Dissertations / Theses: 'Conflict Management Styles'

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Ng, Peng Man. "Conflict management styles and trust." Thesis, University of Macau, 2006. http://umaclib3.umac.mo/record=b1637049.

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Plaatjes, Carlton Henry. "Assessing conflict and management interventions." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1018930.

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Human resource management, or people management, is concerned with the philosophies, policies, programmes, practices and decisions that affect the people who work for an organisation. The various people management functions are aimed at helping the organisation achieve its strategic goals and as such are an integral part of the management process. People management consists of several aspects and sub-divisions of which pro-active conflict handling and management is one and which is also the subject of this study. The objective of this study was to assess causes of conflict and interventions and styles of conflict management in the workplace. Workplace politics, change management, diversity, cultures and religious views are but a few major sources for the emergence of conflict. We are currently in the era of fast change or more aptly put “hyperchange” and conflict is inevitable and management styles can also create and/or escalate conflict situations including, the composition of diversity in the workplace. This adds to the new challenges of management. Organisations in this decade need to acknowledge that their management styles of days gone by are not relevant anymore and one must understand to recognise conflict and resolve it in an appropriate manner. This study assessed the major causes of conflict in the workplace and whether the managerial style of managers and management interventions impacts on the overall conflict situations experienced by staff members in organisations in Cape Town and Windhoek. It also gave an indication if interventions and conflict management training/programmes are in place or used, if at all. Sometimes conflict is resolved successfully or unsuccessfully and what impact it has on the managers, his/her staff and colleagues and the organisation as a whole. This can have a detriment impact on the business and the culture within the organisation and which could result in or give rise to high labour turnover, underlying unhappy staff and disempowerment of managers and staff and poor production and service levels.

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Connelly, Lawrence R. Jr. "Conflict management styles of a selected group of Pennsylvania superintendents and their board presidents' perceptions of their conflict management styles." Youngstown State University / OhioLINK, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=ysu996604977.

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Lee, Chung-on, and 李松安. "Conflict managements styles and emotional intelligence of staff in theproperty management industry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B44400913.

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Al-Sabah, Fahd. "An empirical investigation of Middle East conflict management styles." Thesis, Brunel University, 2015. http://bura.brunel.ac.uk/handle/2438/14587.

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This study investigates preferred conflict management styles in order to explore how conflict is dealt with in a particular cultural/geographical context (i.e. the Middle East), as culture is one of the factors, which affects management style, whether in a conflict situation or any other situations. Upon researching the literature in the area of conflict management styles in the Middle East it has been found that there is no published research for the region and specifically on the cultural issues. Therefore, this research study has taken a step forward in exploring how and in what ways, the conflict management styles of those individuals (e.g. employees) in Kuwait (a culture/context within the Middle East) may or may not be similar or different to those described in studies carried out in other cultures/contexts. The research explores the different conflict management styles used in Kuwait, which is approached by simulating the application of different conflict situations in Kuwaiti business context and explores the negotiation and application of conflict management styles applied. The use of the Thomas Kilmann Conflict mode Instrument (TKI) to gather research data helped in understanding the different conflict management styles used. The TKI is an extensively validated instrument used in the field to highlight the different ways of how people handle disputes and its effects on the dynamics of individuals and teams. This study attempts to make its contribution to knowledge in the field of conflict management styles in that (a) it assesses Kuwaiti conflict management styles, and (b) It studies the effects of the process of the different conflict management styles and its outcomes in resolving these conflicts in the Kuwaiti Business culture.

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Motsiri, Tlhatswane Martha. "The correlation between the principal's leadership style and the school organisational climate / Tlhatswane Martha Motsiri." Thesis, North-West University, 2008. http://hdl.handle.net/10394/1860.

