Conflict Management Styles and Personality Attributes of the Southeast Asian School Managers

2012 ◽  
Vol 3 (1) ◽  
Author(s):  
Fructuoso C. Baliton
Keyword(s):  
Conflict Management ◽  
Educational Administration ◽  
Correlation Method ◽  
Southeast Asian ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Significant Relationships ◽  
Personality Attribute ◽  
Area Of Concern ◽  
Descriptive Survey

School managers have to manage conflict in a way that most benefits the organization and do the least harm to conflicting parties (Gannon 1979). A manager brings his people and personality to his office. This theory signifies the indispensability of one’s personality to a leader’s performance in his official job (Davis and Newstrom 1995). This descriptive survey-correlation method of research tried to find out which conflict management styles relate significantly to the personality attributes of the Southeast Asian school managers. The findings may serve as a feedback as to how this group of school managers manages conflict in certain situations and as a partial basis for assessment to determine their conflict management styles and personality attributes. The result indicated non-significant differences between their conflict management styles used in each of the five areas of concern which was established based on the computed value of the Phi-Coefficient since there were only two conflict management styles expressed by them in each area of concern namely, Integratingand Forcing. Point-Biserial Correlation Coefficient resulted to significant relationships between their conflict management styles and personality attributes since conflict management styles of Executive Position and Career have significant relationships with Selfesteem and Risk taking personality attributes.   Keywords - Conflict management, personality attribute, educational administration, organizational conflict, and organizational management.

scholarly journals Relationship Between Teachers’ Workplace Friendship Perceptions and Conflict Management Styles

2019 ◽  
Vol 12 (9) ◽  
pp. 42
Author(s):  
Necati Cemaloğlu ◽  
Ayhan Duykuluoğlu
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Data Collection ◽  
Conflict Management ◽  
Management Style ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Organizational Variables ◽  
Workplace Friendship ◽  
Descriptive Survey

It can be put forward that workplace friendship has impact on some organizational variables such as organizational commitment, job satisfaction and intentions to leave the job (Morrison, 2005, pp. 152-153). The preferences of the employees can also be influenced by their perceptions about workplace friendship. In this study, it was aimed to find out the predictive levels of employees’ workplace perceptions for their preferences about the conflict management styles. The research was designed as a descriptive survey model. The scales of “workplace friendship” and “Rahim Organizational Conflict Management” were utilized as data collection tools. The correlations among and predictive levels of sub-dimensions of workplace friendship scale for the conflict management styles were analyzed by means of multiple regression analysis. At the end of the analyses, it was found out that the variable of friendship prevalence is a meaningful predictor of conflict management style of integrating, friendship opportunity is a meaningful predictor of compromising style, and friendship prevalence and friendship opportunity variables together are the meaningful predictors of avoiding style.

scholarly journals Exploration of Conflict Management Styles Used by Medical-Surgical Nurses

2018 ◽  
Author(s):  
Michelle Leveillee
Keyword(s):  
Conflict Management ◽  
Interdisciplinary Approach ◽  
Healthcare Setting ◽  
Healthcare Research ◽  
Management Style ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Non Profit ◽  
Surgical Nurses ◽  
Descriptive Survey

Conflict has been pervasive to societies throughout time, has caused power struggles, problems, and competition amongst and between people and groups. Conflict is especially problematic in healthcare. Communication issues may trigger conflict troubles between nurses and physicians. The literature review supported that there is an increased need for collaboration between physicians and nurses, which has been shown to have multiple benefits in regard to patient care, but is also very underutilized in the healthcare setting. The purpose of this study was to explore the conflict management styles of medical-surgical nurses. The Thomas-Kilmann Model of Conflict Management was used to guide this research project. This descriptive survey was disseminated to a medical surgical unit at a local, non-profit hospital, and Level 1 trauma center. Twenty-three nurses completed the survey, a 48.9% response rate. The styles of conflict management that were most utilized by nurses were compromising and accommodation, followed by avoidance. Competition was not utilized at all, and one participant used collaboration and compromising. Collaboration may be the ideal conflict management style, where optimal patient outcomes are the utmost priority and an interdisciplinary approach to teamwork is used. The collaborative style upholds that open, effective communication between the individuals, or parties, leads to everyone expressing their viewpoints, but that the individuals, or parties, come to an agreement on a solution that ultimately benefits the patient. Advanced practice registered nurses play a valuable role in the future of healthcare, research, and micro and macro level policy changes, especially in regard to this subject.

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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