Interpersonal Behavior

Contents

Conflict in Organization
1-Nature of Conflict 3- Source of Conflict 2-Level of Conflict 4- Effects of Conflict 5-Model of Conflict

Assertive Behavior
1-Interpersonal Orientation 2-Stroking

Conflict in Organization
Conflict Defined Is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. The Nature of Conflict: Conflict occurs for a lot of rreasons and misunderstanding each other in a party or in a group. When conflict occurs, the needs, goals show difference between humans. In a group of people, one who is the leader or mediator of this group should resolve the conflict which is really natural for people, because resolve conflict is important.

Level of Conflict: Conflict can occur between people in groups or party when they have race.
Intrapersonal Conflict: The most conflicts occure when a person who is the leader of the group or team sends two or more missions to member. ** Interpersonal Conflict: Interpersonal conflict is a really serious problem between team or group because people affect emotionally. If the emotional effects occurs, the relationship between teams may mess up. Intergroup Conflict: Intergroup conflict is that there may be a problem between people of different groups.**

Source of Conflict
Organizational Change: To progress the achievements in works, people need to use the resources and outcomes to success.

Different Sets of Value: The beliefs and the different ways of thoughts may cause a problem which can be resolved hardly.
Threats to Status: The place of people may affect the others. The conflict may occur when the people who has a status create a treat to others.

Contrasting Perceptions: People have different perception. Sometimes they can feel that their perceptions are true, but the others may think other ways. If they dont understand each other that way or dont help them there may be a conflict. Lack of Trust: As all relationships, the groups work need trust, too. They have to trust each other whatever they say or do. Personal Clashes: The characteristic and personal properties of a people can shows a differences. People may think or feel other ways, because of that there may be a conflict between people.

Personal Differences: People have different properties for each other even they look like each other, but the mission of manager is to know the differences, between the people and to understand them, so that some conflict can be prevented. The different personality have been known but they are clustered five major factors; agreeableness, conscientiousness, openness to experience, emotional stability and extroversion. -Conscientious employees have less absenteeism than others. -Emotionally stable people can cope with the stress. -People who are an openness to experience are no less against to change a organization. -Extroverted people can have a good dialog with customer. -Agreeable people are patient and complaisant.

Effect of Conflict:

Functional Outcomes from Conflict

Increased group performance Improved quality of decisions Stimulation of creativity and innovation Encouragement of interest and curiosity Provision of a medium for problem-solving Creation of an environment for self-evaluation and change

Dysfunctional Outcomes from Conflict

Development of discontent
Reduced group effectiveness

Retarded communication
Reduced group cohesiveness Infighting among group members overcomes group goals

A Model of Conflict: Conflict occurs from different

directions. The importance of conflict depends on emergence. Managers have to know the conflict and how to solve it. -Conflict Outcomes: Conflict can produce four outcomes.
Four Possible outcomes figure

Win

Win-Lose

Win-win
Win-Win

Lose-Lose

Lose-Win

Lose Lose
Win

Loose-Loose: it depict the situation where both the parties are worse off than they were before. For example-An executive fire the executive who is the only person know the secret formula of making medicine. Win-lose:- where one partys win will be the lose of other. Win-win:- the solution of conflict will be beneficial for both the parties.

-Participant Intentions: Conflict outcomes are certainly a product which depends on the intensions of people.

Resolution Strategies: Intentions can help the workers to choose their strategies. There are at least four ways of strategies. Avoiding: A way to run from the conflict. Smoothing: A way to consider the others thoughts. Forcing: A way to use powerful strategy to success. Compromising: A way to gain something with common decision. Confronting: A way to cope with conflict face to face.

However there are four strategy to get the goal, Just one of them is the best one to take a way, confronting, because the conflict keeps on when people apply them, but when confronting applied, the problem will be solved.

Negotiating Tactics
There some examples about tactics. -Agree on the common goal to solve the problem. -Recognize the persons, and your own possible need. -Make sure that both parties have a vested interest in making the outcome succeed.

Assertive Behavior
It is not easy confronting conflict for some people. Facing with others may make some feel depressed or inferior, lack of skills. The best way is to practice on assertive behavior. Assertiveness is a process of expressing feelings, asking for legitimate changes and giving and receiving honest feedback. If a person is assertive, he or she is direct, honest and expressive. They feel confident, gain self-respect and make others feel valued.

