Interpersonal Behavior

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Interpersonal Behavior

• 017468
• Murat ERCALLI

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Contents

• Conflict in Organization
• 1-Nature of Conflict 3- Source of
  Conflict 5-Model of Conflict
• 2-Level of Conflict 4- Effects of
  Conflict
• Assertive Behavior
• 1-Interpersonal Orientation
• 2-Stroking
• Power and Politics
• 1-Types of Power
  3-Organizational Politics
• 2-Effects of Power Bases
  4-Influence and Political Power

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Conflict in Organization

• The Nature of Conflict Conflict occurs for a
  lot of reasons and misunderstanding each other
  in a party or in a group. When conflict occurs,
  the needs, goals show difference between
  humans.
• In a group of people, one who is the
  leader or mediator of this group should resolve
  the conflict which is really natural for people,
  because resolve conflict is important.

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• Level of Conflict Conflict can occure between
  people
• in groups or party when they have race.
• -Intrapersonal Conflict The most conflicts
  occure when a person who is the leader of the
  group or team sends two or more missions to
  member.
• -Interpersonal Conflict Interpersonal conflict
  is a really serius
• problem between team or group because people
  affect emotionally. If the emotional effects
  occurs, the relationship
• between teams may mess up.
• -Intergroup Conflict Intergroup conflict is that
  there may be a problem between people of
  different groups.

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• Source of Conflict
• -Organizational Change To progress the
  achievements in works,
• people need to use the resources and outcomes to
  success.
• -Different Sets of Value The beliefs and the
  different ways of
• thoughts may cause a problem which can be
  resolved hardly.
• -Threats to Status The place of people may
  affect the others.
• The conflict may occur when the people who has a
  statu create
• a treat to others.

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• -Contrasting Perceptions People have different
  perception.
• Sometimes they can feel that their perceptions
  are true, but
• the others may think other ways. If they dont
  understand the
• each other that way or dont help them there may
  be a conflict.
• -Lack of Trust As all relationships, the groups
  work need trust,
• too. They have to trust each other whatever they
  say or do.
• -Personal Clashes The characteristic and
  personal properties of a
• people of a people can shows a differences.
  People may think or
• feel other ways, because of that there may be a
  conflict between
• people.

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• -Personal Differences People have different
  properties for each
• other even they look like each other, but the
  mission of manager
• is to know the differences, between the people
  and to understand
• them, so that some conflict can be prevented.
• The different personality have been
  known but they are
• clustered five major factors agreeableness,
  conscientiousness,
• openness to experience, emotional stability and
  extraversion.
• -Conscientious employees have less absenteeism
  than others.
• -Emotionally stable people can cope with the
  stress.
• -People who are an openness to experience are no
  less against
• to change a organization.
• -Extroverted people can have a good dialog with
  customer.
• -Agreeable people are patient and complaisant.

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• Effect of Conflict In fact, conflict is not a
  bed issue for
• the product. There is always conflict in a team
  or group, but
• the best side of this is to see the results in
  different ways. Very
• definitely, there are some disadvantages for
  about the conflict.
• If solving the conflict need too many time,
  there can be
• disruption on working.

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• A Model of Conflict Conflict occurs from
  different
• directions. The importance of conflict depends on
  emergence.
• Managers have to know the conflict and how to
  solve it.
• -Conflict Outcomes Conflict can produce four
  outcomes.
• Four Possible outcomes figure
• Win
• Win-Win
• Lose
• 
  
  Lose Win

Win-Lose
Lose-Win
Lose-Lose
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• -Participant Intentions Conflict outcomes are
  certainly a product
• which depends on the intensions of people.
• -Resolution Strategies Intentions can help the
  workers to choose
• their strategies. There are at least four ways of
  strategies.
• Avoiding A way to run from the
  conflict.
• Smoothing A way to consider the
  others thoughts.
• Forcing A way to use powerful
  strategy to success.
• Compromising A way to gain something
  with common
• decision.
• Confronting A way to cope with
  conflict face to face

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• However there are four
  strategy to get the goal,
• Just one of them is the best one to take a way,
  confronting,
• because the conflict keeps on when people apply
  them, but
• when confronting applied, the problem will be
  solved.

