Conflict Management in the Workplace

Conflict is a component of interpersonal interactions, and therefore natural in the workplace. While neither inevitable nor intrinsically bad, conflict is commonplace. Conflicts may arise in different forms, exist between and among different levels of the organizational hierarchy, and involve supervisors, peers, or subordinates, as well as customers, clients, suppliers, and other stakeholders. The central idea of conflict management is that organizations can improve in the way conflict is managed by accepting conflict as part of organizational dynamics and by learning to deal with it effectively and efficiently. Given the ubiquity of conflict, it is perhaps unsurprising that the study of its management and resolution has become a popular topic in the last decades, particularly in the fields of management, human resources, and psychology. The aim of this article is to cover current topics in the area of conflict management in the workplace. To do so, the article is divided into different sections. In the different sections of the article, the reader will find academic sources on conflict and conflict behavior, types of conflict in the workplace at different levels, such as interpersonal, team, and intergroup, and a variety of resolution strategies, particularly negotiation and mediation, covering interventions by supervisors, colleagues, and (internal and external) third parties. Further, studies on the link between diversity, culture, and conflict, mistreatment in the workplace, and conflict in specific contexts, such as family business or start-ups, are presented. This article concludes with a collection of works on conflict management systems and tools to measure and evaluate conflict behavior in organizations. The sections included were chosen given the relevance from an academic point of view as well as from a practitioner perspective, where these aspects all are inevitable parts of the understanding of organizational conflict at different levels of complexity, and from understanding these conflicts and the conflict behavior to third parties. Complexity also adds in specific types, as harassment and bullying, often related to diversity and inclusion in organizations, and in specific contexts, as start-ups or family businesses, both rapidly growing fields of academic interest and of high importance to the global economy. Conflict management should also be understood as a system, as the alignment of different possible actors and interventions is essential for effective prevention and intervention. The article ends giving a closer look at validated instruments of use in research and practice to assess conflict behaviors. Regarding the methodology, a systematic approach was followed to select the works appearing in this bibliography. The following keywords were included in the search: “conflict resolution,” “conflict management,” “workplace conflict,” “conflict resolution,” “relationship conflict,” “leader conflict,” “conflict process,” “interpersonal conflict,” “conflict dynamic,” “negotiation,” and “mediation.” Articles were gathered from the academic databases Scopus and Web of Science, and their titles and abstracts were reviewed against the authors’ selection criteria.

Multi-UAV Conflict Resolution with Graph Convolutional Reinforcement Learning

Safety is the primary concern when it comes to air traffic. In-flight safety between Unmanned Aircraft Vehicles (UAVs) is ensured through pairwise separation minima, utilizing conflict detection and resolution methods. Existing methods mainly deal with pairwise conflicts, however, due to an expected increase in traffic density, encounters with more than two UAVs are likely to happen. In this paper, we model multi-UAV conflict resolution as a multiagent reinforcement learning problem. We implement an algorithm based on graph neural networks where cooperative agents can communicate to jointly generate resolution maneuvers. The model is evaluated in scenarios with 3 and 4 present agents. Results show that agents are able to successfully solve the multi-UAV conflicts through a cooperative strategy.

Threat Effects on Attention Networks in Individuals with a History of Externalizing Behaviors

Research identifying the biobehavioral processes that link threat exposure to cognitive alterations can inform treatments designed to reduce perpetration of stress-induced aggression. The present study attempted to specify the effects of relatively predictable (acute) vs unpredictable (diffuse) threat on two theoretically relevant attention networks, attentional alerting and executive control; and to examine the extent to which aggression proneness moderated those effects. In a sample with high rates of externalizing behaviors (n = 74), we measured event-related brain activity during an attention network test that manipulated cognitive systems activation under distinct contexts of threat (NPU manipulation). The first set of results confirmed that threat exposure alters alerting and executive control. The predictable threat condition, relative to unpredictable threat, increased visual alerting (alert cue N1) and decreased attention (P3) to subsequent task-relevant stimuli (flanker). In contrast, overall threat and unpredictable threat conditions were associated with alerting-related quicker responding and poorer conflict resolution (congruence-related flanker N2 reductions and RT interference). The second set of results indicated that different operationalizations of aggression proneness were inconsistently related to threat-related alterations in cognitive systems. While these results regarding threat-related cognitive alterations in aggression require more study, they nevertheless expand what is known about threat-related modulation of cognition in a sample of individuals with histories of externalizing behaviors.