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This study sets out to investigate how conflict is managed at schools. The literature review clearly indicated the complexity of the management of conflict in school organisations. Schools, by virtue of being social organisations aiming at providing education services to learners, cannot thrive under conditions of dysfunctional conflict. However, it is also clear that not all conflict is bad and can be functional in school improvement and renewal. The most important aspect pertaining to conflict in schools, is that it must be managed. This actually implies that conflict has to be managed from its sources, apparent or potential and that, this must involve a process that ranges from conflict diagnosis to school organisational learning and effectiveness. This clearly relates to all types of conflict and includes, conflict resolution, prevention and management. The empirical study established that school principals largely used the dominating and avoiding styles of handling conflict. The variance between categories of responses indicated that conflict handling styles were used contingent on situational conditions. To this end, it was found that educators from big schools showed statistically significant differences with educators from small schools in so far as principals' conflict handling styles are concerned. Based on this finding and nothwistanding the results of the frequency analysis which generally indicated almost equal responses in terms of the agree and disagree responses, it was concluded that the dominating and avoidng styles, and to an extent, the compromising styles were used predominantly in the surveyed schools. The study thus recommends that peer group and needs-specific capacity building programmes for school principals should be initiated so as to expose principals to conflict management learning experiences from practice, and in relaxed atmospheres facilitated by peer coaching and mentoring. Keywords: conflict; conflict management; conflict management styles, conflict theories, conflict models; conflict resolution; organisational conflict
Thesis (M.Ed. (Education Management))--North-West University, Vaal Triangle Campus, 2008.

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Horrocks, Amanda Marie. "Financial Management Practices and Conflict Management Styles of Couples in Great Marriages." DigitalCommons@USU, 2010. https://digitalcommons.usu.edu/etd/733.

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This study presents findings on the financial management practices and degrees of conflict of couples in great marriages. Qualitative data from a national sample of couples in great marriages were collected using a 31-page questionnaire. Of the 81 couples who responded, 40 fit the criteria for this study in that they discussed their level of agreement about financial issues in marriage. Their responses were coded to discover which financial topics are pervasive and whether or not couples agreed over these topics. Responses about conflict were also analyzed to determine the degree of agreement between spouses in different categories. Findings from this research suggest that even couples in great marriages disagree over different financial topics to varying degrees of agreement. Implications of the research are also discussed.

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Corn, Shekinah. "Superiors’ Conflict Management Behaviors and Its Relationship to Their Level of Communicative Competence." University of Akron / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=akron1357603526.

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Brown, Aaron M. "Examining the relationship between Jungian personality types and conflict management styles." Scholarly Commons, 1995. https://scholarlycommons.pacific.edu/uop_etds/2286.

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The purpose of the examination was to investigate the relationship between Jungian personality types (introversion, sensing, thinking, and judging) and individual's choice of different interpersonal- conflict management styles (avoiding, competing,--accommodating, compromising, and collaborating). The five conflict modes were defined according to the two basic behavioral dimensions of assertiveness and cooperativeness (Thomas, 1976). Also investigated was the possible relationship of gender with personality type and conflict management styles. Two-hundred and twenty-seven subjects completed two questionnaires, the Keirsey Temperament Sorter (KTS) and the Rahim Organizational Conflict Indicator-11 (ROCI-II), to measure personality type and conflict management styles, respectively. Results indicated that introversion was positively related to avoiding and negatively related to collaborating. Thinking was negatively related to avoiding, accommodating, collaborating, and compromising. Conversely, thinking was positively correlated with competing. Gender type was found to have significant correlations with the variables. Females had a significant positive correlation between avoiding and introversion and a negative correlation between collaborating and introversion. accommodating and collaborating were negatively related with thinking, while competing was positively related to thinking. A significant positive correlation for males was found between introversion and avoiding. Negative correlations for males were found for sensing and compromising, and thinking and accommodating. The results suggest that basic psychological predispositions may influence the choice of conflict management styles. Moreover, the results provide an indication of the usefulness and potential of the five-category representation of conflict handling modes and the Jungian personality dimensions in documenting and explaining psychological bases of interpersonal conflict. These results are in partial agreement with previous research.

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Werawat, Wanasiri McCarthy John R. "Interpersonal conflict handling styles of private vocational school principals in Thailand." Normal, Ill. Illinois State University, 1995. http://wwwlib.umi.com/cr/ilstu/fullcit?p9633405.

