MGMT1135 Midterm: MGMT1135_ PROCESS CONFLICT
Document Summary
Conflicts over delegation often resolve around shirking. Conflicts over roles can leave some group members feeling marginalized. Process conflicts often become highly personalized and quickly devolve into relationship conflict. Beyond looking at its effects, one way to understand conflict is to identify what the conflict is about. Or is it about the best way to get things done. This exhibit represents the primary conflict-handling intentions. Using two dimensions cooperativeness (the degree to which one party attempts to satisfy the other party"s concerns) and assertiveness (the degree to which one party attempts to satisfy his or her own concerns. Accommodating (unassertive and cooperative) and compromising (mid-range on both assertiveness and cooperativeness). Passively ignoring the conflict rather than resolve it. Refusing to take a stance or escaping conflict by mentally withdrawing or physically leaving. Hard to control emotions for both of sides. A person may recognise that a conflict exists and want to withdraw from or suppress it.
