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Igor Kotlyar

Leonard Karakowsky

York University, Toronto

Igor Kotlyar is a lecturer in the School of Administrative Studies at York University. He received his PhD in Organizational Behavior and Human Resource Management from the University of Toronto. His current research interests include leadership training, employee recruitment, and performance appraisals.

Leonard Karakowsky is an associate professor in the School of Administrative Studies at York University. He received his PhD in Organizational Behavior and Human Resource Management from the University of Toronto. His current research interests include managing change, ethical behavior in the workplace, and group dynamics. Table 1 Causes of Conflict Transmission and Leader Corrective Actions Emotion Cognitions [right arrow] emotion

Perception of a challenge to one's

positive self-image

Misinterpretation of other's

communication as a threat, an

insult, or disrespect

Frustration of goal attainment, both

job-related and personal, can elicit

anger (e.g., a person can begin to

get angry if he or she feels that the

other person refuses to understand

his or her legitimate argument)

Physical arousal [right arrow] emotion

Physical arousal interpreted as anger Behavioral Emotion [right arrow] behavior

Manifestation Reciprocation Actor's behavior [right arrow] other's behavior

Angry behavior or words provoke

response

Emotional contagion

Shift in goals

To Reduce the Likelihood of Affective Conflict,

a Group Leader Can Emotion Reduce causes of unproductive emotion by

specifying acceptable and unacceptable rules

of conduct upfront (e.g., listen to others'

ideas respectfully, without interrupting or

making cynical comments; if you did not

understand, seek clarification but do not use

judgmental or set-up questions; critique ideas

but do not criticize individuals; challenge

others' assumptions but do not challenge their

integrity, intelligence, or motives; R. A. Baron,

1988; Fisher, Uri, & Patton, 1991; Maier, 1963;

Tjosvold, 1993) and by discouraging undesirable

behaviors throughout the process (e.g., Maier,