Organizational Behavior: Power, Conflict, Negotiation, Stress, and Groups, Slides of Organization Behaviour

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Organizational

Behavior

• (^) Power and Politics
• (^) Conflict
• (^) Negotiation
• (^) Stress
• (^) Group and Teams

A Definition of Power

Power A capacity that A has to influence the behavior of B so that B acts in accordance with A’s wishes Dependency Bs relationship to A when A possesses something that B requires

Bases of Power: Formal Power

Coercive Power A power base dependent on fear Reward Power Compliance achieved based on the ability to distribute rewards that others view as valuable Formal Power Is established by an individual’s position in an organization; conveys the ability to coerce or reward, from formal authority, or from control of information

Bases of Power: Formal Power

(cont’d)

Legitimate Power The power a person receives as a result of his or her position in the formal hierarchy of an organization

Politics: Power in Action

Political Behavior Activities that are not required as part of one’s formal role in the organization, but that influence, or attempt to influence, the distribution of advantages or disadvantages within the organization Legitimate Political Behavior Normal everyday politics Illegitimate Political Behavior Extreme political behavior that violates the implied rules of the game

Politics Is in the Eye of the Beholder

“Political” Label “Effective Management” Label

1. Blaming others vs. Fixing responsibility
2. “Kissing up” vs. Developing working relationships
3. Apple polishing vs. Demonstrating loyalty
4. Passing the buck vs. Delegating authority
5. Covering your rear vs. Documenting decisions
6. Creating conflict vs. Encouraging change and innovation
7. Forming coalitions vs. Facilitating teamwork
8. Whistle blowing vs. Improving efficiency
9. Scheming vs. Planning ahead
10. Overachieving vs. Competent and capable
11. Ambitious vs. Career-minded
12. Opportunistic vs. Astute
13. Cunning vs. Practical-minded
14. Arrogant vs. Confident
15. Perfectionist vs. Attentive to detail

Transitions in Conflict Thought

Causes

• (^) Poor communication
• (^) Lack of openness
• (^) Failure to respond to employee needs Causes
• (^) Poor communication
• (^) Lack of openness
• (^) Failure to respond to employee needs Traditional View of Conflict The belief that all conflict is harmful and must be avoided

Transitions in Conflict Thought

(cont’d)

Human Relations View of Conflict The belief that conflict is a natural and inevitable outcome in any group Interactionist View of Conflict The belief that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively

Types of Conflict

Task Conflict Conflicts over content and goals of the work Relationship Conflict Conflict based on interpersonal relationships Process Conflict Conflict over how work gets done

The Conflict Process

Stage II: Cognition and

Personalization

Positive Feelings Positive Feelings Negative Emotions Negative Emotions Conflict Definition Conflict Definition Perceived Conflict Awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise Felt Conflict Emotional involvement in a conflict creating anxiety, tenseness, frustration, or hostility

Stage III: Intentions

Cooperativeness

• (^) Attempting to satisfy the other party’s concerns Assertiveness
• (^) Attempting to satisfy one’s own concerns Cooperativeness
• (^) Attempting to satisfy the other party’s concerns Assertiveness
• (^) Attempting to satisfy one’s own concerns Intentions Decisions to act in a given way

Stage III: Intentions (cont’d)

Competing A desire to satisfy one’s interests, regardless of the impact on the other party to the conflict Collaborating A situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties Avoiding The desire to withdraw from or suppress a conflict

Stage III: Intentions (cont’d)

Accommodating The willingness of one party in a conflict to place the opponent’s interests above his or her own Compromising A situation in which each party to a conflict is willing to give up something