Showing papers on "Conflict management published in 1987"

Starting and Stopping Spontaneous Family Conflicts.

Abstract: This study examines how nondistressed families manage spontaneous verbal conflicts that occur during family dinners in the home. The focus is on who starts the conflicts, how long they are continued, and how they are brought to a close. The involvement of basic family roles (i.e., mother, father, son, daughter) in conflict management is described. Overall, conflict initiation was evenly distributed across family roles. The extension of conflict was constrained by a constant probability of a next conflict move occurring. Most of the conflicts ended with no resolution. Mothers were most active in closing off conflicts.

Conflict at Work: A Materialist Analysis of Workplace Relations

Abstract: The article presents a review of the book “Conflict at Work: A Materialist Analysis of Workplace Relations,” by P. K. Edwards.

Measures of Manifest Conflict in International Joint Ventures

Abstract: The article provides information on a study which examined a research instrument for measuring manifest conflict in multinational joint ventures. The author presents an overview of attempts to test...

The Structure of Conflict

Abstract: Contents: Introduction. Part I: Type I Conflict. Individual Preference. Motivation, Framing, and Classification. Difficulty of Resolving Type I Conflicts. Part II: Type II Conflict. Basic Concepts. Utility, Power, and Fairness. Edgeworth's Economical Calculus. On Constructing Options. The Frontier of Preference. Classification and Difficulty. Election Systems. Summary, Correspondence, Transition. Part III: Type III Conflict. Type III Conflict. Perspective and Conclusions. On Proper Preference Function. On Proper Additive Difference Models.

Small Group Conflict: A Look at Equity, Satisfaction, and Styles of Conflict Management

Abstract: A descriptive study of 71 task-oriented groups was undertaken to assess the relationships among the amount of perceived inequity, group satisfaction, amount of perceived conflict, quality of group outcome, types of conflict and styles of conflict management. Results indicated that inequity was negatively related to the amount of expressed satisfaction with the group and positively related to the amount ofperceived conflict within the group. Inequity was associated more strongly with conflict centered around people than conflict centered around the task. Inequity was least associated with groups not experiencing conflict. In terms of styles of conflict management, groups characterized by integrative management reported less perception of inequity than did groups using an avoidance style. Group satisfaction was found to be negatively related to the amount of conflict experienced. However, the results provided interpretive support for the proposition that group satisfaction is more strongly associated with i...

Small, Task-Oriented Groups: Conflict, Conflict Management, Satisfaction, and Decision Quality.

Abstract: This study focuses on the relationship among amount of conflict experienced, the style of its management, individual satisfaction, and decision quality of small, task-oriented groups. In all, 129 subjects took part in a task requiring a group product. Data suggested that a curvilinear relationship exists between the number of conflict episodes experienced by group members and the subsequent quality of their decisions. The study also found that integrative conflict-management strategies were associated with higher quality solutions than were distributive strategies. Satisfaction was found to be negatively related to conflict. Interaction between number of conflict episodes and management style was discussed in terms of its implications for increasing decision quality and future research.

Psychology: Science and Politics. Theoretical Developments and Applications in a Plural Society

Abstract: Can psychology make a contribution to the resolution of conflicts disturbing our society? What is its status as a science today? Numerous specialities have developed, not all equally well founded scientifically. There has been a shift from a mechanistic to a system-theoretical model of behaviour. The theorems of general psychology are now seen to be reflecting western cultural values and circumstances. We need to search for value-free and culture-free universals, as well as recognize the need for culture-specific constructs. Politically motivated action research is acceptable, provided it does not bias empirical research procedures or declare certain topics taboo, e.g., genetic explanations. Our society needs research into values, aggression, and violence but psychology can be more immediately useful by concentrating on short-term studies of cross-cultural attitude measurement, conflict management, media censorship, leadership development, and early-learning programmes for environmentally disadvantaged ch...

Manifest Needs as Personality Predispositions to Conflict-Handling Behavior

Abstract: This investigation examines manifest needs (affiliation, dominance, achievement, and autonomy) as personality predispositions to conflict-handling behavior. The design of the research represents an improvement over previous studies by utilizing a large heterogeneous sample within a controlled context of conflict introduced via a computerized business simulation. The research findings reveal a relationship between the need for dominance and affiliation and conflict-handling mode preference. These findings have implications for personnel placement and selection, conflict management, and organizational interventions.

The effects of sex of source and target on interpersonal conflict management styles

Abstract: This study investigated the effects of subject sex and target sex on reported conflict management styles. Subjects (n = 147) were instructed to think of either a same‐ or opposite‐sex person while completing the Thomas‐Kilmann Conflict Mode instrument. Results indicated that males were more likely than females to report using a competing style, while females were more likely than males to report using a compromising style. Regardless of their own gender, all subjects were more likely to report using an accommodating style if the target was female. Implications of these findings are discussed.