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Thesis (Ph. D.)--Illinois State University, 1995.
Title from title page screen, viewed May 18, 2006. Dissertation Committee: John R. McCarthy (chair), Larry D. Kennedy, George Padavil, William Tolone. Includes bibliographical references (leaves 99-106) and abstract. Also available in print.

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Clements, Alyssa. "Generation Me: Millennial Intercultural Sensitivity and Conflict Management Styles in the Group Setting." Thesis, University of Oregon, 2017. http://hdl.handle.net/1794/22291.

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The Millennial Generation is a young generation now required to effectively and efficiently navigate the cultural diversity that they encounter in various group settings throughout the United States. Research has examined conflict management styles and intercultural sensitivity, but few studies have investigated these two concepts specifically within the Millennial Generation. The purpose of this study is to fill the gap that exists in the current literature through an examination of the relationship between intercultural sensitivity and conflict management styles within the Millennial Generation in a hypothetical intercultural group setting. The results from 221 participants indicate that positive and negative relationships exist among the dimensions of intercultural sensitivity and conflict management styles, Millennials show a preference for conflict management styles that reflect a concern for self, and Millennials report high Interaction Confidence and low Respect for Cultural Difference. Limitations and directions for future research are also discussed.

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Polat, Mustafa. "Conflict Management And Effective Communication: Types Of Conflict Confronted And The Skills, Needs, And Att,tudes Of Students In Handling Conflicts." Master's thesis, METU, 2009. http://etd.lib.metu.edu.tr/upload/3/12611421/index.pdf.

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This study examines and analyzes conflict management and effective communication from several complementary perspectives. The purpose of the study is to identify common types of conflicts that learners confront in the process of EFL learning
to examine and analyze EFL learners'
own strategies to deal with conflicts based on the conflict handling modes in the process of EFL learning
to find out their needs in terms of effective communication skills necessary to manage conflicts
and to analyze their attitudes toward conflict management learning and their needs for conflict management strategies. In order to achieve this aim, a survey research is preferred and the quantitaitve data gathered through the questionnaires were supported with the qualitative data obtained from the interivews with participants EFL learners. In the questiionnaire, there were two parts. The first one was a demographic inventory designed to gather the demographic characteristics of the participants. In the second part, four sub-sections were desgined: (1) a rank answer questionnaire to identify common types of conflicts that learners confront in the process of EFL learning
(2) a slightly adapted, Likert scale questionnaire which was translated to Turkish by Gü
mü
seli (1994) from the Rahim Organizational conflict Inventory II (ROCI II) to identify EFL learners'
conflict management strategies
(3) another Likert scale questionnaire to find out their needs in terms of effective communication skills necessary to manage conflicts
and (4) an alternative answer questionnaire to analyze learners'
attitudes toward conflict management learning and their needs for conflict management strategies. The result of these questionnaires were analyzed by SPSS 15.0. This data gathering instrument was implemented on 339 students at the preparatory school TOBB University of Economics and Technology. Data gathered from 171 students from the same school were used for the piloting of the stduy. The data gahthered from 339 students at ETU Preparatory School represented the results of the main study. In analyzing the data, descriptive statistics as frequency, percent, average, and standard deviation and inferential statistics as ANOVA was used. As the second scale of the current study, semi-structered interviewsw were conducted with 12 students studying at the same university. The results of the interviews were analyzed through content analysis. The results of the study revealed that there is a relationship between EFL learners'
conflict managament strategies, need for effective communication skills, and their gender, scholarship status, last school graduated, and duration of study at a particular university. Additionally, the study displayed that students confornt various types of conflict and they need to learn conflict management skills and effective communication skills to deal with conflicts successfully.

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Copley, Rachel D. "Conflict management styles a predictor of likability and perceived effectiveness among subordinates /." Connect to resource online, 2008. http://hdl.handle.net/1805/1662.

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Thesis (M.A.)--Indiana University, 2008.
Title from screen (viewed on Aug. 13, 2008). Department of Communication Studies, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Kim White-Mills, Catherine A. Dobris, Ronald M. Sandwina. Includes vita. Includes bibliographical references (leaves 55-66).

