Conflict-Conflict is a disagreement or clash between two or more parties over incompatible Power-Power is the ability to influence or control the

ontrol the behavior, actions, or attitudes of

goals, beliefs, values, or resources. others. It involves having the capacity to make things happen and shape outcomes.
Traditional Views of Conflict:1.Conflict is seen as negative, destructive, and should be avoided Leadership:1.Leadership is the process of influencing and guiding individuals or a group
or suppressed.2.It is viewed as a breakdown in communication and the result of personal flaws toward achieving a common goal.2.It involves inspiring and motivating others, providing
or differences. guidance, and fostering positive relationships.
Interactionist Views of Conflict:1.Conflict is seen as a natural and inevitable part of group Bases of Power:1.Formal Power: Power derived from an individual's position or role within
dynamics.2.It can be a positive force that brings about necessary changes and an organization, such as being a manager or supervisor.2.Coercive Power: Power based on
improvements.3.Conflict is believed to stimulate creativity, innovation, and problem-solving. the ability to punish or impose negative consequences on others.3.Reward Power: Power
Managed-Conflict Views of Conflict:1.Conflict is seen as something that can be channeled and derived from the ability to provide rewards or incentives to others.4.Legitimate Power:
managed to achieve positive outcomes.2.Conflict can be constructive if parties are willing to Power based on the formal authority and position within an organization.5.Personal Power:
engage in open communication and finding mutually beneficial solutions. Power derived from an individual's personal characteristics, such as charisma, charm, or
The Conflict Process:1.Potential Opposition: There is a perception of incompatible goals, expertise.6.Expert Power: Power based on one's knowledge, skills, or expertise in a particular
scarce resources, or interference from others.2.Cognitive and Personalization: Parties become area.7.Referent Power: Power derived from others' identification, admiration, or respect for
aware of the conflict and begin to assign meaning and emotions to the situation.3.Intentions: an individual.
Parties decide on their strategies and how they will address the conflict.4.Behavior: Parties Dependency:1.Dependency refers to the degree to which an individual or group relies on
engage in overt actions to express and defend their positions. another for resources, support, or guidance.2.It is created when one party possesses
5.Outcomes: The conflict may result in a resolution, a temporary truce, or escalate further. resources, control, or knowledge that is needed by another party.
Distributive Bargaining:1.In distributive bargaining, parties are attempting to maximize their Factors Contributing to Political Behavior:1.Individual Factors: Ambition, self-interest, desire
own gains and minimize losses.2.Each party sees the conflict as a win-lose situation, where for power, and personal values can drive political behavior.2.Organization Factors:
one party's gain is the other party's loss.3.There is a limited pool of resources, and the goal is Organizational culture, structure, and practices can promote or discourage political behavior.
to claim as much as possible for oneself. Responses to Organizational Politics:1.Decreased Job Satisfaction: Organizational politics
Integrative Bargaining:1.In integrative bargaining, parties aim to reach a mutually beneficial can create a negative work environment and lower job satisfaction.2.Increased Anxiety and
solution.2.The focus is on expanding the available resources and finding creative ways to meet Stress: Political behavior can lead to higher levels of stress and anxiety among
the needs of all parties.3.The goal is to achieve a win-win outcome, where both parties gain employees.3.Increased Turnover: If employees feel that organizational politics are unfair or
from the agreement. detrimental to their well-being, they may choose to leave the organization.4.Reduced
Five Steps of the Negotiation Process:1.Preparation and Planning: Assessing one's interests Performance: Organizational politics can hinder cooperation and teamwork, leading to
and priorities, gathering information about the other party, and setting objectives.2.Definition decreased productivity and performance.
of Ground Rules: Establishing the guidelines and procedures for the negotiation, such as the Impression Management:1.Impression management is the effort individuals make to control
time frame, communication methods, and confidentiality.3.Clarification and Justification: or influence how others perceive them.2.Conformity: Aligning one's behavior and actions
Sharing information, expressing concerns, and exploring options to gain a better with others to project a desired image.3.Excuse: Providing justifications or explanations to
understanding of each party's needs and perspectives.4.Bargaining and Problem Solving: maintain or enhance self-image.4.Apologies: Admitting mistakes or wrongdoing to repair
Engaging in give-and-take, making concessions, and finding creative solutions that meet the damaged impressions.5.Self-Promotion: Highlighting one's accomplishments and positive
interests of both parties.5.Closure and Implementation: Finalizing the agreement, attributes to create a favorable impression.6.Flattery: Complimenting or praising others to
documenting the terms, and ensuring that both parties are committed to fulfilling gain their favor and influence their perception.7.Factors: Context, audience, and individual's
their obligations. self-perception can influence the strategies used in impression management.8.Association:
individual differences can significantly influence the negotiation process:1.Personality Traits: Aligning oneself with influential or high-status individuals or groups to project
Different personality traits, such as assertiveness, agreeableness, and openness to new a positive image.
experiences, can impact negotiation style and approach.2.Communication Style: Variances in
communication styles, including directness, assertiveness, and non-verbal cues, can affect
how individuals negotiate and understand each other's positions.3.Cultural Background:
Culture influences values, norms, and communication patterns, which can lead to different
negotiation styles and expectations.4.Emotional Intelligence: The ability to understand and
manage emotions can impact negotiation outcomes by influencing how individuals express
themselves, handle conflicts, and empathize with others.