A Study of Creative Conflict Management and Christian Reconciliation With a Proposed Seminar for Seventh-day Adventist Ministers in the Caribbean and West Indies Unions

Abstract: A STUDY OF CREATIVE CONFLICT MANAGEMENT AND CHRISTIAN RECONCILIATION WITH A PROPOSED SEMINAR FOR SEVENTH-DAY ADVENTIST MINISTERS IN THE CARIBBEAN AND WEST INDIES UNIONS

Conflict Management and Clinical Supervision

Abstract: Conflict is an integral, necessary part of daily life which often fosters aggression, alienation, cessation of routines and habits, discomfort, and hostility. However, it is also possible for conflicts to inspire greater efforts and warmer, stronger interpersonal relationships. Productive conflict management can be accomplished through the education/training of clinical supervisors and supervisees. This paper explores current assumptions concerning conflict and applies them specifically to the supervision process. Theories of conflict, verbal and nonverbal dimensions of intra- and interpersonal conflict communication are discussed. The process of analyzing and working with conflict styles, power, structure, goaL/issues, interventton tactics and techniques is presented.

Dispute Resolution Studies in the Institutions of Higher Learning: an Initial Investigative Study of Professors' Attitudes

Abstract: Conflict is present in all human relationships and societies. Throughout history, fighting has been more notable than peacemaking. Only recently have conflict resolution studies entered the mainstream of academia. Since peace is no longer an option, but a necessity, educators must become actively engaged in promoting the importance of peacemaking skills among their students. In 1986, the National Institute for Dispute Resolution funded a study of conflict resolution in higher education. Results disclosed a proliferation of courses but little about their quality. The present study evaluates the status of alternative dispute resolution (ADR) in the curricula of three major universities in North Texas and compares it with results from four other universities which were reported to have the heaviest concentration of ADR courses. A questionnaire was constructed to collect data in the following areas: place, significance of ADR in contemporary curricula, important factors determining attitudes toward ADR, and expectations/aspirations of faculty concerning teaching of ADR. Using a Likert scale, attitudes toward ADR were measured through regression analysis. Four of seven independent variables (age, sex, political orientation, and ADR training) were significant at jd = .05. Forty ADR-related courses were identified in seven universities. The concentration of ADR courses was management (35%), law (28%), sociology (23%), business (8%), and political science (8%). No courses were identified by anthropology departments. Results also reveal that the older, liberal, female, and ADR-ski lied individuals exhibit more favorable attitudes towards ADR. The study concludes that (a) concentrated efforts should be increased to teach and train educators in ADR, (b) mediation centers should be created on university campuses, and (c) an ADR communications network and data bank should be established among universities in order to allow faculty, students, practitioners, and administrators to share information. A partial list of organizations involved in peace issues and resources for establishment of campus and community-based peace mediation centers are also provided.

A Study of Ability to Choose Appropriate Conflict Behavior Determined by the Relationship Between Locus of Control and Conflict Behavior Styles

Abstract: This Dissertation is brought to you for free and open access. It has been accepted for inclusion in Dissertations and Theses by an authorized administrator of PDXScholar. For more information, please contact pdxscholar@pdx.edu. Recommended Citation Zinkin, Mary H., "A Study of Ability to Choose Appropriate Conflict Behavior Determined by the Relationship Between Locus of Control and Conflict Behavior Styles" (1987). Dissertations and Theses. Paper 335.

Intervention and Cultural Context: Mediation in the US and Norway.

Abstract: Polarizations and conflicts typical of teams in the US and Norway are discussed via a series of cases. It is argued that prescriptions for intervention that ignore culturally-influenced patterns of...

Institutionalizing Conflict Management Alternatives

Abstract: INTRODUCTION In recent years, conflict management alternatives such as joint problem-solving, negotiation and mediation have been utilized in a variety of contexts. For example, representatives from environmental organizations, government, and industry have been involved in negotiations and mediations; some business organizations have pledged to rely upon joint problem-solving and negotiations before going to court in various situations; negotiation and mediation are becoming more commonplace in domestic disputes; and medical professionals, patients and family members have been involved in joint problem-solving regarding appropriate medical care. Proponents of these conflict management alternatives share a frustration with traditional adversarial, often judicially-based methods of dispute resolution. As evidence continues to mount supporting the desirability and efficacy of conflict management alternatives, attention has been drawn to institutionalizing these conflict management innovations. The framework presented in this paper is not definitive; rather, the purpose is to raise key issues and test the utility of diverse literatures. The many environmental examples reflect the author's background in environmental dispute resolution. However, the multidisciplinary literature review permits the presentation of

