Conflict in Teams Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall4-7 CHAPTER 8

Exhibit 8-1. Three Types of Conflict Type of ConflictDefinitionExample of items used to assess/ measure this type of conflict Relationship conflict (also known as emotional conflict, A-type conflict, or affective conflict) Involves disagreements based on personal and social issues that are not related to work How often do people get angry while working in your team? How much relationship tension is there in your team? Task conflict (also known as cognitive conflict or C-type conflict) Involves disagreements about the work that is being done in a group To what extent are there differences of opinion in your team? How much conflict is there about the work you do in your team? How often do people in your team disagree about opinions regarding the work to be done? How frequently are there conflicts about ideas in your team? Process conflictCenters on task strategy and delegation of duties and resources How often do members of your team disagree about who should do what? How frequently do members of your team disagree about the way to complete a team task? How much disagreement about the delegation of tasks exists within your team? Source: Jehn, K. A. (1995). A Multimethod Examination of the Benefits and Detriments of Intragroup Conflict. Administrative Science Quarterly, 40, 256– 282; Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238–251; Behfar, K. (2003). The team exchange contract in autonomous work groups: Behaviors and work strategies for sustainable performance. Doctoral dissertation, Cornell University; Peterson, R. (1997). A directive leadership style in group decision making can be both virtue and vice: Evidence from elite and experimental groups. Journal of Personality and Social Psychology, 72(5), 1107–1121. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall8-1

Exhibit 8-3. Managerial Grid Concern for the other person (empathy) Concern for oneself (self-interest; self- preservation) Avoidance (stalemate) Compromise Collaboration (win-win) Accommodation (capitulation) Competition (intimidation) Thomas, K.W. (1992). Conflict and Conflict Management: Reflections and Update (p. 266). Journal of Organizational Behavior, 13, Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall8-2

Conflict management approach Collaborating Contending Rights-based Power-based Avoiding Type of conflict Task content Task process Task uncertainty Team performance Individual health and well-being Amount of conflict Exhibit 8-5. Conflict and Team Performance Source: DeDreu, C., & Weingart, L. (2003b). A contingency theory of task conflict and performance in groups and organizational teams. In M. A. West, D. Tjosvold, & K. G. Smith (Eds.), International handbook of organizational teamwork and cooperative working. New York: John Wiley & Sons. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall8-3

Norms of Fairness Equity method (or contribution-based distribution) Equality method (or blind justice) Need method (or welfare-based justice) Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall8-4

Exhibit 8-7. A Model of Cross Functional Product Development Team Conflict and Performance Cognitive Integration Affective Integration Functional Diversity Representational Gaps Task Disagreement Task Characteristics Conflict Management Techniques  Interests  Rights  Power Design Discussion Quality  Transaction costs  Outcome satisfaction  Relationship  Recurrence of conflict Team Performance  Innovativeness  Timeliness  Budget adherence  Product quality Source: Weingart, L., Cronin, M., Houser, C., Cagan, J., & Vogel, C. (2005). Functional diversity and conflict in cross-functional product development teams: Considering representational gaps and task characteristics. In L. Neider & C. Schriesheim (Eds.), Understanding teams. (pp. 89–100). Greenwich, CT: IAP. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall8-5

All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8-6