June 27, 2011 Course Administration Behavioral Interview Questions Industry Groups Conflict...
-
Upload
angelina-richard -
Category
Documents
-
view
221 -
download
1
Transcript of June 27, 2011 Course Administration Behavioral Interview Questions Industry Groups Conflict...
June 27, 2011
Course AdministrationBehavioral Interview Questions
Industry Groups Conflict Management Break Thomas Kilman Group Exercises
Most job-hunters who fail to master the job-hunt or find their dream job, fail not because they lack information about the job market, but because they lack information about themselves. -Richard Nelson Bolles
Weekly Book Recommendation
“The question isn’t whether you’ve been looking hard enough for the answer to difficult conversations, it’s whether you’ve been looking in the right places. At heart, the problem isn’t in your actions, it’s in your thinking. So long as you focus only on what to do differently in difficult conversations, you will fail to break new ground”. p. xx.
Stone, D., Patton, B., & Heen, S. (1999). Difficult Conversations: How to discuss what matters most. New York: Penguin Group.
WEEKLY BOOK RECOMMENDATION
“When it comes to risky, controversial, and emotional conversations, skilled people find a way to get all relevant information (from themselves and others) out into the open.
That’s it. At the core of every successful conversation lies the free flow of relevant information”.
Dialogue- The free flow of meaning between two or more people
Patterson, K., Grenny, J., McMillan, R., Switzler, A. (2002). Crucial Conversations: Tools for talking when the stakes are high. New York: McGraw-Hill.
Current Event
Self Awareness or Denial?
ARE YOU POLITICALLY ASTUTE?
Conflict.
Is it a good or bad thing?
Conflict……
Turn to your neighbor and answer these 2 questions:
1. How do you handle it?2. How do others think you handle
it?
Conflict
Any situation in which incompatible goals, attitudes, emotions, or behaviors lead to disagreement or opposition between two or more parties.
Functional vs Dysfunctional ConflictFunctional:A healthy
constructive disagreement between two or more people.
-innovation-realness-solving problems-closeness-positive change
Dysfunctional:An unhealthy,
destructive disagreement between two or more people.
-wastes resources-diverts energy from
work-creates negative
climate-breaks down group
cohesion-increase hostility &
aggressive
Interpersonal Conflict
Conflict which occurs between two or more people, it is known as interpersonal conflict.
Organizational Impact
• Interpersonal Conflict- 2 or more people
• Intrapersonal Conflict – within a person
• Intragroup Conflict – within groups or teams
• Intergroup Conflict – between groups/teams in an organizations.
Defense Mechanisms used in conflict situations
• Fixation – An aggressive mechanism in which an individual keeps up a dysfunctional behavior that obviously will not solve the conflict.
• Displacement – An aggressive mechanism in which an individual directs his or her anger toward someone who is not the source of the conflict.
Defense Mechanisms con’t
• Rationalization – Person justifies inconsistent or undesirable behavior, beliefs, statements, and motivations by providing acceptable explanations for them.
• Flight or withdrawal – Through either physical means a person leaves the field in which frustration, anxiety or conflict is experienced.
What’s Your Style?
Can you guess?
BREAK
Thomas Kilman Instrument• Your score can change• Doesn’t measure skill• A gap of 5 or 6 will take you
awhile to get to the next influence strategy
• The higher your score the more you will use that style.
• Higher my courage- higher my assertiveness
• Higher my cooperativeness, the higher my consideration of others.
5 CONFLICT – HANDLING MODES
Consideration of others
competing collaborating
compromising
avoiding accommodating
Cooperative Uncooperative
Lose-Lose Lose - Win
Win - Lose High form of Win-Win
Low form of Win - Win
Conflict – Handling Modes
• AVOIDING • ACCOMODATING• COMPETING• COMPROMISING• COLLABORATING
Conflict Management Styles• Avoiding-low on both assertiveness and
cooperativeness. Avoiding is a deliberate decision to take no action on a conflict or to stay out of a conflict situation.
• Accommodating – you are concerned that the other party’s goals be met but relatively unconcerned with getting your own way.
• Competing- style that is very assertive and uncooperative. You want to satisfy your own interests and are willing to do so at the other party’s expense.
• Compromising-style that is intermediate in both assertiveness and cooperativeness, because each party must give up something to reach a solution to the conflict.
• Collaborating-A win-win style that is high on both assertiveness and cooperativeness.
What are the benefits of each style?
1. Competing2. Collaborating3. Compromising4. Avoiding 5. Accommodating
What are the costs of each style?
1. Competing2. Collaborating3. Compromising4. Avoiding5. Accomodating
EXERCISE:Please Get in your industry groups
1. Do you think you are good at handling conflict? Why or why not?
2. Share your primary style and your back up style
3. Name one behavior you demonstrate with your particular style.
4. Share how aware you are of your style(s).
5. Are you aware when you are in “intra-conflict”? Share an example.