scholarly journals TOWARDS UNDERSTANDING OF WORKPLACE CONFLICT: AN EXAMINATION INTO CAUSES AND CONFLICT MANAGEMENT STRATEGIES

2021 ◽  
Vol 16 (1) ◽  
pp. 7-18
Author(s):  
Dana Egerová ◽  
Lucie Rotenbornová
Keyword(s):  
Content Analysis ◽  
Conflict Management ◽  
Thematic Analysis ◽  
Management Strategies ◽  
Management Styles ◽  
Workplace Conflict ◽  
Conflict Management Styles ◽  
Conflict Situations ◽  
Written Assignments ◽  
Poor Management

Workplace conflict is regarded as a naturally and unavoidably occurring phenomenon in today's organisations. To identify the causes of workplace conflict it is critically important to determine appropriate conflict management strategies and effectively manage conflict. The purpose of this study was to explore causes of interpersonal conflicts between managers and employees and the conflict management styles used to handle these conflicts. A qualitative approach including thematic analysis and content analysis was employed. The thematic analysis was carried out to explore the themes concerning causes of conflicts between managers and employees. The content analysis was used to identify the conflict management styles. The data for both analyses included 47 individual written assignments describing conflict situations between managers and employees. Four general themes including poor management, manager personality, poor communication and differences in views emerged from the thematic analysis. Each theme also encompassed a number of subthemes. The findings of the content analysis showed that fight was the most adopted style used by both male and female managers. The findings also revealed that three styles emerge as the most frequently adopted by employees including avoidance, adaptation, and collaboration. The practical implications and limitations of this study are discussed. Keywords: causes of conflict, conflict management styles, gender, qualitative analysis, workplace conflict

scholarly journals Investigating primary school teachers’ perception of conflict management strategies used by principalsÖğretmen görüşlerine göre ilköğretim okul yöneticilerinin kullandıkları çatışma yönetimi stratejileri

2015 ◽  
Vol 12 (2) ◽  
pp. 1734
Author(s):  
Osman Titrek ◽  
Muammer Maral ◽  
Deniz Barut Kızılkaya
Keyword(s):  
Conflict Management ◽  
Marital Status ◽  
Primary Schools ◽  
School Administrators ◽  
Management Strategies ◽  
Educational Status ◽  
Conflict Management Styles ◽  
Conflict Situations ◽  
Significant Difference ◽  
Descriptive Survey

<p>The purpose of this study is to determine which and how often conflict management strategies are used in case of any conflict situations by school principals attending primary schools. This study aims to identify to what extent the school administrators use the strategies of integration, reconciliation, compromise, domination and avoidance when handling conflicts and whether there are differences based on factors including teacher’s gender, marital status, or whether they assume a role in management, or the rank of their position, their age, educational level and seniority. 300 teachers attending primary and middle schools in Kağıthane, Istanbul were administered the “Conflict Management Styles Survey” as part of the research which was conducted using the descriptive survey model.  The results of the study showed that the school principles use the integration strategy the most; there is no significant difference in the opinions of teachers based on factors such as gender, marital status, management experience, or educational status; there is a significant difference in the feedback on integration and reconciliation strategies based on the factor of rank of position held; and there is a significant difference in the feedback from teachers about integration, avoidance and reconciliation strategies both based on the factor of age and factor of seniority.</p><p> </p><p><strong>Özet</strong></p><p>Bu çalışmanın amacı, ilköğretim okullarında görev yapan öğretmenlerin görüşlerine göre okul müdürlerinin herhangi bir çatışma durumunda çatışma yönetim stratejilerinden hangilerini ne kadar sıklıkla kullandıklarını, okul yöneticilerinin çatışmaları yönetirken tümleştirme, uzlaşma, ödün verme, hükmetme ve kaçınma stratejilerini ne derece kullandıkları, öğretmenlerin cinsiyet, medeni durum, yöneticilik görevi yapıp yapmadıkları, görev yaptıkları kademe, yaş, eğitim düzeyi, kıdem değişkenlerine göre bir farklılık olup olmadığı belirlenmeye çalışmaktır. Betimsel tarama modeli ile gerçekleştirilen bu araştırmada İstanbul ili Kağıthane ilçesindeki ilkokul ve ortaokullarda görev yapan 300 öğretmene “Çatışma Yönetim Stilleri Anketi” uygulanmıştır.  Araştırmanın sonucunda okul müdürlerinin en çok tümleştirme stratejisini kullandıkları, cinsiyet, medeni durum, yöneticilik tecrübesi, eğitim durumu değişkenlerine göre öğretmenler görüşleri arasında anlamlı bir farklılığın olmadığı, görev yapılan kademe değişkenine göre tümleştirme ve uzlaşma stratejilerine ilişkin görüşlerde anlamlı farklılığın olduğu, hem yaş değişkenine hem de kıdem değişkenine göre tümleştirme, kaçınma ve uzlaşma stratejilerine ilişkin öğretmen görüşleri arasında anlamlı farklılığın olduğuna ulaşılmıştır.</p>