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Al-Hamdan, Zaid. "Conflict management styles used by nurse managers in the Sultanate of Oman." Thesis, De Montfort University, 2008. http://hdl.handle.net/2086/4110.

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The purpose of this study was to explore the conflict management styles used by nurse managers in the Sultanate of Oman. Statistically significant differences related to demographic variables, including age, gender, nationality and educational level were examined, as well as years of experience as registered nurse or nurse manager and years in the current post. An approach combiniJ:1g quantitative and qualitative methods was employed to obtain a more precise and complete view of conflict management styles used by nurse managers from different levels, nationalities and genders with different nursing qualifications working in the same environment. /' A total of 271 nurse managers participated in the quantitative part. They completed a form adapted from ROCI II (Rahim,1983). Three focus group interviews were conducted in three hospitals involving twenty nurse managers at first and middle levels from different nationalities. Percentage, means, standard deviations and nonparametric tests were used to analyse the quantitative data. The results of this study indicate that nurse managers use different styles of conflict management, although there were differences in the choice of styles according to gender, nationality, nursing education, nursing management level and marital status. In addition to the five styles, the outcomes of the focus group interview discussions ' showed that nurse managers manage conflict by reporting it to a higher authority in order to avoid confrontatjon. The discussions provide explanations for the choice of styles used by nurse managers. The results show that the nurse managers' styles depend on the other party's position and gender; the majority of the participants agreed that age, years of experience, gender and nursing education played a role in conflict management style. This study has implications for nurse managers, health policy makers, nursing educators and human resource departments in the nursing profession.

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Steurenthaler, Jochen, and Lieshout Sjors van. "Effective Multi-Cultural Project Management : Bridging the gap between national cultures and conflict Management styles." Thesis, University of Gävle, Department of Business Administration and Economics, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-131.

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This study identifies the competencies needed by a multi-cultural project manager, and investigates a potential link between conflict management styles and national culture. It takes as its base the assumption that cultural differences are demonstrated during conflict, and may in fact be the cause of the conflict. As a result, the manager of a multi-cultural project team must be able to manage conflict constructively in order to realise the full potential of the team.

The research begins by reviewing literature on project management, national culture, and conflict. A survey was performed on over 60 individuals from various cultural backgrounds, to analyse patterns in their methods of handling conflict. The study shows that there is in fact a link between different cultures and different management styles.

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Mitchell, Andrea Lauren. "Conflict Management Styles and Aggressive Communication in Email: An Examination of Organizational Interactions." University of Akron / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=akron1333835520.

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Zinkin, Mary H. "A Study of Ability to Choose Appropriate Conflict Behavior Determined by the Relationship Between Locus of Control and Conflict Behavior Styles." PDXScholar, 1987. https://pdxscholar.library.pdx.edu/open_access_etds/335.

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Two major theoretical controversies were addressed in this study: (1) whether conflict behavior can best be explained by personal characteristics or by situational characteristics and (2) whether there is one best way to handle conflict or several effective ways depending on the situation. Specifically, it explored the relationship between locus of control (internal, powerful others, chance) and conflict behavior (nonconfrontation, solution-orientation, control) in situations where choosing each of these strategies was regarded most appropriate. The study gathered data relevant to four questions: (1) Is there a relationship between an individual's conflict behavior style and personal characteristics such as feelings of power and control? (2) If there is a relationship, does it affect one's choice of conflict behavior in particular situations? (3) Can situations be defined so that a particular conflict behavior could be considered effective and therefore most appropriate? (4) Are all individuals equally disposed to choose the effective conflict behavior in the situation? Characteristics were defined by this researcher forming the basis for regarding choice of a particular conflict strategy as most appropriate in the situation. Conflict situations incorporating those characteristics were then developed and pretested for use in administering the Organizational Communication Conflict Instrument (OCCI) (Putnam & Wilson, 1982). Four conflict situations were used. Levenson's I, P, and C Locus of Control Scale (1973) and Putnam & Wilson's OCCI (1982) were administered to 163 undergraduates at Portland State University. Females comprised 63% of the sample, males--37%. Results of canonical correlations indicated that "powerful others" locus of control orientation was related to choice of nonconfrontation conflict behavior. Multivariate analysis of variance results indicated that the situation, sex, and locus of control variables account significantly for differences in choice of conflict behavior. The Newman-Keuls procedure revealed an unexpected outcome; all subjects reflected a significant tendency to choose the appropriate behavior in the situation. The findings of this study suggest that conflict behavior can be explained by both personal characteristics and situational characteristics. The study also provides evidence that there is not one best way to handle conflict across all situations, supporting a contingency approach to interpersonal conflict.

