1. Handling
Conflict, Politics,
Employee Discipline,
&
Negotiations

2. Conflict defined… Conflict:
“A process in which one party consciously interferes in the goal-achieving efforts of another party.” (p. 389)
Natural phenomenon of organizations
Resources are scarce and people are willing to fight over them
Organization members have different goals
People in organizations don’t see things a like

3. Where Do Conflicts Come From?
Conflict come from:
Communication differences
Conflicts arising from misunderstanding and different meanings attached to words
Structural differentiation
Conflict arising from disagreement over goals, decision alternatives, performance criteria, or resource allocation
Personal differences
Conflict arising from differences in the following factors:
Background
Experiences
Education/training

4. How Do You Manage Conflict
Conflict Management
“The application of resolution and stimulation techniques to achieve the optimum level of departmental conflict.” (p. 391)
Resolution Techniques:
Avoidance
Accommodation
Forcing
Compromise
Collaboration

5. Five Conflict Resolution Techniques
Avoidance
Best technique to use when conflict is trivial, emotions are running high, & where time can help
Can be seen as a “Cop-out”
Accommodation
Maintaining harmonious relationships by placing another’s needs & concerns above your own.
Forcing
Supervisor satisfying his/her own needs at the expense of the other party by using formal authority
Compromise
Requires each party to give up something of value
Collaboration
Creating a “Win-Win” solution

6. How To Choose Appropriate Resolution Technique

7. Is All Conflict Bad?
Conflict has a positive side and can stimulate the following:
Creativity
Innovation
Change

8. How to Stimulate Conflict
Use communication
Induce conflict by using rumors and ambiguous messages (President of the U.S.)
Bring in outsiders
Hiring or transferring in employees whose backgrounds, values, attitudes, or personalities differ from those of present members.
Appoint a Devil’s advocate
A person who purposely presents arguments that run counter the majority opinions
Restructure the department
Realigning work groups, centralizing decisions, and increasing formalization to disrupt the status quo

9. Organizational Politics
Politicking:
“The actions you take to influence or attempt to influence the distribution of advantages or disadvantages within an organization” (p. 397)

10. Can You Play Politics & Be Ethical?

11. The Disciplinary Process

12. Types of Discipline Problems You Might Face
Attendance
Most frequent disciplinary problem
On-the-job behavior
Insubordination, horseplay, carelessness, etc…
Dishonesty
Lying, cheating (destroys employee’s credibility)
Outside Activities
Outside criminal activity (domestic dispute, etc…)

13. Laying the Groundwork for Discipline
Advance Notice
“The best surprise is no surprise”
Inform employees should be informed of what is expected and the consequences if they fail to meet expectations
Proper Investigation
“Innocent until proven guilty”
Supervisor or third party should conduct full investigation of situation before discipline is issued

14. Making Discipline Progressive
“Hot Stove Rules”
Immediacy
Advanced Warning
Consistency
Impartiality
The end