Conflictdecisionmaking and Organizationaldesign
{"Image DocumentName": "Rahim\u2019s (2011) Theoretical Model of Organizational Conflict", "Image ImageDescription": "Antecedent Conditions. Process. Demographic Differences. Structural. CONFLICT. Behavioral Changes. Structure Formation. PART 2: Slides 5-6 (20 minutes) This is an integrated model developed to illustrate the dynamics of the three different types of conflict (interpersonal, intragroup, intergroup). I\u2019D LIKE YOU ALL TO EXPLAIN THIS MODEL. ANTECEDENT CONDITIONS: Begins with sources of conflict, which can be classified as process and structural. Structural Conflict \u2013ASK FOR EXAMPLE How the organization is structured such as reporting lines, department organizations, etc. Process Conflict \u2013 ASK FOR EXAMPLE It is conflict over how different tasks should be performed, who is responsible for tasks, and deadlines to complete the tasks. DEMOGRAPHIC DIFFERENCES: Includes individual differences in personality, gender, power bases, educational level, etc., may also contribute to the conflict. This is where cultural differences also come in. CONFLICT: Rahim defines conflict as an interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities. BEHAVIORAL CHANGES: As the conflict increases, it may affect the perceptions and behaviors of the parties toward one another. The immediate goal of each party is to win or control the situation so effective decision-making or problem-solving methods may not be used. STRUCTURE FORMATION: The parties may restrict free communication and interaction and begin to isolate themselves from one another if no intervention is introduced. DECISION PROCESS: When win-lose conflict is intensified, the parties may be unable to use problem-solving methods to make decisions to deal with their disagreements. At this point, an intervention is required. A third party mediator may be used or the individuals\u2019 supervisors. This is the point of intervention. CONFLICT AFTERMATH: There may be hard feelings towards one another even if a win-win solution is found. Decision Process. Conflict Aftermath.", "Image XResolution": "37", "Image YResolution": "37", "Image ResolutionUnit": "Pixels/Centimeter", "Image Software": "SlidePlayer", "Image YCbCrPositioning": "Centered"}