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This is the seventh of ten modules in which I am organizing my delivery of the course on organizational behavior at ICBM-SBE, 2014. Wherever I felt I used copyrighted content, I tried to make sure I gave appropriate credit to the author/source. In case you see that I missed something, please do let me know. I would be happy to improve.
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Organizational Behavior
Module 7: Conflict and Stress Management
Vinay Kumar, Ph.D
Vidisha Garg, MBA
ICBM-SBE, 2014
Conflict
Vinay Kumar; Vidisha Garg 2
Who finds it first? Where does it start?
Who cares to resolve it? How does it end?
Different ways of looking at conflict
• Traditional View
– Conflict is bad. It arises from
• poor communication
• lack of trust
• failure to respond
• Interactionist view
– Conflict helps to be creative.
– Types of conflict:
• Functional conflict
• Dysfunctional conflict
• Task conflict
• Relationship conflict
• Process conflict
Vinay Kumar; Vidisha Garg 3
Key question: Are you working towards resolving the conflict?
The conflict process
Vinay Kumar; Vidisha Garg 4
Source: Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior,15th Edition. Pearson: New Jersey.
How you handle conflict can determine what you become?
Handling!?
Vinay Kumar; Vidisha Garg 5
Ask yourself: How intense is the conflict? Have you explored cooperation as an option? Are you co-working towards a solution or are you prescribing a solution? Are you becoming a lapdog?
Managing conflicts
Vinay Kumar; Vidisha Garg 6
Performance!?
Vinay Kumar; Vidisha Garg 7
Source: Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior,15th Edition. Pearson: New Jersey.
Stress
• Stress is
– unpleasant psychological process that occurs in
response to environmental pressures
– more likely to occur when individuals encounter
a situation whose outcome is important but
uncertain
– not always negatively related to performance
(Recall Yerkes-Dodson Rule)
Vinay Kumar; Vidisha Garg 8
Manifestations of stress
• In a process, stress may be due to uncertainty in
– Ways to reach a goal (hindrance stressors)
– Goal itself (challenge stressors)
• In a situation, stress may be due to constraining
– Resources (insufficient or inappropriate)
– Demands (extracting or fatiguing)
Vinay Kumar; Vidisha Garg 9
Model of stress
Vinay Kumar; Vidisha Garg 10
Source: Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior,15th Edition. Pearson: New Jersey.
Managing stress
• Individual level
– Conscientiousness (Read)
• Group level
– Tolerance for ambiguity (Read)
• Organizational level
– Work redesign (Read)
Vinay Kumar; Vidisha Garg 11
Source: Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior,15th Edition. Pearson: New Jersey.
For discussion
• How often have you felt uncomfortable? Have you shied away from
opportunities to feel so?
• How often have you found yourself on the wrong side of a conflict? If it was
not many times, was it because you habitually found faults with others?
• How often have you tried to understand how others define you?
• How often have you made convenient independent decisions as opposed to
working with the group to arrive at decisions?
Vinay Kumar; Vidisha Garg 12
End of module 7.
Please post your feedback for this session to vinay@icbm.ac.in / vidisha@icbm.ac.in
Do not forget to mention the ‘session date/section’ details
Upcoming
Module 8: Organizational Structures
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