“The point is not how to eliminate or prevent conflict but rather how
to make it productive.” Morton Deutsch
1 Introduction to Conflict
Conflict is found in all realms of social interaction and is therefore an important topic for all kinds of social scientists. Thus, there are various definitions of conflict. As Deutsch (1973) simply puts it: “A conflict exists, whenever incompatible activities
occur.”(1) Pruitt (1998) distinguishes two categories(2):
a) definitions referring to conflict behavior – opposing actions taken by two (or more) parties (close to Deutsch´s view)
b) definitions referring to sources of conflict behavior – most commonly divergence of interest and annoyance that is attributed to another party As can be seen from these quite broad definitions, conflict is a term that can be applied to numerous situations in daily life. A couple trying to figure out where to vacation (if for example he wants to spend the holidays in a cabin in the mountains
and she prefers staying in a luxury hotel at the Cote d´Azur) as well as the arms race between the Soviet Union and the US during Cold War can be considered a `conflict´.
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Table of Contents
1. Introduction to Conflict
2. Review of “A Multimethod Examination of the Benefits and Detriments of Intragroup Conflict” by Karen A. JEHN
2.1. Present Findings & Definitions
2.2. Design of the Study
2.2.1. Hypotheses & Theoretical Background
2.2.2. Methods
2.3. Results
2.4. Discussion & Conclusion
3. Links and Relations to `Center of Excellence´
Objectives and Topics
The primary goal of this paper is to analyze the effects of intragroup conflicts on work groups and relate these scientific findings to the "Center of Excellence" model as defined by Dieter Frey.
- Scientific analysis of conflict types (relationship vs. task conflict)
- Evaluation of quantitative and qualitative study methodologies
- Investigation of the impact of conflict on performance and individual satisfaction
- Assessment of task types and group norms as moderating variables
- Application of research findings to organizational excellence frameworks
Excerpt from the Book
1 Introduction to Conflict
Conflict is found in all realms of social interaction and is therefore an important topic for all kinds of social scientists. Thus, there are various definitions of conflict. As Deutsch (1973) simply puts it: “A conflict exists, whenever incompatible activities occur.” Pruitt (1998) distinguishes two categories:
a) definitions referring to conflict behavior – opposing actions taken by two (or more) parties (close to Deutsch´s view)
b) definitions referring to sources of conflict behavior – most commonly divergence of interest and annoyance that is attributed to another party
As can be seen from these quite broad definitions, conflict is a term that can be applied to numerous situations in daily life. A couple trying to figure out where to vacation (if for example he wants to spend the holidays in a cabin in the mountains and she prefers staying in a luxury hotel at the Cote d´Azur) as well as the arms race between the Soviet Union and the US during Cold War can be considered a `conflict´.
Chapter Summaries
1. Introduction to Conflict: This chapter provides fundamental definitions of conflict and explores the shift in scientific perspective from viewing conflict as purely destructive to recognizing its potential for constructive social and personal change.
2. Review of “A Multimethod Examination of the Benefits and Detriments of Intragroup Conflict” by Karen A. JEHN: This section details the methodology, hypotheses, and results of Jehn's study, emphasizing the distinction between relationship and task conflicts and their respective effects on group performance.
3. Links and Relations to `Center of Excellence´: The final section connects the empirical evidence from the reviewed study to Dieter Frey's model, suggesting how managed conflict can contribute to an organization's path toward becoming a Center of Excellence.
Keywords
Intragroup conflict, Relationship conflict, Task conflict, Group performance, Organizational culture, Center of Excellence, Group norms, Interdependence, Qualitative analysis, Quantitative methods, Dieter Frey, Conflict management, Team effectiveness, Social psychology, Work groups.
Frequently Asked Questions
What is the core focus of this research paper?
The paper examines how intragroup conflicts affect work groups, specifically looking at how different types of conflict influence performance and individual satisfaction within organizational settings.
What are the primary thematic areas covered in the text?
The work focuses on the differentiation between relationship and task conflicts, the design of organizational studies, the role of moderators like task type and group norms, and the practical application of these findings to excellence models.
What is the main research question or goal?
The primary goal is to determine whether conflict can be beneficial to work groups and how these insights can be integrated into the "Center of Excellence" model proposed by Dieter Frey.
Which scientific methods are employed?
The study reviews a multimethod approach, utilizing hierarchical regression for quantitative data analysis and content analysis for qualitative data gathered through interviews and observations.
What does the main body address regarding conflict effects?
The main body investigates the curvilinear relationship between task conflict and performance, the negative impacts of relationship conflict on group climate, and the influence of group interdependence.
Which keywords best characterize this work?
Key terms include intragroup conflict, task conflict, relationship conflict, group performance, and organizational excellence.
How does the author define the "Center of Excellence" in this context?
The author defines it as a framework based on social and organizational psychology that outlines the conditions necessary for an organization to achieve excellent functioning, with a specific focus on "conflict culture."
What role do "routine" versus "non-routine" tasks play in the study findings?
The study finds that task conflict has different effects depending on the task type; for non-routine tasks, moderate conflict can be beneficial for performance, whereas it is generally more inhibiting for routine tasks.
- Quote paper
- Thomas Glöckner (Author), 2000, Conflicts in Teams: Review of an Exemplary Study, Munich, GRIN Verlag, https://www.grin.com/document/614
