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Important developments in this area include Sheppard's (1984) framework for classifying the interventions of third parties into the conflict process, and more complex analysis of the goals of conflict management (e.g. Thomas, 1982; Sheppard, 1984).
- Vol. 13, No. 3, May, 1992 of Journal of Organizational Behavior on Jstor
Journal of Organizational Behavior aims to report and review...
- Vol. 13, No. 3, May, 1992 of Journal of Organizational Behavior on Jstor
Unlike conflict behavior, conflict management encompasses cognitive responses to conflict situations, which can vary from highly competitive to highly cooperative. Conflict management does not necessarily involve avoidance, reduction, or termination of conflict.
31 Δεκ 2002 · Eighty-five managers and employees in six State Owned Enterprises in South China described concrete incidents when they avoided conflict and responded to specific items to measure the prior...
1 Δεκ 2015 · This entry illustrates how scholars describe the nature of conflict avoidance and what research shows as to the effects of conflict avoidance on conflict resolution, individual well-being, and relationships.
Although there is no absolute right or wrong way to handle a conflict, there are five predominant styles of conflict management, which are competing, avoiding, accommodating, compromising, and collaborating. In the STLC model of conflict the steps in conflict are: Stop, Think, Listen, and Communicate.
1 Ιουν 2016 · The results of structural equation modeling and mediation analysis show that in particular uncertainty avoidance and long-term orientation influence preferences for the conflict handling styles of compromising, obliging, and integrating through emotional intelligence.
The different articulations of these two dimensions, self-interest, and interest of the other, gave rise to five strategies for conflict management: integrating, dominating, obliging, avoiding, and compromising.
