Styles to Handle Conflict

1
Styles to Handle Conflict
Assertive
Competing (Forcing)
Collaborating (Problem Solving)
Assertiveness
Compromising
Avoiding
Accommodating (Yielding)
Unassertive
Uncooperative
Cooperative
Cooperativeness
2
Deciding How to React to Conflict

• Assess importance of the issue
• Consider your ability/power
• Predict other partys likely reaction and
  ability/power
• Consider long-term effects as well as short-term

3
Manager Responses to Resolve Conflicts Among
Subordinates

• Focus on Super-ordinate goals
• Bargaining/Negotiation
• Mediation
• Team Member Rotation
• Providing well-defined tasks
• Separating opponents
• Changing Personnel

4
Interorganizational Relationships FrameworkOrg.
Similarity Org. Relationship
5
Population Ecology

• How Similar (in same industry) Orgs. Compete
• Evolutionary terminology survival of the
  fittest
• Difficult for existing orgs. to change
• Major environmental changes lead to new forms of
  orgs.
• Compete by
• Performing well
• Choosing niches
• Hostile takeovers

6
Resource Dependence

• How Dissimilar Orgs. Compete
• e.g., Vendors and Customers (Supply Chain
  Relationships)
• Struggle to reduce dependence on other
  organizations for scarce resources
• Try to find ways of influencing these
  organizations to make resources available
• e.g., Wal-Mart
• e.g., Hostile takeovers

7
Institutionalism

• How Similar Orgs. Cooperate
• Joint Ventures
• Mergers
• Cartels (association of firms that agree to
  coordinate activities)
• Collusion (secret agreement to share
• information)

8
Collaborative Networks

• How Dissimilar Orgs. Cooperate
• Supply chain relationships
• Joint Ventures
• Holding stock in one another
• Interlocking directorates
• Mergers