On page 278 of the textbook the author alerts that the elements distinctiveness, consistency, and consensus should be taken in consideration before drawing conclusions about determined situation. However, people not always seek these three elements before coming to their own conclusions. In the situation illustrated on box 10.2, Marie suggests that “the women feel excluded from certain activities and processes, both at work and outside of work.”
In order to identify these three elements, first, we would need to know if the actor (Marie) always has attitude with the entity (John). This is called distinctiveness. Marie believes that none of the other guys excluded women at work before John’s arrival; second, it is important to know how often Marie has this behavior with John. This is called consistency. Women have been excluded at work and outside work for the last six months; and finally, we would need to know if everyone acts rudely with Marie. This is called consensus. Apparently Marie feels that the other men in the group only exclude women because John encourages them to do so.
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Attribution theory would suggest that when in a conflict individuals try to present the other person as the one to blame or at least mostly to blame. The box on the next page in the text, 10.3, on attributional biases presents seven that are particularly relevant to conflict communication. The fundamental attribution error is the most common and causes problems such as labeling and creating defensiveness. I suspect one reason individuals attempt to blame others for causing or starting a conflict is that in the dominant U.S. culture, conflict indicates problems and organizations want to present a problem-free image. In addition, as I've blogged about elsewhere, individuals receive little training in conflict management so often don't have the skills to productively manage it.
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