Group Dynamics Ch7

Updated 2007-02-07 21:16
Chapter 7

What are the features of the destructive conflict? What are the features of the constructive conflict?

Destructive conflictConflicts that damage the group and relationships between members or groups. Conflict spirally, autistic hostility, perceptual distortion, ultimate attribution error, self fulfilling prophecy, meta conflict (not just about original fight), zero sum perception (win/loose)
Constructive conflicta conflict that is primarily cooperative and oriented toward join problem solving and the maintenance of a working relationship. Motivate positive change, promote trust, effective decision making, equitable resource distributions, justice, common features o cooperative goals, mutual problem solving, conflict management and communication skills, constructive controversy.

What are the main features of effective conflict resolution? What is the difference between the concession-convergence model of negotiation and the mutual gains approach? What recommendations are made in the text regarding effective negotiation and mediation?.

Recognizedifferent perspectives
Become aware ofthe other's biases
Receoncile interest ofall parties
Show active listening byParaphrasing
Resonancewhat each party cares about.
Trust building?
Analytic empathy?
Concessionconvergence model of negotiation-negotiation model in which each side stakes out a tough position and baby steps are made toward agreement.
Mutual gains approachnegotiation model in which both sides share what they want and why they want it, with the goal of coming up with a solution that satisfies the major issues of both parties.

Recommendations for effective negotiation and mediation

Mediationthird party intervention.
Direct contact betweenthe disputants if hostility is low
Teach the disputantsconstructive communication skills and negation concepts.
Use a locatation that is aNeutral site
Emphasizeoverlapping interests
Listen foremotions
Also Emphasizesuperordinate goals
Frame things so thatno one looks weak.
Impose adeadline

What is the dual-concern model of conflict style and what are the different styles?

Dual-concern model of conflict styleSuggest five conflict resolution styles that vary depending on how concerned the person is with his or her own outcomes as compared with the other party's outcomes.
Dual-concern model of conflict resolution style 1Accommodators
Dual-concern model of conflict resolution style 2Compromisers
Dual-concern model of conflict resolution style 3Collaborators
Dual-concern model of conflict resolution style 4Competitors

What is intercultural conflict? What does the research say about cultural and gender differences in conflict resolution styles?

Intercultural conflictconflict involving parties from different cultures
Cultural misunderstanding cancontribute to the escalation of conflicts and interfere with their resolution.
Some studies don't showgender differences in conflict and some show men as stonewallers. Using a function of social status not gender.
Be familiar withthe dynamics and unique features of interpersonal conflicts, intragroup conflicts, and intergroup conflicts as well as what the chapter says about reducing these conflicts.
Interpersonal conflictsdidactic conflict between two people.
Interpersonal conflicts caninterfere with productivity.
Interpersonal conflicts are escalated bycriticism and contempt, defensiveness and stonewalling.
Interpersonal conflicts solutions are avoidcriticism, give stonewallers time to respond, deescalate by apologizing, restate other's position to prove listening, seek mediation.
Intra group conflictsconflict involving 3 or more. Usually short-lived. May arise from disagreements' about how to do an interpersonal conflict. Will harm a group. Can turn into intergroup conflict if group splits. Solutions, introduce norms of constructive controversy, mediation, don't enmesh others. Triangulation-when a group member attempts to mediate a conflict and inadvertently maintains or worsens the conflict, or is hurt in the process.
Intergroup conflictConflict for scarce resources, fraternal deprivation, enemy imagery, group identity, superordinate goals. Solution is equal interactions, mutually attainable goal, get to know them as a person, support resolution for intergroup. No enemy imagery.