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Tribolet, Jamie Corbett 1951. "Interpersonal conflict styles of adult children of alcoholics and adults from non-alcoholic families." Thesis, The University of Arizona, 1988. http://hdl.handle.net/10150/558082.

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Rezayat, Maryam. "Conflict Management by Fathers and Sons: A Qualitative Analysis of Korean Americans." Wittenberg University Honors Theses / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=wuhonors1338493557.

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Van, Duser Trisha Lynn. "Chief Student Affairs Officers in 4-Year Public Institutions of Higher Education: An Exploratory Investigation Into Their Conflict Management Styles and Praxis." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3199/.

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This study investigated the conflict management styles of chief student affairs officers in 4-year public institutions of higher education in the Southern Association of Colleges and Schools. The data for the study were collected using Hall's Conflict Management Survey. The sample for the study consisted of 25 chief student affairs officers. The purpose of the study was to identify the conflict management style preferences of chief student affairs officers. The other variables studied to ascertain if they had an impact on the style preferences were age, gender, number of years of experience as a chief student affairs officer, ethnicity, and the size (enrollment) of their employing institution. The study found statistically significant associations (p<.05) between ethnicity and conflict management style, specifically the synergistic and win-lose styles, and between the synergistic style and age. The association between ethnicity and conflict management style could be attributed to the fact that the Caucasian group of chief student affairs officers comprised 66.7 % of the synergistic styles and 100 % of the win-lose styles. The association between the synergistic style and age could be due to the fact that the majority of the chief student affairs officers had a synergistic style, and of that group, 66.7 % were in the 50-59 age range. No statistically significant associations were found for correlations between conflict management style and gender; conflict management styles and number of years of experience as a chief student affairs officer; or conflict management styles and size (enrollment) of their employing institutions. The lack of significance shows that there are no associations between the conflict management styles of chief student affairs officers stratified according to gender, number of years of experience, and size (enrollment) of their employing institutions.

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Morita, Hideto. "Conflict management styles of Americans and Japanese within close friendships: differences and intriguing similarities." Thesis, University of Hawaii at Manoa, 2003. http://hdl.handle.net/10125/7112.

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The present study was designed to investigate cultural and gender influences on conflict management styles in close friendships. An interaction between culture and gender on the selection of the conflict strategies was also examined. The conflict styles were classified into integrating, obliging, dominating, avoiding, and compromising styles. This study employed a 2 x 2 factorial design for data analysis. Subjects were 76 American and 101 Japanese college students. They were given a conflict scenario and asked to rate scales measuring conflict styles. The instrument was based on Rahim's Organizational Conflict Inventory-II (ROCI-II). The results showed that there was significant cultural effect on the dominating and obliging styles; Americans reported the use of significantly higher degree of these two styles than Japanese. The significant gender effect on the dominating style was also found; males used this style significantly higher than females. Moreover, significant interaction between nationality and gender appeared on the integrating and dominating styles; Japanese females scored higher on the integrating style, and American males scored higher on the dominating style than other groups. It is believed by many scholars that there is a direct interaction between cultural values and communication behavior. However, this study also revealed that there were more similarities than differences between Americans and Japanese in conflict management styles with their close friends. For example, both groups reported that the integrating and compromising styles were preferable strategies for managing conflict within close friendships.
vii, 50 leaves

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Xu, Ling. "Sustaining satisfactory performance in joint ventures : the antecedents of IJV performance and the role of conflict resolution styles." HKBU Institutional Repository, 2002. http://repository.hkbu.edu.hk/etd_ra/458.

