scholarly journals Handling conflict at work

2015 ◽  
Vol 26 (1) ◽  
pp. 25-43 ◽  
Author(s):  
Jocelyn J Bélanger ◽  
Antonio Pierro ◽  
Barbara Barbieri ◽  
Nicola A De Carlo ◽  
Alessandra Falco ◽  
...  
Keyword(s):  
Conflict Management ◽  
Soft Power ◽  
Design Methodology ◽  
Management Strategies ◽  
Need For Closure ◽  
Organizational Setting ◽  
Cognitive Closure ◽  
Content Type ◽  
Constructive Solution ◽  
Need For Cognitive Closure

Purpose – This research aims to explore the notion of fit between subordinates’ need for cognitive closure and supervisors’ power tactics on organizational conflict management. Design/methodology/approach – Two-hundred and ninety employees drawn from six different Italian organizations were recruited for the purpose of this study. Findings – Results indicated that high-need-for-closure subordinates utilized more constructive (solution-oriented) conflict management strategies when their supervisors relied on harsh power tactics, whereas low-need-for-closure subordinates were more inclined to use solution-oriented conflict management strategies when their supervisors relied on soft power tactics. Additionally, results indicated that, overall, supervisors’ use of harsh power tactics increased subordinates reliance on maladapted (control-oriented) conflict management strategies, but even more so for subordinates with low need for cognitive closure. Originality/value – This study highlights the importance of supervisor–subordinate fit to understand conflict management in organizational setting.

Audit management, need for closure and detection of misstatements

2019 ◽  
Vol 9 (2) ◽  
pp. 237-250
Author(s):  
Mojtaba Safipour Afshar ◽  
Omid Pourheidari ◽  
Bakr Al-Gamrh ◽  
Asghar Afshar Jahanshahi
Keyword(s):  
Financial Statements ◽  
Mediating Effect ◽  
Financial Statement ◽  
Need For Closure ◽  
Certified Public Accountants ◽  
Cognitive Closure ◽  
Content Type ◽  
Need For Cognitive Closure ◽  
Audit Firms ◽  
Audit Management

Purpose The purpose of this paper is to study whether diverting auditors to erroneous accounts leads to higher effectiveness and detection of errors. Also, this paper investigates the effect of the need for cognitive closure of auditors on audit effectiveness and detection of errors in the presence of audit management. Design/methodology/approach The authors used a financial statement containing a diverting statement and several errors for measuring audit management and used a survey to measure auditors’ need for closure. Research sample consisted of 79 independent auditors having above three years of audit experience. The set of financial statement and questionnaire (measuring the need for closure of auditors) was given to auditors and they had enough time to fill them. Findings Results show that diverting auditors to accounts containing error does not lead to higher effectiveness and detection of errors. Also, auditors need for closure character does not affect their effectiveness and detection of errors in the financial statements. Practical implications Diverting auditors to erroneous accounts leads to higher detection of earning management. With this regard, the results increase the awareness of auditors that diverting auditors away from important errors to easy-to-detect erroneous accounts leads to their belief of achieving the audit objectives by detecting phony errors and misstatements. In other words, the results alert auditors of managers’ techniques of audit management. Originality/value This study contributes to the literature on audit management and need for cognitive closure of auditors in Iran’s audit environment and introduces these concepts to this environment. The paper will be of value to Association of Iranian Certified Public accountants to include stricter measure in appraisal of audit firms’ quality and educate its participants about audit management and mediating effect of the need for closure of auditors on the detection of errors and misstatements in financial statements.

Elephants in the room

Facilities ◽  
2015 ◽  
Vol 33 (5/6) ◽  
pp. 412-423
Author(s):  
Bert Smit ◽  
Roy C. Wood
Keyword(s):  
Design Methodology ◽  
Management Strategies ◽  
Environmental Design ◽  
Human Dimensions ◽  
Facilities Management ◽  
Content Type ◽  
Direct Relevance ◽  
Management Concepts ◽  
Key Issues ◽  
Conceptual Paper