The American approach to Middle East conflict management

Abstract: Since World War II the United States has progressively become a critical factor in the effort to resolve the Arab-Israeli dispute. Why? How has this role compared to its efforts in other parts of the Middle East, especially vis-a-vis Iran? What do we know about U.S. motivations for becoming engaged in the regional peace process? What can we leam about American attitudes toward conflict resolution in the area from U.S. actions? Of course, the United States is not the only participant in the politics of the area. Decisions by American leaders are influenced by actions of local players (e.g., Sadat's attack on Israel in 1973 and his visit to Jerusalem in 1977; Hussein's cautious approval of the peace process in the 1980's but his failure to enter peace talks; Assad's obdurate opposition to negotiations with Israel; the variations between an Israel led by Begin, Shamir and Peres). Different actions and positions by local leaders result in specific approaches by American administrations. The United States does not control or determine every action taken by its clients, certainly not those of its adversaries. It is not the purpose of this article to examine the dynamics of Mideast politics. Rather, we seek to concentrate on the American approach to conflict resolution, even though we recognize that Washington is not the only relevant factor in regional politics. Americans have long looked to this region with a combination of romanticism and revulsion. The Arabs have simultaneously been viewed with awe and contempt. Biblical influences have led to a fascination with a return of the Jews to Palestine often mixed with a theological and practical concern over the consequences. Whatever sentimental gloss may have been spread over the policy, successive American leaders have been remarkably consistent in their overall objectives:

Why Is Compromise So Favourably Viewed

Abstract: Compromising is represented as an intermediate mode in terms of cooperativeness and assertiveness. However people view compromising as highly cooperative and assertive. Data are reported which sugg...

Conflict Management Program Helps Teens Help Teens

Abstract: However, at Mt. Diablo High School in Antioch, Calif., conflicts have been decreased, behavior throughout campus has changed, and student suspension has been reduced. This improvement can be attributed to a program of Conflict Management Resolution. Conflict Management is a preventive program that utilizes trained student facilitators in resolving conflict between students and student groups on campus, promotes better relations between all groups, and creates an atmosphere of trust and understanding. Students are given the opportunity to seek help from members of a Conflict Management team when problems arise. As a result, administrators spend less time dealing with the problems and there are fewer suspensions. Students

Organizational Behaviour Research in India: A Review

Abstract: The paper defines Organizational Behaviour (OB) and indicates its relevance to management. It briefly describes some global trends in OB. Next, it discusses trends in OB research in India vis-a-vis quantity of OB research, the OB product-mix, shift from academic to socially relevant research, diversity in the use of research methods, and the emergence of Indian OB models. The paper next indicates cumulation in the areas of work motivation, conflict and conflict management, and the management of organizational dynamics. Finally, after noting the achievements of OB research in India the paper identifies several gaps and suggests several directions future OB research should take. In particular, it pleads for a sharper social focus, involving studies of the organizational consequences of major Indian realities and greater priority to the study of strategic organizations and individuals. It suggests greater effort at relating macro-OB variables to micro-OB variables, at relating macro-OB variables with one another, and the examination of a number of under-investigated micro-OB variables. It pleads for much greater use of natural experiments based research, and concludes by listing the sorts of help practitioners want from OB academics.

The group of 77 in UNCTAD : anatomy of a Third World coalition

Abstract: This thesis attempts to evaluate the processes through which members of the Group of Seventy-Seven manage to maintain the coalition. The analysis is concerned with the management of conflict within the Group and the development of cooperative strategies. The analysis focuses on the operation of the Group of Seventy-Seven in the institutional context of the United Nations Conference on Trade and Development (UNCTAD). Part One of the study consists of a detailed account of the origins of the Group of Seventy-Seven. The concrete historical circumstances which gave rise to the formation of the coalition are assessed. Part Two attempts to evaluate the importance of organisational characteristics for the development and maintenance of unity in the Group of Seventy-Seven. We investigate the salience of the UNCTAD framework for the development of persistent patterns of group behaviour. We then examine the creation and development of organisational structures and processes specific to the Group of Seventy-Seven. The transformation of the Group from a highly informal coalition to one with highly developed institutional procedures and the influence of these organisational features on coalition behaviour is analysed. Part Three of the study assesses the extent to which the negotiating positions of the Group of Seventy-Seven are affected by the existence of various cleavages within the coalition. Two detailed case-studies provide the data for an analysis of patterns of conflict and conflict management.