Four Goals of Organizational Behavior?

1. To describe systematically how people behave as

they interact with one another Individual differences concept _ a person is a distinct individual Concept on Communication _ emotional reactions like anger, love, hate, jealousy, fear influence how we understand others messages and how we influence others with our messages 2. To understand why people behave differently from one another Culture & Multiculturalism Individual differences, Perception concepts

Four Goals of Organizational Behavior?

3. To predict future worker behavior so that an appropriate course of action may be employed

Organizational behavior theories such as theory X & Y, McClelland's Theory

Concept on Motivation_ Intrinsic & Extrinsic Motivators

4. To control and develop human activity at work Concept of Organizational Models : collegial, supportive models Training and performance appraisal

ORGANIZATIONAL BEHAVIOR AND CONFLICT

What is a Conflict?

A disagreement or

clashes regarding goals, values it can occur to the interpersonal or organizational level

ORGANIZATIONAL BEHAVIOR AND CONFLICT

What is a Conflict?
The disagreement over goals to attain the methods to be used to accomplished them
An overt behavior that results when a person or group of persons have been frustrated

The Nature of Conflict in Organization

According to Renato Taguiri managers spend a great deal of time balancing the conflict between collaboration and competition among subordinates, and they help them understand that conflict inherent in social life. -Conflict results because incompatibility or influence activities in the organization. of in

- is any situation in which two or more parties feel themselves in disagreement.

-It is an interpersonal process that arises from opposition over the goals and objectives of the organization to attain the desired results.

Assumptions on Managing Conflicts

1. Conflicts can be avoided 2. Conflict is the result of personality problems of individuals within the organization 3. Conflict produces inappropriate reactions by the individuals involved

4. Conflict creates a polarization (division/split) manifestation of contrasting tendencies with the organization

Conflict is natural in any organization. Conflict is assumed to be unproductive and undesirable. It may lead to hardness in the organizational environment.

Much of the conflict arises from communication of our wants, needs and values to others.

Therefore, conflicts should be manage appropriately.

The progressive stages of development of conflict are:

1.Latent conflict at the initial stage of conflict , the basic conditions exist but not yet been recognized. 2. Perceived conflict the cause of the conflict is recognized by one or both of the participants.

3.Felt conflict tension began to build between the participants, although seemingly, there is no struggle yet.

4.Manifest conflict the struggle is underway; and the behavior of the participants makes the existence the conflict apparent to others in the organization who may not be directly involved.

5.Conflict aftermath the conflict is ended by resolution or by suppression. This may establish new conditions that might lead to either better cooperation or to a new conflict that maybe more disastrous or violent in nature.

There are three types of conflicting goals.

1.Mutually exclusive positive goals. 2. Positive negative goals. 3. Negative negative goals

When people join an organization, they make a psychological contract that defines personal relationships with other workers in the system. Levels of Conflict:

1. Intrapersonal conflict
Internal to the individual and perhaps the most difficult type of conflict to analyze. Ex. Jacky is both an officer of an employees association and an officer of a change management team.

2. Interpersonal conflict
Deeply affects individuals feelings and emotions. Self-integrity is threatened, the individual is affected. Ex. Jacky was hurt because of a conflict with Kim.

When people join an organization, they make a psychological contract that defines personal relationships with other workers in the system. Levels of Conflict:

3. Intergroup structural conflict

Conflict (usually Constructive conflict) that arises between two departments. Each group is all out to gain power to improve its image. Ex. Production Department wants new equipment to improve production of materials and Finance Department wants to expand its sales force and they also need new equipment however, the resources is limited.

Causes of Conflicts
1. Organizational Change
Changes in peoples perception, resources needed, political and economic is unavoidable. These changes affects global economy and structures of the society

Causes of Conflicts
2. Personality Clashes

Individual differences, interests, purposes in life causes conflicts. Workers should accept and respect ones personality

Causes of Conflicts 3. Different set of values

People have different beliefs, orientation and ethical values. Diverse philosophy and value orientation is difficult to resolve because they are not objective like in disagreements over products and services

Causes of Conflicts
4. Threats to status Status or social rank of an individual is important to a lot of people. When status are threatened, conflict between the defensive person and the one who created the threat to status

Causes of Conflicts
5. Contrasting Perceptions Status or social rank of an individual is important to a lot of people. When status are threatened, conflict between the defensive person and the one who created the threat to status

Causes of Conflicts
6. Lack of trust
Every relationship requires some degree of trust. Trust builds confidence, it may take sometime to build trust. When a person has a reason not to trust another person, the potential of conflict is assured

7. Role Dissatisfaction
Employees in an organization with satisfactory performance who receive a little recognition and have limited opportunities for advancement may start a conflict. Ex. Kate works satisfactorily but receives a little appreciation from the manager, it will be the start of the tension25

8. Role Ambiguity (Doubt)

Doubts or uncertainties in the job description lead to structural conflict. Credit or blame for success and failure of a particular assignment cannot be determined. Ex. Problems or good work done by the Accounting Department & Finance Department is hard to know because of unclear work assignments of the two departments

Advantages and Disadvantages of Conflict

Advantages:
1. People become more creative and would like to experiment with new plans and ideas. 2. Hidden problems are brought to the surface where they are confronted and eventually solve. 3. Conflicts are energize workers to be more involved to the issue , even if not all of the resulting activity maybe constructive . 4. As a process, it often provides an outlet for pent-up tensions resulting in catharsis. 5. Conflicts can result in an educational experience.

Disadvantages
1. If the conflict last for a long period of time, it may become so intense that it maybe allowed to focus on personal issues. 2. The interpersonal level, cooperation and team effort among workers maybe subsequently deteriorate. 3. Distrust start to grow among workers who need to coordinate their efforts and as a result the organizations desired objectives are prejudiced .

Managing Conflict 1. Avoiding 2. Smoothing 3. Compromising 4. Forcing 5. Confronting

The conflict interface

1. Review past actions and clarify issues before the confrontation begins. 2. Communicate freely and do not hold back grievances. 3. Do not surprise the opponent with the confrontational attitude for which the individual is not prepared.

4. Do not attack the opponents sensitive spots that have nothing to do with the issues of the conflict. 5. Do not touch on personal issues, to specific issues. 6. do not argue aimlessly. 7. Maintain the intensity of the confrontation and ensure that all participants say all they want to say. If the basic issues have been resolved at this point , agree on what steps are to be taken toward resolving the conflict.

Society Conflict and change

Conflict is a process which involves struggle against workers for a particular gaol or value.

Transactional Analysis of Human Behavior

Whenever the individuals interact in an assertive or non assertive manner, there is a social transaction in which one individual responds to another .

Ego Status

The id
-is the biological component of the self which is the source of number drives and urges. It is unconscious illogical and unintegrated. It is instinctive and centers around the satisfaction of basic needs- food and sex, and is dominated by the pleasure principle.

The Ego
A component of the self that represent reason and sanity, mediates between the needs of the individual and the world reality and strives to delay tensions by way of waiting for a suitable environment to exist.

Super Ego
Is the carrier of ideals, customs, traditions and more of society . Its principal function is to criticize the ego.

Power and Organizational Politics Organizational politics is the use of the various behaviors that enhance a persons influence and self-interest. Political behaviors are necessary for success and important at higher level.

Classification of Power
1. Personal power refer to as referent power, charismatic power and personality power. 2. Legitimate power refer to a position power. 3. Expert power refer to the authority of knowledge and expertise that comes from specialize training. 4. Reward power the capacity to control and administer items that are valued by another.