Purpose – This paper aims to develop an understanding of the potential for application of facilities management concepts and principles in the context of the “zoo sector”. Design/methodology/approach – The paper is a conceptual one and begins with a narrative designed to provide sufficient background to understanding key issues relevant to the practice of facilities management in zoological and similar institutions, including the implications of conservational/scientific and display imperatives of zoological facilities for facilities management. We then consider how these issues can be worked through in the context of four broad dimensions of facilities management: strategies for the management of stakeholder behaviour (non-human animals, personnel and visitors); building and environmental design (including space usage); safety, security and health; and “miscellaneous” services. The paper concludes by providing a provisional framework for further research into facilities management in the zoo sector. Findings – As a conceptual paper, there are no empirical findings. Conceptually, the paper offers an initial and simple framework for interpreting the possible application of facilities management in zoological and related facilities. Originality/value – In a search of the two principal journals in the field of facilities management, nothing could be found of direct relevance to the management of facilities in zoological and similar organizations. This paper is thus a singular contribution to the field. Conceptually, the authors attribute neglect of the topic to the distinctive traditions in the study of facilities management, which, at the risk of caricature, emphasise either the pre-eminence of a building and building services approach to facilities management, or an approach which is almost exclusively focused on the “human” dimensions to the discipline.

The effect of task conflict on outsourcers’ long-term orientation toward suppliers: the moderating role of formal control and Chinese guanxi

2019 ◽  
Vol 35 (2) ◽  
pp. 260-269 ◽  
Author(s):  
Shuting Li ◽  
Mark H. Haney ◽  
Gukseong Lee ◽  
Mingu Kang ◽  
Changsuk Ko
Keyword(s):  
Conflict Management ◽  
Design Methodology ◽  
Manufacturing Firms ◽  
Task Conflict ◽  
Content Type ◽  
Formal Control ◽  
Negative Effect ◽  
Moderating Role

Purpose This paper aims to investigate the antecedents of manufacturing firms’ long-term orientation towards their suppliers in the context of outsourcing relationships in China. Design/methodology/approach Based on survey data collected from 224 manufacturing firms in China, this study examines the hypothesized relationships. Findings The results show that task conflict has a negative effect on long-term orientation, both Chinese guanxi and formal control are useful governance mechanisms to enhance long-term orientation, and the negative effect of task conflict on the long-term orientation weakens as Chinese guanxi between a manufacturer and its supplier increases. Originality/value This study contributes to a better understanding of conflict management in outsourcing relationships in China.

The role of cultural diplomacy in nation branding

2016 ◽  
Vol 48 (2) ◽  
pp. 80-85 ◽  
Author(s):  
Brian J. Hurn
Keyword(s):  
Soft Power ◽  
Design Methodology ◽  
Cultural Diplomacy ◽  
Good Practice ◽  
Training And Development ◽  
Nation Branding ◽  
Critical Examination ◽  
Content Type ◽  
Practical Implications

Purpose – The purpose of this paper is to emphasise the importance of effective cultural diplomacy in increasing influence abroad, both commercially and politically. It covers the institutions used to advance cultural diplomacy and focuses on their use in nation branding as a form of “soft power”. Design/methodology/approach – Review of the various key institutions involved, with examples. Findings – Increasing use of cultural diplomacy by companies and nations to enhance their profile to assist in gaining competitive advantage in exports, foreign trade, attracting inward investment and tourism. Emphasises its value and methods as an important part of training and development. Research limitations/implications – Selective review of recent good practice. Practical implications – Highlights key areas of success and also examines areas where success has been tempered by altered circumstances at a later date. Originality/value – The review is backed by critical examination and analysis of the recent use of institutions involved.

How the Chinese really negotiate: observations from an Australian-Chinese trade negotiation

2017 ◽  
Vol 38 (6) ◽  
pp. 38-46 ◽  
Author(s):  
Rod McColl ◽  
Irena Descubes ◽  
Mohammad Elahee
Keyword(s):  
Conflict Management ◽  
Global Economy ◽  
Participant Observation ◽  
A Priori ◽  
Management Strategies ◽  
Trade Agreement ◽  
Trade Negotiation ◽  
Content Type ◽  
Negotiation Strategies ◽  
Management Approaches