Support for Conciliatory Policies in the Israeli-Palestinian Conflict: The Role of Different Modes of Identification and Territorial Ownership Perceptions

Understanding people’s attitudes toward conciliatory policies in territorial interethnic conflicts is important for a peaceful conflict resolution. We argue that ingroup identification in combination with the largely understudied territorial ownership perceptions can help us explain attitudes toward conciliatory policies. We consider two different aspects of ingroup identification—attachment to one’s ethnic ingroup as well as ingroup superiority. Furthermore, we suggest that perceptions of ingroup and outgroup ownership of the territory can serve as important mechanisms that link the different forms of ingroup identification with conciliatory policies. In the context of the Israeli-Palestinian conflict, among Israeli Jews (N = 1,268), we found that ingroup superiority, but not attachment, was negatively related to conciliatory policies. This relationship was explained by lower outgroup (but not by higher ingroup) ownership perceptions of the territory. Our findings highlight the relevance of studying ingroup superiority as a particularly relevant dimension of identification that represents a barrier to acknowledging outgroup’s territorial ownership, and is thus indirectly related to less support for conciliatory policies in intergroup conflict settings.

Peacemaking: Conflict resolution using Cool Clues for elementary students

It is recommended that violence prevention interventions start early for students and include conflict resolution education and social-emotional skills training components. Although school-based programs have shown some promise, community-based or out-of-school time programs require more study. A social-emotional learning-focused conflict resolution intervention using role-play and puppetry was implemented in a small afterschool program as an exploratory study. Student participants’ conflict resolution knowledge and after-school teacher observation of their pro-social skill behaviors were assessed pre- and post- program. Although many participants scored high in conflict resolution knowledge pre-program, they appeared to gain some additional knowledge, specifically on disagreements between friends and empathy for other’s feelings. After-school teachers, however, observed no significant overall differences in their pro-social behaviors pre- and post- program. All in all, as an exploratory study, the slight positive changes in knowledge provide data to suggest continuing the curriculum with more emphasis on the weakest topics as well as more role-play or puppet play about friendship and sharing behaviors.

Exploring indigenous conflict resolution mechanisms between the Awi and Gumuz ethnic communities in Zigem Woreda, Ethiopia

Purpose The purpose of this study is to explore indigenous conflict resolution mechanisms for resolving ethnic-based conflicts between the Awi and Gumuz communities in Ethiopia. Design/methodology/approach This study followed a qualitative research approach and it has a case study design that is appropriate to collect in-depth information about indigenous mechanisms of resolving conflicts that arise between Awi and Gumuz ethnic groups. Data were collected through in-depth interviews and document review. Findings The results revealed that the Awi and Gumuz ethnic groups resolve conflict through the elder council or shimigilina. This indigenous mechanism conflict resolution mechanism is well recognized, accepted and respected both by the Awi and Gumuz ethnic groups. Shimiglina has different phases and rituals which are finally concluded by kale-mehala (oath) or promising not to take revenge and harm. The Awi and Gumuz ethnic groups view shimigilina as a vital and effective conflict resolution mechanism. Practical implications This study clearly indicated important implications for policy, practice and future research. The Awi and Gumuz communities have used the elders’ council (shimiglina) to solve ethnic-based conflicts for a long time. Therefore, there should be policy frameworks at different levels (national, regional and local) for the integration of the elders’ council with the formal justice system. Put in other words, this indigenous conflict resolution mechanism should be properly organized and institutionalized. However, a comprehensive study should be conducted to understand how to organize and institutionalize this indigenous conflict resolution mechanism. Originality/value This is an original study that contributes to peacebuilding by discovering the role of indigenous knowledge in conflict resolution and peacebuilding.