| Programmed conflict is a conflict that raises different opinions regardless of the personal feelings of themanagers.The challenge is to get contributors to either defend of criticize ideasbased on relevant facts ratherthan on the basis of personal preference or political interests.This requires disciplined role-playing andeffective leadership.Two conflict programmed techniques with proven track records are the devils advocacyand the dialectic method.DEVIL’S ADVOCACY.This technique gets its name from a traditional practice within the Roman Catholic Church. When someone’sname came before the College of Cardinals for elevation to sainthood, it was absolutely essential to ensure thathe or she had a spotless record. Consequently, one individual is assigned a role of devil’s advocate to uncoverand air all possible objections to a person’s canonization.Devil’s advocacy involves assigning someone a roleof critic.Devil’s advocate role is recommended for preventing groupthink.Moreover, the use of devil’sadvocacy reduces escalation of commitment bias across multiple decisions and team compositions.Devils advocacy technique for stimulating functional conflictStep 1: a proposed course of action is generated.Step 2: a devil’s advocate (group or individual) is assigned to criticize the proposal.Step 3: the critique is presented to key decision makers.Step 4: any additional information relevant to the issues is gathered.Step 5: The decision to adopt, modify, or discontinue the proposed course of action is taken.Step 6: the decision is monitored.Note hoe devial’s advocacy alters the usual decision-making process in steps 2 and 3.This approach toprogrammed conflict is intended to generate critical thinking and reality testing.It is a good idea to rotate thejob of devil’s advocate so no one person or group develops a strictly negative reputation.Moreover, periodicdevil’s advocacy role-playing is good training for developing analytical and communication skill and emotionalintelligence.THE DIALECTIC METHOD. MGMT Chapter 7Conflict- occurs when one party perceives that its interests are being opposed or negativelyaffected by another partyfunctional conflict- constructive or cooperative conflict and is characterized by consultativeinteractions, a focus on the issues, mutual respect, and useful give and takeDysfunctional conflict- threatens an organizations interestspersonality conflict- interpersonal opposition based in personal dislike or disagreementconflict states- shared perceptions among members of the team about the intensity ofdisagreement over either tasks or relationshipsconflict processes- members interactions aimed at working through task and interpersonaldisagreementscontact hypothesis- suggests that the more members of different groups interact, the lessintergroup conflict they will experienceclimate- employees shared perceptions of policies, practices, and procedurespsychological safety climate- refers to shared belief held by team members that the team isa safe place for interpersonal risk taking and captures a sense of confidence that the team willnot embarrass, reject, or punish someone for speaking upwork family conflict- occurs when the demands or pressures from work and family domainsare mutually incompatibleFlexspace- when policies enable employees to do their work from different locations besidesthe officeflextime- flexible scheduling, either when work is expected to be completed or during whichparticular hours of the day stabincivility- any form of socially harmful behavior, such as aggression, interpersonal deviance,social undermining, interactional injustice, harassment, abusive supervision, and bullyingProgrammed conflict- conflict that raises different opinions regardless of the personalfeelings of the managersDevils advocacy |
Using a structured debate to foster opposing viewpoints prior to making a decision is the:
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