Purpose Previous research suggests that negotiation style and conflict management strategies are influenced heavily by cultural factors. In the case of the Chinese, findings have largely produced stereotypical views about their behavior, but the authors argue that this position is becoming increasingly blurred in the global economy. Design/methodology/approach Data were collected using participant observation during negotiations of a free-trade agreement between China and Australia followed by in-depth interviews with Chinese delegates. Findings Consistent with Confucianism and a Taoism-based value system, there was evidence of strong cultural influence on conflict management approaches. Two a priori Chinese strategies were evident – avoidance and accommodating, with five tactics. However, contrary to previous research, the authors found use of two conflict management strategies normally associated with a western approach – competing and compromising, with five associated tactics. Practical implications Chinese negotiators are knowledgeable and capable of adopting western negotiation strategies and tactics. The authors advise managers involved in international negotiations with Chinese managers to be cautious when relying on historical stereotypical assessments and to think differently about the emerging Chinese negotiator. Originality/value Few published negotiation studies involve real negotiations based on actual observations, particularly in an international setting. Contrary to many published studies, we demonstrate that conflict management approaches used by Chinese negotiators have evolved into a blend of traditional Chinese and western styles.

VocaLink wins gold for outstanding people practices

2014 ◽  
Vol 22 (4) ◽  
pp. 4-7
Keyword(s):  
Employee Engagement ◽  
Design Methodology ◽  
Management Strategies ◽  
Induction Programs ◽  
Payment Systems ◽  
Leadership And Management ◽  
Content Type ◽  
International Payment ◽  
The Uk ◽  
Practical Implications

Purpose – This paper aims to observe that strong policies on employee engagement helped the UK and international payment-systems provider VocaLink to introduce organizational change smoothly and win Investors in People (IiP) gold for its human resource (HR) practices. Design/methodology/approach – This paper describes the company’s HR policies and the advantages they bring. Findings – The authors explain that to achieve Investors in People gold, the company should exceed the benchmark for a number of assessment categories including: business and people strategies, leadership and management strategies and effectiveness, involvement and empowerment, reward strategies, performance measurement and continuous improvement. Practical implications – It is revealed that the company has strong induction programs, listens to feedback and puts a lot of energy into ensuring that leadership across the business is organized in a way that both deliver the corporate message and develop teams. Social implications – This paper contends that by offering a great place to work where people can grow and develop, VocaLink can recruit and retain great staff. Originality/value – This paper describes an organization where people are enthusiastic about the potential of the business and the opportunity it offers to further improve processes and relationships.

CSR Implementations in refugee education: the case of Syrians in Turkey

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ulaş Sunata ◽  
Alper Cezmi Özdemir
Keyword(s):  
Soft Power ◽  
Design Methodology ◽  
Secondary Data ◽  
Multiple Sources ◽  
Content Type ◽  
Refugee Education ◽  
National Education ◽  
Turkish Government ◽  
Global Increase ◽  
Corporate Social

Purpose Global governmentality to deal with refugee crises and related cohesion problems suggests the private sector’s activation. The purpose of this study is to theoretically understand this preference together with the global increase of corporate social responsibility (CSR) and empirically access the CSR implementation in Turkey by focussing on government policy towards refugee education for Syrian children in Turkey. Design/methodology/approach This study offers insights into the picture of CSR implementation in Turkey deriving from an analysis of secondary data, obtained from multiple sources. This analysis is examined in the context of refugee education with the position of Turkish Government. Findings This study reveals an increase of the private sector’s role in refugee education at the global level by CSR implementations besides privatization of national education. It determines Turkish CSR picture is still developing, but bodies of Turkish government persisting its “soft power” are seen as CSR projects’ indispensable partner. It discusses the meaning of digital solutions in refugee education and attempts at using technological innovations to supply language training in the CSR context. Originality/value Although plenty of research has been conducted on the refugee education, CSR in the countries faced with large refugee influxes has not received enough attention in the literature. This study attempts to fill the gap in literature dealing with CSR implementations in refugee education. It also contributes to the understanding of the Turkish context of CSR.

