Term
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Definition
| the process in which one party perceives that its interests are being opposed or negatively affected by another party |
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Term
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Definition
| Interventions that alter the level and form of conflict in ways that maximize its benefits and minimize its dysfunctional consequences |
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Term
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Definition
| occurs when team members debate their different perceptions about an issue in a way that keeps the conflict focused on the task rather than people |
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Term
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Definition
| A negative outcome that occurs when differences are viewed as personal attacks rather than attempts to resolve an issue |
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Term
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Definition
| Incompatible goals, Different values/beliefs, communication problems, task interdependence, scarce resources, and ambiguous rules |
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Term
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Definition
| The belief that conflicting parties will find a mutually beneficial solution to their disagreement |
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Term
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Definition
| The belief that conflicting parties are drawing from a fixed pie, so the more one party receives, the less the other party will receive |
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Term
| Interpersonal conflict management styles |
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Definition
| Problem solving, avoiding, forcing, yielding, compromising |
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Term
| Minimizing dysfunctional conflict |
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Definition
| Emphasize superordinate goals, reduce differentiation, improve communication/understanding, reduce task interdependence, increase resources, clarify rules and procedures |
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Term
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Definition
| Common objectives held by conflicting parties that are more important than their conflicting departmental or individual goals |
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Term
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Definition
| two or more conflicting parties attempt to resolve their divergent goals by redefining the terms of their interdependence |
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Term
| third-party conflict resolution |
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Definition
| Any attempt by a relatively neutral person to help the parties resolve their differences |
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Term
| alternative dispute resolution (ADR) |
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Definition
| a third-party dispute resolution process that includes mediation, typically followed by arbitration |
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