MHR 405 Lecture Notes - Lecture 11: Wendelin Wiedeking, Problem Solving
27 Nov 2017
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Document Summary
A process in which one party perceives that its interests are being opposed or negatively affected by another party. Fuller debate of decision choices: decision assumptions are questioned, potentially generates more creative ideas. Improves responsiveness to external environment (anything outside of team) Less information sharing, productivity: wastes time, energy, resources, more organizational politics, more job dissatisfaction, turnover, stress, weakens team cohesion (when conflict is within team) Emerging view: now encouraged, used to be avoided - now seen as an opportunity to grow. Task (constructive) conflict: parties focus on the issue, respect people with other points of view, try to understand logic/assumptions of each position. Focus on personal characteristics as the source of conflict: try to undermine each other"s competence, accompanied by strong negative emotions. Minimizing relationship conflict: goal: encourage task conflict, minimize relationship conflict, problem: relationship conflict often develops when engaging in task conflict, three conditions that minimize relationship conflict during task conflict, emotional intelligence, cohesive team, supportive team norms.