Forty years of conflict: the effects of gender and generation on conflict-management strategies

2019 ◽  
Vol 31 (1) ◽  
pp. 1-16 ◽  
Author(s):  
M. Afzalur Rahim ◽  
Jeffrey P. Katz
Keyword(s):  
Conflict Management ◽  
Management Strategies ◽  
Analysis Of Covariance ◽  
Interactive Effects ◽  
Content Type ◽  
Negotiation Theory ◽  
Face Negotiation ◽  
Female Employees ◽  
Face Negotiation Theory ◽  
Over Time

Purpose Previous studies examining the relationship between gender and conflict-management strategies have generally reported weak or inconsistent results. This paper aims to study extends past research by examining the main and interactive effects of gender on conflict-management strategies over time. The authors propose that conflict-management strategies commonly employed in the workplace are impacted by worker gender as predicted by face negotiation theory and vary over time based on the “generation” of the worker. Design/methodology/approach To test the study hypotheses, a field study was conducted to assess main and interactive effects of gender and generation on the five strategies for conflict management: Integrating, obliging, dominating, avoiding and compromising. Questionnaire data were collected over four decades (1980s-2010s) from employed students (N = 6,613). Data analysis was performed using a multivariate analysis of covariance. Findings The results suggest female employees consistently use more noncompeting strategies (integrating, obliging, avoiding and compromising) than male employees and male employees consistently use more competing strategy (dominating) than female employees. All the main and interaction effects were significant. Research limitations/implications While this study involved primarily students in the USA studying management at two major public universities, there may be implications for a more global population of workers. However, the results support the notion advanced by face negotiation theory that men will generally seek to save face while women will generally avoid conflict in consideration of others. Practical implications This study demonstrates that workers employ different conflict-management strategies over time and the use of certain strategies varies by gender. An implication of this study is the need to regularly reassess selection, training and evaluation processes for managers. In addition, supervisors should encourage employees to enhance the effective use of cooperative (integrating, obliging and compromising) strategies and focus on specific situations when uncooperative strategies (dominating and avoiding) may be needed. Originality/value By using face negotiation theory as the organizing framework to examine changes in conflict-management strategies over time, this study contributes in a substantial way to the understanding of how gender and generation interact to influence the selection and use of conflict-management strategies in the workplace.

Reflections on the COVID-19 pandemic's human challenges

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Crisis Management ◽  
International Business ◽  
Design Methodology ◽  
Management Strategies ◽  
Content Type ◽  
Attitudes And Practices ◽  
Social Trends ◽  
Self Interest ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This viewpoint paper examines COVID-19's impact in international business attitudes and practices, namely: revisiting and intensifying power imbalances, shifts to greater national protectionism, and company crisis management strategies during the pandemic. Links between COVID-19, trade, poverty, and human rights are also considered. The authors report that COVID-19 has aggressively intensified pre-existing social trends like the concentration of wealth and power, and the dominance of large businesses and big tech. The devastation of economies in developing countries has revealed how dependent they are on trade with wealthier countries and multinational companies, who can sever their loyalty mercilessly out of self-interest. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Re-positioning workplace aggression interventions: a violence framework

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kathy Sanderson
Keyword(s):  
Conflict Management ◽  
Partner Violence ◽  
Design Methodology ◽  
Workplace Aggression ◽  
Organizational Responses ◽  
Content Type ◽  
Power And Control ◽  
Management Perspective ◽  
And Control ◽  
Primary Contribution

Purpose This paper aims to investigate the socio-psychological systems in organizations that structurally support workplace aggression. Design/methodology/approach Using both a structural and contextual model of intimate partner violence (IPV), the factors supporting workplace aggression were analyzed. The narratives were provided from the participants’ lived experiences of workplace aggression, producing clear indications of where formal and informal power reside. Findings The methods of power and control used by workplace perpetrators parallel those illustrated in IPV. The inaction of management and the lack of social support enabled informal power asymmetries and the organizational norm of silence. The findings have implications for how workplaces view and intervene in relationship-based violence. Originality/value Workplace aggression has been studied from a conflict management perspective, without exploring the components that enable and support organizational abuse. As a result, organizational responses to workplace aggression have failed to address the complex relationship-based components and consequences. The primary contribution of this study is the disruption of the conflict-based perspective of workplace aggression into a more appropriate framework of violence, power and control.

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