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• -Negotiating
  Tactics-
• There some examples about
  tactics.
• -Agree on the common goal to solve the problem.
• -Recognize the persons, and your own possible
  need
• for face-saving.
• -Make sure that both parties have a vested
  interest in making
• the outcome succeed.

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Assertive Behavior

• It is not easy confronting conflict for some
  people. Facing
• with others may make some feel depressed or
  vulgar. The best
• way is to practice on assertive behavior.
  Assertive means getting
• better for feelings and thoughts. If a person is
  assertive, he or she
• can feel him/herself more explanatory and honest.
• stage
  Example
• 1- Describe the behavior
  When you do this..
• 2- Express you feelings
  I feel
• 3- Empathize
  I understand why you..
• 4- Offer problem-solving alternatives I want
  you to consider
• 
  changing to either..
• 5- Indicate consequences
  If you do (dont), I will

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• Assertive behavior is connected with body
  language such as
• eye contact, gestures, voice tones.
• Interpersonal Orientations People want to
  show their most
• important interpersonal orientations.
  Interpersonal orientations
• consist of two mark viewpoints. First of them how
  do people
• view themselves? Second of them, how do they view
  other
• people in general? Show figure four
  interpersonal orientations
• 
  Positive
  Im ok
• 
  
  You are ok
• 
  Negative
  Im not ok
• 
  
  You are ok
• 
  Negative
  Positive

Im ok You are ok
Im ok You are not ok
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• Stroking Stroking means recognition each other
  in a job. Strokes
• may affect positively and negatively. There is a
  difference
• between conditional and unconditional strokes.
  Conditional
• Strokes means offering employees if they perform
  well.
• Unconditional strokes none-offering employees.
• -Applications to conflict resolutions The I am
  ok-you are ok
• person can reach win-win outcome according to
  connection
• between assertiveness and interpersonal
  orientation.
• Assertiveness and stroking are most powerful
  needs to success
• interpersonal effectiveness.

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Power and Politics

• Power and politics most important tools for
  leaders. Power is
• an ability to affect others.
• Types of power There are five main power.
• -Personal Power Personal power is an ability of
  leaders to know
• and understand of peoples personalities.
• -Legitimate Power Legitimate power comes from
  higher
• authority. This higher gives leaders power to
  control resource
• and the other employees.
• -Expert Power It depends on education and
  experience. It is
• the most important type of power in modern
  society.

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• -Reward Power It arises from individual ability.
  It is also a
• capacity to control items that are valued by
  another.
• -Coercive Power It is a capacity to punish
  another. Managers
• With coercive power may threaten other employees
  job security.
• Effect of Power Bases Reward, coercive, and
  legitimate power
• are essentially derived from ones position in
  organization.
• Expert and personal power reside within the
  person. Managers
• are to concern about employees motivation.

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• Organization Politics Five bases of power are
  acquired and used
• to achieve formal organizational. Organizational
  politics
• means intentional behaviors which are designed to
  protect a
• persons self interest. These behaviors can help
  to increase
• the promotion .
• To large extend the managers agreed that,

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• -- Politics is common in most organizations.
• --Managers must be good at politics to succeed.
• --Politics becomes more important at higher
  levels.
• -- Politics can detract from organizational
  effeciency.
• Influence and Political Power Managers learn to
  produce
• results and make things happen without to
  reliance on
• traditional forms of powers. Knowing this, a
  person can
• Influence others by making mutually beneficial
  with them to
• gain their cooperation.

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• 7 steps to increase your
  influence
• 1- Treat the other party as a potential ally
• 2- Specify your objectives
• 3- Learn about the other partys needs, interest,
  and goals
• 4- Inventory your own resources to identify
  something of
• value you can offer
• 5- Asses your current relationship with the other
  person
• 6- Decide what to ask for and what to offer
• 7- Make the actual exchange that produce a gain
  for both
• parties

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• If a leader use these steps as a tactic, leader
  can get a political
• power. The two of most popular tactics are social
  exchanges
• and alliance of various type. Social exchange
  implies that
• If youll do something for me ,Ill do something
  for you
• Alliance is a tactic in which two or more people
  join in a
• group to get better results.

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Thank You Very Much