Being assertive in a situation involves five stages. when assertive people confronted with an intolerable situation they will:stages 1- Describe the behavior 2- Express you feelings 3- Empathize 4- Offer problem-solving alternatives 5- Indicate consequences Example When you do this.. I feel I understand why you.. I want you to consider changing to either.. If you do (dont), I will

Assertive Behavior generally is most effective when it integrates a number of verbal and non-verbal components.

such as eye Contact is a means of expressing sincerity and selfconfidence in many cultures, and an erect body posture may increase the impact of a message.

Interpersonal Orientations
People tends to exhibit one of four Interpersonal orientations- A dominating way of relating to people. It is made of combination of two viewpoints: First of them:- how do people view themselves? Second of them:- how do they view other people in general? Show figure four interpersonal orientations:
Im ok You are ok

Im not ok you are ok

Positive Negative
Im ok You are not ok

Im not ok. you are not ok.

Positive Negative

The desired perspective and the one that involves the greatest likelihood of healthy interaction is Im ok-youre ok it shows healthy acceptance of self and respect for others. It leads to more constructive communications, productive conflict, and mutully satisfying confrontations. The other three are less psychologically mature and less effective.

Stroking
Stroking is defined as any act of recognition for another. Strokes may affect positively and negatively. Classification or Types of Strokes: 1.Positive conditional stroke. 2. Positive unconditional stroke. 3. Negative conditional stroke. 4. Negative unconditional stroke. 5. Neutral or indifferent stroke.

Positive conditional stroke

Here the person is appreciated or praised for having done or achieved something in an acceptable way. There is condition: if you do well I will appreciate otherwise not. So, having fulfilled a condition, if one is appreciated, he is receiving conditional positive stroke. Person is thus appreciated for doing.
Here the person is appreciated without any condition. To receive the praise, fulfilling any condition is not necessary. Person is appreciated for being and not necessarily for doing. Parents love their children unconditionally most of the times. Or a boss is all praise for his favorite subordinate.

Positive unconditional stroke

Negative conditional stroke Person is reprimanded or scolded or criticized for not fulfilling a condition in an acceptable manner. Typical rebuff will be: you have not done it the way it should have been done. It needs correction or rectification. Therefore, I am critical of it and you do not deserve my praise. Negative unconditional stroke If a person gets rebuked or criticized for no rhyme or reason, he is receiving negative unconditional stroke. This stroke is also not for doing but for being a person who gets criticized by someone else. The person giving this stroke just happens to dislike the other person for his own fancy.

Neutral or indifferent stroke Meaning of this is that you are ignoring a person totally and act as if he does not exist. You are showing a complete indifference towards that person. It is an extremely cruel form of mental punishment. You are taking no cognizance of either his being or his doing.

Effect of strokes:

Giving and Receiving Praise Helps You to Improve Your Life Position. You may know that there are four major life positions one can adopt. When you give positive strokes to others, you are recognizing that others are OK too and you become I am OK, you are OK from I am OK, you are not OK. Or if your existing life is I am OK, you are OK, it further gets strengthened. If you are I am not OK, you are OK type, receiving praise from others will improve your self-esteem and your OKness about yourself will increase. You then get converted from I am not OK, you are OK to I am OK, you are OK.

Biggest Advantages in Giving and Receiving the Strokes

They are free of cost. They are the simplest yet, the biggest investments in emotional and psychological life of people. They are great motivators. They improve one's overall personality. They increase the emotional bank balances of each other.

Probable relationship of interpersonal orientation with conflict resolution strategies and behavior

Interpersonal Orientation

Im not ok youre not ok. Im not ok-youre Smoothing ok. Im ok-youre not Forcing ok. Im ok-youre ok Confronting

Conflict Resolution Strategy Avoidance

Probable Behaviuor Nonassertiveness Nonassertiveness Aggressiveness assertiveness

Applications to conflict resolutions

The I am ok-you are ok person can reach win win outcome according to connection between assertiveness and interpersonal orientation. Assertiveness and stroking are most powerful needs to success interpersonal effectiveness.

Thank You Very Much