پاورپوینت کامل conflict and negotiation 60 اسلاید در PowerPoint

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پاورپوینت کامل conflict and negotiation 60 اسلاید در PowerPoint

اسلاید ۴: Brown’s Conflict ContinuumGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۵: © ۲۰۰۵ Prentice Hall Inc. All rights reserved.Conflict and Unit PerformanceGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۶: TraditionalTransitions in ConflictThoughtHumanRelationsInteractionistGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۷: The Conflict ProcessGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۸: The Conflict ProcessSources ofConflictManifestConflictConflictOutcomesPerceived ConflictFeltConflictGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۹: A Conflict ModelLatent Conflict: Latent conflict is essentially conflict waiting to happen.Felt Conflict: Felt conflict is experienced as discomfort and tension.Perceived Conflict: Perceived conflict is the awareness that we are in a conflict situation.Manifest Conflict: After conflict is perceived and felt, it may or may not become open, or manifest.Conflict Aftermath: Conflict is likely to breed more conflict and, when it does, that conflict is likely to take on a life of its own.Gholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۰: Outcomes of ConflictFunctional Outcomes from ConflictIncreased group performanceImproved quality of decisionsStimulation of creativity and innovationProvision of a medium for problem-solvingCreation of an environment for self-evaluation and changeGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۱: Outcomes of ConflictDysfunctional Outcomes from ConflictDevelopment of discontentReduced group effectivenessRetarded communicationReduced group cohesivenessInfighting among group members overcomes group goalsGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۲: Types of ConflictLine – Staff Conflict Intrapersonal ConflictApproach-ApproachApproach – AvoidanceAvoidance – AvoidanceInterpersonal Conflict Intergroup ConflictCross – Cultural ConflictTask ConflictGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۳: Antecedents of ConflictIncompatible personalities or value systems.Overlapping or unclear job boupetition for limited resources.Interdepartment /intergroup competition.Inadequate communication.Interdependenanizational complexity.Unreasonable or unclear policies, standards, or rules.Unreasonable deadlines or extreme time pressure.Collective decision making.Decision making by consensus.Unmet expectations.Unresolved or suppressed conflict.Gholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۴: Sources of ConflictGoalIncompatibilityDifferent Valuesand BeliefsGoals conflict with goals of othersDifferent beliefs due to unique background, experience, trainingCaused by specialized tasks, careersExplains misunderstanding in cross-cultural and merger relations Gholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۵: Sources of ConflictGoalIncompatibilityDifferent Valuesand BeliefsTaskInterdependenceThree levels of interdependenceResourceABCPooledABCSequentialABCReciprocalGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۶: Sources of ConflictGoalIncompatibilityDifferent Valuesand BeliefsTaskInterdependenceScarceResourcesAmbiguityIncreases competition for resources to fulfill goals Lack of rules guiding relationsEncourages political tacticsGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۷: Sources of ConflictGoalIncompatibilityDifferent Valuesand BeliefsTaskInterdependenceScarceResourcesAmbiguityCommunicationProblemsLack of opportunity –reliance on stereotypesLack of ability– arrogant communication heightens conflict perceptionLack of motivation — conflict causes lower motivation to communicate, increases stereotypingGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۸: Example of Overlapping AuthoritiesGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۱۹: Conflict Management Styles: OrientationsWin-win orientationYou believe parties will find a mutually beneficial solution to their disagreementWin-lose orientationYou believe that the more one party receives, the less the other receivesTends to escalate conflict, use of power/politicsGholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۲۰: Tips for Managers Whose Employees Are Having a Personality ConflictFollow company policies for diversity, anti-discrimination, and sexual harassment.Investigate and document conflict. If appropriate, take corrective action (e.g., feedback or B Mod).If necessary, attempt informal dispute resolution.Refer difficult conflicts to human resource specialists or hired counselors for formal resolution attempts and other interventions.Gholipour A. 2011. Organizational Behavior. University of Tehran.

اسلاید ۲۱: Minimizing Inter-group Conflict: An Updated Contact Model Conflict within the group is high There are negative interactions between groups (or between members of those groups) Influential third-party goss