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Name: Anne Princess C. Aquino Section

The document discusses managing conflict in organizations. It states that conflict is natural but should be appropriately diagnosed and managed for effectiveness. The best conflict resolution behaviors include seeing other perspectives, creating solutions, expressing emotions, reaching out, and documenting agreements and disagreements. The worst behaviors are avoiding conflict, wanting to win at all costs, displaying anger, demeaning others, and retaliating. Negotiation is presented as one of the best ways to reduce potential conflict.

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Cess Aquino
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82 views1 page

Name: Anne Princess C. Aquino Section

The document discusses managing conflict in organizations. It states that conflict is natural but should be appropriately diagnosed and managed for effectiveness. The best conflict resolution behaviors include seeing other perspectives, creating solutions, expressing emotions, reaching out, and documenting agreements and disagreements. The worst behaviors are avoiding conflict, wanting to win at all costs, displaying anger, demeaning others, and retaliating. Negotiation is presented as one of the best ways to reduce potential conflict.

Uploaded by

Cess Aquino
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Name: Anne Princess C.

Aquino Section:
Chapter 10: Managing Conflict and Negotiating

Summary and Application


Conflict is a natural part of organizational life. Organizational effectiveness is enhanced through an
appropriate diagnosis and management of conflict.

Some of the best conflict resolution behaviors are perspective taking, creating solutions, expressing
emotions, reaching out, and documenting areas of agreement and disagreement.

Some of the worst conflict management behaviors are avoiding the conflict, winning at all costs,
displaying anger, demeaning the other party, and retaliating.

Negotiation is one of the best ways to dissipate potential conflict.

DISCUSSION QUESTIONS
1. Have you ever experienced a constructive conflict? What happened? How was the
disagreement resolved?

Yes, I’ve experienced constructive conflict when we are making our research because there are a lot
of revisions from time to time. However, I considered all of it as constructive criticism because it
helped us to successfully finish the course itself.

3. How can managers promote constructive conflict?

Managers promote constructive conflict when there are disagreement with regards on their opinions
and beliefs. In addition, it has something to do when the manager is dissatisfied with the work or sees
some areas that need to be improved.

5. Think about a current conflict you are experiencing with a coworker, friend, or family member.
Which of Glasl’s conflict stages are you in? What can you do to keep the conflict from
escalating to the next level?

During our research, our group experienced a constructive conflict regarding on how are we going to
finalize the flow of our research and how are we going to defend it to the extent that we are no longer
listening to the opinion of one another. Fortunately, we came to our senses and realize that the key to
keep a conflict in escalating is to focus on the problem and find the solution without invalidating
one’s opinion.

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