Key forces or elements that influence organizational behavior:1.People: Individual The primary goals of organizational behavior:1.Describe: To accurately describe and
behaviors, attitudes, beliefs, values, and personalities play a crucial role in organizational document individual and group behaviors within an organization.2.Understand: To gain a
behavior. Group dynamics, such as teamwork, communication, and leadership styles, also deeper understanding of the reasons and motivations behind individuals and groups
influence behavior.2.Structure: Jobs and relationships within an organization impact behaving the way they do.3.Control: To influence and manage behavior in a way that aligns
behavior. Factors like hierarchy, authority, rules, and communication channels shape how with organizational goals.4.Predict: To forecast and anticipate future behaviors based on an
people behave within their roles.3.Technology: The use of machinery, computer hardware, understanding of past behaviors.
and software influences behavior by changing the nature of work, communication, and Key forces or elements that influence organizational behavior:1.People (Individuals and
decision-making processes within an organization.4.Social system: The larger social and Groups): Individual behaviors, attitudes, values, and personalities, as well as group dynamics,
cultural context in which an organization operates impacts behavior. Factors like societal teamwork, and leadership styles, impact organizational behavior.2.Structure (Jobs,
norms, values, laws, and economic conditions shape organizational behavior. Relationships): The hierarchy, authority, rules, and communication channels within an
The primary goals of organizational behavior:1.Describe: The goal is to accurately describe organization shape how individuals behave within their roles and the dynamics of
and understand individual and group behaviors within an organization. This involves studying relationships.3.Technology (Machinery, Computer Hardware, and Software): The use of
factors like communication patterns, power dynamics, teamwork, and decision-making technology affects how work is performed and communication and decision-making
processes.2.Understand: The aim is to gain a deeper understanding of why individuals and processes within an organization.4.Social System: The larger social and cultural context,
groups behave the way they do. This involves analyzing factors such as motivation, including societal norms, values, laws, and economic conditions, influences organizational
personality, attitudes, and values to comprehend behavior patterns.3.Predict: The goal is to behavior.
forecast future behaviors of individuals and groups based on the understanding gained from The fundamental concept of the 'Nature of People' in organizational behavior:1.Individual
studying past behaviors. This helps organizations anticipate potential issues and make Differences: Recognizes that individuals have unique personalities, motivations, attitudes,
informed decisions.4.Control: The objective is to influence and manage behavior in a way and values that influence their behavior within an organization.2.A Whole Person: Considers
that aligns with organizational goals. By using tools like leadership, motivation, and reward individuals holistically, acknowledging that their personal lives, emotions, and experiences
systems, organizations can shape behavior to enhance productivity and effectiveness. also impact their behavior at work.3.Motivated Behavior: Understands that individuals are
The process of developing an organizational behavior model according to Robbins:1.Inputs: driven by various needs, desires, and motivations which shape their behavior.4.Desire for
These are the variables that influence behavior, such as individuals, groups, structure, and Involvement: Recognizes that individuals have a natural inclination to be involved and
technology.2.Processes: These are the actions, activities, and interactions that occur within engaged in their work and in decision-making processes.
the organization. They include communication, decision-making, motivation, leadership, and The fundamental concept of the 'Nature of Organizations' in OB:1.Social System:
conflict resolution.3.Outcomes: These are the results or consequences of the processes. They Organizations are viewed as complex social systems consisting of interconnected individuals
can be both individual outcomes like job satisfaction, performance, and turnover, as well as and groups.2.Mutual Interest: Acknowledges that organizations and employees have shared
organizational outcomes like productivity, profitability, and employee engagement. interests and goals, and successful organizations create win-win situations.3.Ethics:
4.Feedback: This is the information received from the outcomes, which helps refine and Recognizes that organizations operate within an ethical framework and should act
improve the model. It provides insights into whether the processes are effective in achieving responsibly towards stakeholders.
the desired outcomes and guides adjustments or changes in the inputs and processes.
Understanding this concept benefits managers by guiding them to consider the
interdependence of individuals and groups within the organization, encourage collaboration
and mutual cooperation, and promote ethical decision-making and behavior. It helps create a
positive organizational culture, build strong relationships, and contribute to the overall
success of the organization.
