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unit 4-POLITICS, POWER AND CONFLICT

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21 views

unit 4-POLITICS, POWER AND CONFLICT

Uploaded by

aishwaryamuralirajan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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BEHAVIOURAL

IMPLEMENTATION

Corporate governance, corporate social responsibility, ethics and values


Politics, power and conflict
Meaning of Politics
• Politics means doing activities not
prescribed by policies for the purpose of
influencing the distribution of advantages
within the organization
• It is a process of one person exerting
influence over another
* Power is the ability to influence others
Sources of Power
• Reward Power

• Coercive Power

• Legitimate Power

• Referent or Charismatic Power

• Expert Power
Strategic Use of Politics and
Power
Use of Power and Politics

Building Consensus
Managing Coalitions
Creating Commitments

Corporate Value
CONFLICT
• Conflict is a positive element of all groups
• Conflict can also be a negative element
• Understanding conflict is important
• Conflict is defined “as a disagreement
through which the parties involved perceive
a threat to their needs, interests or
concerns”
– Disagreement
– Parties involved
– Perceived threat
– Needs, interests or concerns
Stages of Conflict Development
• Tension Development - Various parties start taking sides.
• Role Dilemma - People raise questions about what is
happening, who is right, what should be done. They try to
decide if they should take sides, and if so, which one.
• Injustice Collecting - Each party gathers support. They
itemize their problems, justify their position and think of revenge
or ways to win.
• Confrontation - The parties meet head on and clash. If both
parties hold fast to their side, the showdown may cause
permanent barriers.
• Adjustments - Several responses can occur, depending on the
relative power of each party:
– domination - when one party is weak and the other strong
– cold war - neither party decides to change, but attempts to weaken the
other
– avoidance - one party may choose to avoid the other, while the conflict
continues
– compromise - each party gains a little and loses a little
– collaboration - active participation resulting in a solution that takes care
of both parties' needs
Techniques to resolve Conflict
• Avoiding (unco-operative and unassertive)

• Accommodating (co-operative and unassertive)

• Competing (unco-operative and assertive)

• Collaborating (co-operative and assertive)

• Compromising (intermediate in co-operating


and assertiveness)
Managing Conflicts / Guidelines
• Underneath incompatible positions lie compatible interests
• Every side usually has something valuable to say
• Issues become polarized when there is little or no dialogue
• High emotions charge the issue
• Parties will focus on differences
• Parties may become defensive and protect, justify or explain
their position
• Parties will immediately want to discuss their individual needs
• Parties often feel their story has not been heard
• Identifying and understanding the desired outcomes will result
in progress
• Conflict creates emotions and feelings that are barriers to
progress

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