Todays Agenda

Conflict Management and Negotiation in Teams

Outcomes

of conflict Conflict management styles Factors that affect conflict resolution and negotiation

Communication Cognitive biases Emotions

Summary of For the Good of Many

1

Outcomes of Conflict

Positive: Substantive
More

Negative: Affective
More

thorough information processing Better group performance (e.g., better decision, better solutions to a problem)

tension Decreased liking and trust Decreased cohesiveness Split group apart

The test of a first-rate intelligence is the ability to hold two opposed ideas in the mind at the same time, and still retain the ability to function - F. Scott Fitzgerald

Five Approaches to Conflict Management

Cooperativeness
High Low

High

Collaborating

Competing

Assertiveness
Low

Compromising Accommodating Avoiding

Other ways to understand conflict resolution strategies

Integrative strategies: The extent to which differences are integrated.

High

integration: Collaborating Low integration: Avoiding

Distributive strategies: The extent to which power (control) is centralized in one party
High

distribution: Competing and Accommodating Low distribution: Collaborating and Compromising

Communication and Conflict Resolutions

Discrepancy between encoding and decoding Perspective taking Linguistic inter-group bias Dialogic nature of conflict

(Krauss & Morsella, 2006)

6

Cognitive Biases and Conflict Resolutions

Fixed-pie perception Exaggeration of conflict False dichotomy between cooperation and competition Biased judgments of fairness
(Thompson, Nadler, Lount, 2006; Dweck, Erhlinger, 2006)
7

Emotion and Conflict Resolutions

Fear Anger and hatred Humiliation Guilt Hope