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Answer:
Answer :
The Myers-Briggs Type Indicator : The MBTI classifies human beings into four
opposite pairs (dichotomies) based on their psychological opposites. These four
opposite pairs result into 16 possible combinations. In MBTI, individuals are
classified as (McCrae and Costa, 1989):
a. Extroverted or Introverted (E or I)
b. Sensing or Intuitive (S or N)
c. Thinking or feeling (T or F)
d. Perceiving or Judging (P or J)
These classifications are then combined into sixteen personality types. For
example
a. INTJs are visionaries. They usually have original minds and great drive for
their won ideas and purposes. They are characterized as skeptical, critical,
independent and often stubborn.
b. ESTJs are organizers. They are realistic, logical, analytical, decisive and
have a natural head for business or mechanics. They like to organize and
run activities.
c. The ENTP type is a conceptualizer. He/She is innovative, individualistic,
versatile and attracted to entrepreneurial ideas. This person tends to be
resourceful in solving challenging problems but may neglect routine
assignments.
The big five model: Many researchers argue that five basic dimensions underlie
all other personality dimensions )e.g; McCrae and Costa, 1990; Digman,1997).
The five basic dimensions are:
1. Extraversion: Comfort level with relationships. Extraverts tend to be
gregarious, assertive and sociable. Introverts tend to be reserved, timid
and quiet.
2. Agreeableness: Individual’s propensity to defer to others. High
agreeableness people-cooperative, warm and trusting. Low agreeableness
people-cold, disagreeable and antagonistic.
3. Conscientiousness: A measure of reliability. A high conscientious person
is responsible, organized, dependable and persistent. Those who score low
on this dimension are easily distracted disorganized and unreliable.
4. Emotional Stability: A person’s ability to withstand stress. People with
positive emotional stability tend to be calm, self-confident and secure.
Those with high negative scores tend to be nervous, anxious, depressed
and insecure.
5. Openness to experience: The range of interest and fascination with
novelty. Extremely open peoples are creative, curious and artistically
sensitive. Those at the other end of the openness category are
conventional and find comfort in the familiar.
Answer :
The Rational Decision making model: This model proposes six steps, which are
as follows.
Answer :
Answer :
The process of conflict management has the following steps (Schermerhornet al,
2002):
Stage-1: Potential Opposition or Incompatibility
This stage concludes the conditions that create opportunities for conflict to arise.
The conditions are as follows:
1. Communication: Communication becomes a source of conflict due to
semantic difficulties, misunderstandings and “noise”(distortion) in the
communication channels. Differing word connotations, jargon, insufficient
exchange of information and noise in the communication channel are all
barriers to communication and potential antecedents to conflict.
2. Structure: The term structure includes variables such as size, degree of
specialization, jurisdictional clarity, member-goal compatibility, leadership
styles, reward systems and the degree of dependence. Size and
specialization act as forces to stimulate conflict. The larger the group and
more specialized its activities, the greater the likelihood of conflict. The
potential for conflict is greatest where group members are younger and
turnover is high. The greater the ambiguity in responsibility for actions
lies, the greater the potential for conflict.
3. Personal Variables: Personal variables include individual value systems
and personality characteristics. Certain personality types lead to potential
conflict. Value differences are the best explanation for differences of
opinion on various matters.
Stage-3: Intentions
The primary conflict-handling intentions as represented as follows:
Cooperativeness : The degree to which one party attempts to satisfy the
other party’s concerns.
Assertiveness: The degree to which one party attempts to satisfy his or
her own concerns.
Competing: When one person seeks to satisfy his or her own interests,
regardless of the impact on the other parties to the conflict.
Collaborating: When the parties to conflict each desire to fully satisfy the
concerns of all parties. The intention is to solve the problem by clarifying
differences rather than by accommodating.
Avoiding: A person may recognize that a conflict exists and want to
withdraw from it or suppress it.
Accommodating: When one party seeks to appease an opponent, that
party is willing to be self-sacrificing.
Compromising: When each party to the conflict seeks to give up
something, sharing occurs, resulting in a compromised outcome. There is
no clear winner or loser, and the solution provides incomplete satisfaction
of both parties’ concerns.
Stage-4: Behavior
The behavior stage includes the statements, actions and reactions made by the
conflicting parties. These conflict behaviors are usually overt attempts to
implement each party’s intentions. It is a dynamic process of interaction with a
continuum. At the lower part of the continuum, conflicts are characterized by
subtle, indirect and highly controlled forms of tension. Conflict intensities
escalate as they move upward along the continuum until they become highly
destructive. Functional conflicts are typically confined to the lower range of the
continuum.
Stage-5: Outcomes