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Simmons, Cheryl Lynn. "Managers' and non-managers' conflict resolution styles: The effect of gender role." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1396.

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Babasa, Bernadette Maria. "Conflict management styles and personality: The effects of dominance at the individual and group level." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1259.

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The data for this study was collected by the use of the Manifest Needs Questionnaire, Jackson's Personality Research Form, and the Thomas-Kilmann MODE Instrument to assess dominance at the individual and group levels.

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Qian, Yiheng. "Project management conflict handling styles in China-American joint ventures company a cross-cultural comparison /." Thèse, [Rimouski, Québec] : Université du Québec à Rimouski, 2006.

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Thèse (M. Sc.) - Université du Québec à Rimouski, 2006.
Titre de lʹécran-titre (visionné le 26 avril 2007). Mémoire présenté à l'Université du Québec à Rimouski comme exigence partielle du programme de Maîtrise en gestion de projet. Comprend un résumé en français. CaQRU CaQRU CaQRU Bibliogr.: f. 126-131. Paraît aussi en éd. imprimée. CaQRU

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Bartlett, Michelle Elizabeth. "Workplace incivility and conflict management styles of community college leaders in the nine mega states." Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1247508407/.

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Galanes, Gloria J. "The effect of conflict expression styles on quality of outcome and satisfaction in small task-oriented groups /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487260531954303.

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Liu, Jingting, and Yiming Xu. "How to manage conflicts : An exploratory study of managers’ conflict management styles in cross-cultural workplace through the lens of Cultural Intelligence." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39708.

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Background: As the globalization process advances, cross-cultural workplaces become prevalent among organizations. The culture diversity could be beneficial, but could also pose challenges for managers. Managers have to adopt effective conflict management style to handle conflicts in cross-cultural workplaces. Cultural intelligence (CQ), a relatively new model, has been studied in order to shed the light on conflict management styles by some researchers. Problem: Previous studies have shown that CQ could be an influential factor for individuals’ conflict management styles. However, existing studies were conducted in a few countries with quantitative data to demonstrate the relationship. The in-depth understanding of how managers actually in cross-cultural workplaces handle conflicts, through the instrumentality of CQ model, appears to be lacking in Scandinavian countries. Purpose: The thesis primarily aims to explore if and how CQ could facilitate managers construct effective conflict management style in cross-cultural workplaces in Sweden. Method: Via qualitative approach, the in-depth understanding between conflicts, conflict management styles and CQ were gained through eight semi-structured interviews with managers and following content analysis Conclusion: The primary conclusion is that CQ plays a role in influencing managers to adopt an effective conflict management style. Managers’ CQ can be reflected in a cross-cultural interaction through good communication and open-mind, which consecutively facilitates the integrating conflict management style (the effective style).

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Garrick, Marcia Gregor. "Elementary Teachers' Perceptions of Their Instructional Styles in the Teaching of Conflict Resolution." PDXScholar, 1990. https://pdxscholar.library.pdx.edu/open_access_etds/1132.

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In order to assess current practices in the teaching of conflict resolution, this study examined (through survey methods) the perceptions of teachers in three Oregon school districts of similar size regarding the techniques they use to teach conflict resolution skills to their students, teachers' perceptions of the frequency of the use of those techniques, and teachers' perceptions of the effectiveness of those techniques. This study also compared the responses of teachers in school districts which provided teachers with staff development for the teaching of conflict resolution with the responses of those teachers from districts without that staff development. In addition, the survey examined the impact of cooperative learning on the teaching of conflict resolution. Data were reported in terms of frequency distribution, Spearman Correlation analysis, Chi Square, and Phi Correlations. The results indicate that elementary teachers use a wide variety of techniques to teach students how to get along with one another. Although they favor certain techniques, they do not use one technique to the exclusion of another. The hypothesis that demographic criteria may be linked to teachers' responses to the use of certain techniques was also rejected. Comparisons between responses of teachers from districts which supplied staff development for the teaching of conflict resolution and responses from teachers from districts which did not do so are inconclusive. Possible reasons may stem from different but, perhaps, equally enriching programs for the teaching of conflict resolution. Cooperative Learning is not primarily used as a method to teach conflict resolution. Those who use it, however, indicated that they saw increased conflict resolution skills as a by-product of that teaching method. The data gleaned in this survey would indicate that the following be considered when implementing a program for the teaching of conflict resolution: Conflict is a natural state which accompanies change and can act as a constructive force. Conflict in the classroom can provide a creative tension which helps to inspire problem-solving. Well-handled conflict can have benefits for increasing student motivation and may result in higher achievement and greater understanding of the subject. Conflict itself may prove to be an effective component of specific lessons. One apparent advantage to teaching appropriate use of conflict resolution is that if students know from their own experience that social relations need not be adversarial and that they can share power without losing influence, children may be better prepared to grow as global citizens.