Emotional intelligence, conflict management styles, and innovation performance

2015 ◽  
Vol 26 (4) ◽  
pp. 450-478 ◽  
Author(s):  
Su Juan Zhang ◽  
Yong Qiang Chen ◽  
Hui Sun
Keyword(s):  
Emotional Intelligence ◽  
Conflict Management ◽  
Construction Industry ◽  
Management Strategies ◽  
Innovation Performance ◽  
Mediating Effect ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Content Type ◽  
The Relationship

Purpose – This paper aims to investigate the relationship among emotional intelligence (EI), conflict management styles (CMSs) and innovation performance, and test the mediating effects of various types of CMSs. Innovation is playing a more and more critical role in the survival and development of companies. EI is assumed to be an antecedent of employees’ innovation performance. Conflict is an inevitable phenomenon in organizations, and different CMSs have different impacts on individual performance. Design/methodology/approach – Research data were obtained from 159 employees in the construction industry in China. SPSS 19.0 was used to test and verify the hypotheses concerning the relationship among EI, CMSs and innovation performance. The authors also conducted a 500-times bootstrapping to verify the mediating roles of different CMSs. Findings – Results indicate that EI is positively and significantly associated with integrating, compromising and dominating styles, as well as innovation performance in the construction industry. In addition, the integrating style has a significantly positive relationship with innovation performance. This research also confirms the mediating effect of integrating style on the relationship between EI and innovation performance. Practical implications – The authors recommend that managers, especially in the construction industry, who are willing to maintain high levels of innovation performance of employees can provide EI training programs. In addition, to improve innovation performance, companies should provide employees with appropriate training emphasizing the importance of conflict management strategies, especially the integrating style. Originality/value – Limited research has focused on the antecedents of conflict management strategies or the relationship between EI and innovation performance. A framework integrating EI, CMSs and innovation performance is put forward and empirical evidence of the relationship between EI and employees’ innovation performance is provided. This research helps to have a better understanding of the relationship between EI and innovation performance by introducing the integrating style as a mediating variable.

scholarly journals Leader is the person who deals with conflict. Global answers in conflict management.

2020 ◽  
Vol 74 ◽  
pp. 06011
Author(s):  
Csilla Kohlhoffer-Mizser
Keyword(s):  
Decision Making ◽  
Conflict Management ◽  
Dispute Resolution ◽  
Alternative Dispute Resolution ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Conflict Situations ◽  
Management Alternative ◽  
The Individual ◽  
Over Time

Worldwide, leader is the person in an organization who directs, manages and controls at least one person. The purpose of this study is to internationally examine the relationship between leadership decision-making and resolution of conflict. Author is aiming to provide a comprehensive global literature review of leadership decision-making and conflict management. Alternative dispute resolution methods are to support persons and expressly leaders with several levels of conflict solving. Author interviewed leaders through a questionnaire survey how they decide in case of conflict: do they prefer court procedure or the possibilities of alternative dispute resolution? From 124 answers the paper‘s main finding is that leaders prefer alternative dispute resolution if they can choose. Methodology is different regarding the types of leaders from different dimensions, as transformational, transactional, and laissez-faire leader dimensions. This approach treated conflict styles as individual disposition, stable over time and across situations. It is argued and supported by literature that leadership styles or behaviors remain stable over time and are expected to be significantly related to conflict management styles [1]. The Thomas-Kilmann Conflict Mode Instrument (TKI) assesses an individual’s behavior in conflict situations, in which we can describe a person’s behavior along two basic dimensions: (1) assertiveness, the extent to which the individual attempts to satisfy his or her own concerns, and (2) cooperativeness, the extent to which the individual attempts to satisfy the other person’s concerns.

