Reflection and Discussion Forum Week 6

Vanessa L. Piper

Department of Business Administration, University of the Cumberlands

BADM532: Organizational Behavior

Dr. J. G. Chavez III

September 30, 2021

Reflection and Discussion Forum Week 6

             In chapter thirteen of the textbook Essentials of Organizational Behavior, I thought the most important concept was social network analysis. Social network analysis examines patterns of communication among organizational members to identify how information flows between them (Robbins & Judge, 2018). Data for social network analysis can help organizations understand how information flows and how power is distributed or shared among departments and teams. 

I also thought the most important method in chapter thirteen was mapping a political career. Drawing a political map can help an individual understand how politics and power affect their career. It can help them identify their ambitions, know who has power to help them, and their relationships with these people (Robbins & Judge, 2018). 

I thought the most important term in chapter thirteen was power tactics. Power tactics are ways in which people render power bases into certain actions. Power tactics are conducted by using nine specific influence tactics. The nine tactics are: legitimacy, retinol persuasion, inspirational appeals, consultation, exchange, personal appeals, ingratiation, pressure, and coalitions (Robbins & Judge, 2018). These tactics can be used in the workplace environment to influence supervisors or employees. 

I thought understanding that personal sources of power are the most effective was interesting in the textbook because they entail expert power and referent power. These two powers positively relate to employee contentment, organizational dedication, and job performance (Robbins & Judge, 2018). Having personal power can help an individual to be successful and to make changes or take needed steps towards achieving goals. 

             In chapter fourteen of the textbook Essentials of Organizational Behavior, I thought the most important concept was negotiation. Negotiation is the process in which two or more parties exchange goods and services and attempt to agree on the exchange rate for them (Robbins & Judge, 2018). Negotiation is important in conflict management as it can determine the outcome of a conflict. If a negotiation of a conflict between two departments is handled well it can make the work between the two departments more cohesive. If the negotiation does not go well then the two departments may continue to conflict. 

I thought the most important method in chapter fourteen was the negotiation process. Negotiation process has five steps: preparation and planning, definition of ground rules, clarification and justification, bargaining and problem solving, and closure and implementation (Robbins & Judge, 2018). All the steps in the negotiation process are important for a negotiation process to be successful and for all parties involved to walk away with something that satisfies the conflict.  

I thought the most important term in chapter fourteen was BATNA. BATNA stands for: best alternative to negotiated agreement (Robbins & Judge, 2018). It basically means the least a person should accept when negotiating a goal or outcomes. If this is not set before a negotiation starts then the negotiation process may not be successful or the person may not get anything they need from the negotiation.  

I thought understanding the intentions in the conflict process was interesting in the textbook because when a conflict arises the most important thing is the ways that people respond to conflict and manage the process of addressing the conflict. The existence of the conflict or the type of conflict had little to do with creating the problem but more to do with response and approach (Robbins & Judge, 2018). When there is a conflict between two co-workers on job duties, their response and approach to the issue is important. If they are open to hear the other side’s points of view and willing to collaborate, then they are more likely to find a solution. If they approach it with only their point of view and not willingness to negotiate, then they may not find a solution. 

Question: Pauline has been asked to reorganize her department, eliminating at least two people within the office. Pauline has strong personal relationships with everyone in her office and being asked to complete this task is very hard on her. Thinking back to Stage Four of the conflict process, discuss one of the types of intentions with which Pauline might struggle in this situation?

My response to this question is one of the types of intentions with which Pauline might struggle with in this situation is the behavior of accommodating. Intentions are how a person decides to act in certain situations. Intentions are not always perceived by others the way they are intended. Accommodation is a conflict-handling intention that is unassertive and cooperative. In accommodating, a person such as Pauline seeks to appease others, her employees, in putting their interests above hers (Robbins & Judge, 2018). However, Pauline will not be able to do this in the current situation as she must let two employees go. Pauline might struggle with not being able to accommodate her employees because of the strong personal relationships that Pauline has established with her office. Pauline will not be able to accommodate all the employees in her office. Pauline will need to eliminate two employees and there will be no room for negotiating or accommodating.

References

Robbins, S. P., & Judge, T. (2018). Essentials of organizational behavior. (14th ed.). Pearson Education Inc.

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