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Husseini, Zeinab, Jasmin Högberg, and Larglinda Kutllovci. "Ledarskap och konflikthantering : ledares sätt att hantera konflikter." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-975.

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Bakgrund: Konflikter är ett fenomen som förekommer i alla kontexter där individer integrerar med varandra. Konflikter har alltid funnits men synen på konflikter samt hur det hanteras har förändrats genom tiden. Konflikthantering är en viktig del i ledarskapet och är en av de viktigaste och centrala uppgifterna för en ledare. De flesta ledare ser konflikthantering som problematiskt eftersom de tycker att det är jobbigt och obehagligt att hantera konflikter på grund av rädslan för individernas reaktioner. Tidigare forskning har visat att det finns ett samband mellan ledarskap och konflikthanteringsstrategier men det finns fortfarande en kunskapsbrist inom området. Syfte: Syftet med studien är att förklara om det finns ett samband mellan det situationsanpassade ledarskapet och konflikthanteringsstrategierna samt om sambandet kan ge ledare större möjlighet att hantera konflikter framgångsrikt. Metod: Denna studie har en kvalitativansats, där semistrukturerade intervjuer har genomförts med två organisationer, där en butikschef och tre medarbetare i respektive organisation intervjuades. Resultat: Denna studie har kommit fram till att det finns ett samband mellan det situationsanpassande ledarskapet och konflikthanteringsstrategier. Genom att kombinera stilarna i det situationsanpassade ledarskapet med konflikthanteringsstrategier och med hänsyn till både medarbetares och ledares åsikter kan rätt konflikthanteringsstrategi väljas, vilket också kan främja individernas utveckling.
Background: The phenomenon conflict occurs in every context where individuals integrate with each other. Conflicts have always existed but the way we see and manage them have changed through time. Conflict management is an important part of leadership. Most leaders believe conflicts are a problematic issue that is difficult to manage, because of the fear of the consequence that may appear. Previous research has shown that there is a correlation between leadership and conflict management but there is still a lack of knowledge in the field. Purpose: The purpose of this study is to examine if there is a correlation between the situational leadership and conflict management strategies and if it can provide leaders with greater possibilities to handle conflicts successfully. Method: This study has a qualitative approach where semi structured interviews with two organizations were made, with both of the store manager and three employees in each organization. Results: The results of this study have shown that there is a correlation between the situational leadership and conflict management strategies. Through combining the styles of the situational leadership with conflict management strategies and with regard to both employees and managers opinion and behavior can a suitable strategy be adopted, which can encourage individual growth.

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Nordström, Johannes, and Irene Andersson. "Don't get angry now, but you're fired! : A qualitative study on leadership and managers' view on conflict in correlation with notice of dismissal." Thesis, Umeå University, Umeå School of Business, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-26077.

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The organization leader has a big role when a conflict occurs. It is essential that the leader has some kind of conflict management to solve the problem with minimal harm for the company and its employees, for even the employees who are not directly involved can be negatively affected by the conflict. To avoid any negative and destructive outcomes the leader has to find to solve the issue in the best way possible for all involved.

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Venter, Jaco. "The nature of conflict within an engineering company in the North West Province / Jaco Venter." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1236.

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Anderson, Jennifer, and Helena Sahlberg. "Den emotionella intelligensens betydelse för konflikthantering hos studenter." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-31731.