scholarly journals Applying Conflict Management Styles to Resolve Task Conflict and Enhance Team Innovation

2021 ◽  
Vol 5 (5) ◽  
pp. 667-677
Author(s):  
Anh Tho To ◽  
Thi Siem Tran ◽  
Kieu Oanh Nguyen ◽  
Van Trung Hoang ◽  
Kim Phong Thai
Keyword(s):  
Conflict Management ◽  
Structural Equation ◽  
Management Strategies ◽  
Negative Influence ◽  
Equation Model ◽  
Task Conflict ◽  
Management Styles ◽  
Team Creativity ◽  
Conflict Management Styles ◽  
Team Innovation

Task conflicts among group members have a significant impact on team creativity, so it is critical to identify which conflict resolution styles should be used. This paper aims to examine how various conflict management styles influence team creativity via task conflict. The empirical research was conducted using the Structural Equation Model (SEM) for a sample of 257 employees working for Vietnamese organizations. The results show that dominating style increases task conflict while combining and obliging styles reduce it. To take advantage of the creativity-related benefits associated with task conflict, team leaders should develop an open atmosphere that encourages participants' integrating styles, rather than dominating styles. The negative influence of obliging style reflects Vietnamese culture's high collectivism. The study provides various approaches for task conflict management and also highlights the role of controlling task conflicts in enhancing team innovation. It implies that employees will be able to work better as a team in practice if conflict management strategies are used in a flexible manner. It helps them to build a good connection and successfully implement new ideas. Further research should extend the conclusion of this analysis in various contexts to generalize the findings. Doi: 10.28991/esj-2021-01303 Full Text: PDF

scholarly journals Conflict Management Styles of Female Androgynous Supervisor and Subordinate

2015 ◽  
Vol 2 (3) ◽  
Author(s):  
Nehal B. Solanki
Keyword(s):  
Conflict Management ◽  
Sex Role ◽  
Management Strategies ◽  
Residential Area ◽  
Management Style ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Rural And Urban ◽  
Indian Setting ◽  
Rural And Urban Area

The recent trends and challenges have brought dramatic changes in terms of creating virtual workplaces for both men and women. The present study aims to investigate feminine androgynous supervisors and subordinates who belong to rural and urban area and their differences in conflict management styles in work setting, research was conducted on the differences between status, residential area and preferred conflict management strategies. Identify the differences between androgynous female supervisor and subordinates and their adopted to resolve interpersonal conflict. The sample consisted of 220 Organizational androgynous female employees selected randomly from various branches of Rajkot districts. The Bem‟s Sex Role Orientation (BSRO) inventory adapted in Indian setting by Rao, Gupta and Murthy was used to measure gender role. Rahim‟s Organization Conflict Inventory (ROCI-II) was used to measure Conflict management style. The study reflects that significant effect between supervisor and subordinates conflict management styles and there was significant interactional effect of status and residential area.

Young Adult Reports of the Victim–Offender Overlap in Intimate and Nonintimate Relationships: A Nationally Representative Sample

2018 ◽  
Vol 46 (3) ◽  
pp. 415-436 ◽  
Author(s):  
Bruce G. Taylor ◽  
Elizabeth A. Mumford ◽  
Weiwei Liu ◽  
Mark Berg ◽  
Maria Bohri
Keyword(s):  
Conflict Management ◽  
Intimate Relationships ◽  
Verbal Aggression ◽  
Self Control ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Nationally Representative ◽  
High Degree ◽  
Degree Of Overlap

Little is known about the role of conflict management in explaining the victim–offender overlap. This article assesses the victim–offender overlap for adults (18-32) in intimate and nonintimate relationships, covering their relationship with their partner and with friends and acquaintances/strangers. Controlling for conceptually important variables, we explore whether different conflict management styles are associated with a respondent being in the victim-only, offender-only, both, or neither group (separately for verbal aggression, physical abuse for intimate and nonintimate relationships, and sexual abuse for intimate relationships). Data are from a nationally representative panel of U.S. households ( N = 2,284 respondents of whom 871 women and 690 men report being in an intimate partnership). We observed a high degree of overlap between victimization and offending across our abuse measures. We found a range of modestly consistent set of risk factors, for example, conflict management styles and self-control, for the victim–offender overlap for partner and nonpartner abuse experiences.

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