Biographical characteristics in organizational behavior:1.Biographical characteristics Job satisfaction:1.Job satisfaction refers to an individual's overall feelings and
include age, gender, race and ethnicity, tenure, religion, sexual orientation, and attitudes towards their job.2.It reflects an individual's level of contentment or
gender identity.2.These characteristics are relevant to organizational behavior as they dissatisfaction with various aspects of their work, including the tasks, co-workers,
can influence how individuals perceive and experience their work supervisors, and organizational policies.3.Job satisfaction can be measured through
environment.3.They can affect an individual's values, beliefs, attitudes, and behaviors various methods, such as:(i)Surveys or questionnaires: These can include Likert scale
in the workplace.4.Biographical characteristics can also impact how individuals are or multiple-choice questions to assess different facets of job satisfaction.(ii)Interviews
treated and how they interact with others in the organization. or focus groups: These allow for in-depth discussions to understand employees'
Theory of learning:1.Classical conditioning: This theory suggests that behavior is perceptions and experiences.(iii)Observation and behavioral indicators: Observing
learned through associations between stimuli and responses. When a neutral employee behaviors, such as absenteeism or turnover, can provide insights into job
stimulus is repeatedly paired with an unconditioned stimulus, it becomes a satisfaction levels.
conditioned stimulus that elicits a conditioned response.2.Operant conditioning: This Key traits in the Big Five personality model:1.Extraversion: This trait refers to the
theory states that behavior is shaped and strengthened by consequences. Positive extent to which individuals are outgoing, assertive, and sociable. They enjoy being
reinforcement increases the likelihood of a behavior recurring, while punishment and around people and tend to be talkative.2.Agreeableness: This trait reflects the level of
negative reinforcement decrease the likelihood of a behavior recurring.3.Social cooperativeness, empathy, and friendliness of individuals. They prioritize maintaining
learning theory: This theory proposes that individuals learn through observing and positive relationships and tend to be trusting and helpful.3.Conscientiousness: This
imitating others. It emphasizes the role of modeling and social reinforcement in trait relates to the degree to which individuals are organized, responsible, and
learning.4.Shaping behavior: This refers to the gradual reinforcement of desired dependable. They have a high work ethic, are self-disciplined, and strive for
behaviors while discouraging undesired behaviors. It involves breaking down complex achievement.4.Emotional stability: This trait refers to an individual's tendency to
behaviors into smaller, manageable steps. experience emotional stability and resilience. They are calm, even-tempered, and
Components of an attitude:1.Affective component: This involves the emotional or able to cope with stress effectively.5.Openness to experience: This trait reflects an
feeling aspect of an attitude. It reflects an individual's emotions, likes, and dislikes individual's willingness to embrace new ideas, creativity, and intellectual curiosity.
towards an object, person, or situation.2.Cognitive component: This relates to the They are open-minded, imaginative, and enjoy exploring new things.
beliefs, thoughts, and knowledge individuals have about an object, person, or 7. Personality:1.Personality refers to the relatively stable and enduring patterns of
situation. It involves the evaluation and judgment of the target of the attitude. thoughts, emotions, and behaviors that make individuals unique.
3.Behavioral component: This refers to an individual's intentions or actions towards - It is measured through various methods, including:
the target of the attitude. It involves observable behaviors and actions that are -Self-report questionnaires: Individuals respond to items designed to evaluate
consistent with the attitude. different personality traits. Examples include the Big Five Inventory (BFI) or the
Major job attitudes:1.Job satisfaction: This refers to an individual's overall positive or Myers-Briggs Type Indicator (MBTI).
negative evaluation of their job. It reflects the extent to which an individual is content - Observations and ratings: Others (e.g., peers, supervisors) provide feedback or
or dissatisfied with their work.2.Job involvement: This relates to the extent to which ratings about an individual's behavior and personality traits.
an individual identifies with and is actively engaged in their job. It reflects the - Projective tests: These involve presenting individuals with ambiguous stimuli like
importance and centrality of work in an individual's life.3.Psychological inkblots, and their responses are analyzed to understand underlying personality
empowerment: This refers to the belief in one's ability to influence and control their traits.
work and its outcomes. It reflects feelings of autonomy, competence, and impact in - Factors that determine an individual's personality include:
the workplace.4.Organizational commitment: This reflects an individual's - Biological factors: Genetic influences and physiological processes can shape an
identification with and involvement in an organization. It involves emotional individual's personality traits and predispositions.
attachment, loyalty, and a willingness to exert effort on behalf of the - Environmental factors: Family, society, culture, and experiences can all impact the
organization.5.Perceived organizational support: This refers to an employee's belief development and expression of an individual's personality.
that the organization values their contributions, cares about their well-being, and - Learning and socialization: Individuals learn and acquire personality traits through
supports their professional growth.6.Employee engagement: This reflects an observational learning, reinforcement, and social interactions.
individual's level of enthusiasm, energy, and involvement in their work. It involves a - Personal experiences and life events: Events and personal experiences can shape
sense of purpose, dedication, and absorption in work tasks. an individual's personality by influencing their beliefs, values, and attitudes.