| Alternative dispute resolution (ADR) | A conflict resolution strategy that involves assistance from a third party; used when both parties are unable to find resolution on their own. | | Conflict | One party perceives its interests are being opposed or set back by another party. | | Day of contemplation | A one-time-only day off with pay to allow a problem employee to reflect and recommit to the organization's values and mission. | | Distributive negotiation | Two interdependent parties, each with their own opposite preference, seek to make a decision that will result in one party winning at the expense of the other. | | Dysfunctional conflict | Threatens the interests of an organization. | | Functional conflict | Serves an organization's interests. | | Integrative negotiation | Two interdependent parties with their own preferences and values seek a win-win resolution through greater dialogue and cooperation. | | Personality conflict | Interpersonal opposition driven by personal dislike or disagreement. |

Outline: Chapter 8CONFLICT AND NEGOTIATIONLearning Outcomes 1. Define conflict, functional conflict, and dysfunctional conflict 2. Identify the various antecedents (causes) of conflict 3. List two approaches an employee or manager can take to respond to each of the following: personality conflicts, intergroup conflict, and cross-cultural conflict 4. Compare and contrast the five alternative styles for handling conflict 5. Assess the value of having third party interventions for conflict resolution, including the alternative dispute resolution (ADR) and two negotiation processesConflict: A Modern PerspectiveA conflict is a process in which one party perceives its interests are being opposed or set back by another party.The Language of Conflict: Metaphors and Meaning conflict often carries a lot of emotional baggage