cultural Background: Cultural norms dictate negotiation style:

Directness vs. Indirectness: Some cultures prefer direct, explicit communication, while others rely on context and relationship-building before discussing the deal itself.

Time Orientation: Cultures vary in their approach to deadlines and speed, influencing patience and the overall pace of the negotiation.

Roles and Functions of Third-Party Negotiations

When two parties are unable to resolve a conflict or reach an agreement themselves, they often engage a third party. The primary roles and functions depend on the level of authority granted to the third party:

Mediator (Facilitator):

Role: Facilitates a voluntary agreement by using reason, persuasion, and suggestions. The mediator does not impose a solution.

Sample Answer

Types and Loci of Conflict

The three primary types of conflict and the three loci (levels) of conflict help categorize where and what disagreement occurs in an organizational setting.

Three Types of Conflict

Task Conflict (What): Relates to the content and goals of the work. Low to moderate levels of task conflict can be functional, as it stimulates discussion, critical assessment of assumptions, and better decision-making. However, high levels can be dysfunctional if they become too intense.

Relationship Conflict (Who): Centers on interpersonal relationships, personalities, and emotional issues. This type involves friction, mistrust, and antagonism. Relationship conflict is almost always dysfunctional and negatively affects job satisfaction and productivity.