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Sambandet mellan emotionell intelligens och konflikthantering är ett relativt outforskat område, framför allt inom universitetsmiljö. I denna studie utreds huruvida nivån av emotionell intelligens har någon betydelse för preferens för olika konflikthanteringsstilar. Mätinstrumenten “The Assessing Emotion Scale” och “ The Dutch Test for Conflict Handling” användes på 100 studenter för att bedöma graden av emotionell intelligens och valet av konflikthanteringsstil. Varken emotionell intelligens eller konflikthanteringsstil var med säkerhet statistiskt signifikant beroende av kön totalt sett, däremot fanns ett starkt samband mellan “Samverkan” och “Kompromiss” till nivå av emotionell intelligens, framför allt hos kvinnor men inte hos män. Resultaten av denna studie visade att sättet att lösa konflikter inte är könsberoende utan tycks vara mer relaterade till individuella egenskaper hos varje person. Dessutom tycks personer med högre grad av emotionell intelligens föredra “Samverkan” och “Kompromiss” i konflikter.
The relationship between emotional intelligence and conflict management is an area, which is relatively poorly researched especially in a university environment. In the present study, the effect of level of emotional intelligence on preference for varying styles of conflict management is investigated. The research instruments “The Assessing Emotion Scale” and “The Dutch Test for Conflict Handling” were given to 100 students in order to assess level of emotional intelligence and preference for conflict management style. Results indicated that neither level of emotional intelligence nor conflict management styles were statistically significantly influenced by gender. A strong association between “Problemsolving” and “Compromising” to level of emotional intelligence was seen in women. In men, this association was not seen. The results of this study indicate that styles to resolve conflict were not directly gender related, but rather related to the qualities shown by each individual. Additionally, individuals with a higher level of emotional intelligence preferred “Problemsolving” and “Compromising” in conflict management.

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Putman, Paul G. "Virtual Simulation in Leadership Development Training: The Impact of Learning Styles and Conflict Management Tactics on Adult Learner Performance." Cleveland State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=csu1337256873.

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Bwowe, Patrick W. "An investigation into the conflict management styles used in organisations with special reference to some organisations in the northern region of the Eastern Cape Province." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/103.

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common and in most cases unavoidable. Because of this, it has become critical for managers to start evaluating the styles they use in managing conflict and to assess the implications of these styles to the benefits and costs of conflict. In order to meet this challenge, managers must understand the nature, sources and the outcome of conflict. It is by reflecting on the above, that managers may become more informed about the right conflict management approach to apply. This research deals with an investigation into the conflict management styles used by managers in organisations. It seeks to identify the styles currently used and to establish whether there is any correlation between these styles and the conflict management styles identified in the literature survey. The study targeted six health institutions in the Northern Region of the Eastern Cape Province. Findings from the literature study revealed two main approaches to managing conflict. These were: the Resolution and the Stimulating approaches. Five conflict management styles were identified when the resolution technique is used. These included: Collaboration, Avoidance, Accommodating, Compromise and the Dominating styles. Five approaches for stimulating functional conflict in organisations were also identified.They included the following: use of programmed conflict, manipulation of communication channels, encouraging competition among employees, encouraging the use structured debates and changing the organisational structure and culture. A research questionnaire and personal interviews were used for collecting data. The Questionnaire sought to establish the conflict management styles currently used in organisations while the interview’s aim was to probe deeper and to establish the participants’ view of the factors which determine one’s preferred conflict handling style and also to assess to what extent managers understand contemporary approaches to managing conflict such as conflict stimulation. The study revealed that the conflict management styles used by managers are similar to those identified in the literature review. It also emerged that managers are not very knowledgeable about the view of managing conflict by stimulating it. This highlighted the importance for further research into managing conflict by means of the stimulation approach.

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Powell-Bennett, Claudette. "The influence of culture on conflict management styles and willingness to use mediation: A comparative study of African Americans and Afro-Caribbeans (Jamaicans) in South Florida." Thesis, NSUWorks, 2017. https://nsuworks.nova.edu/shss_dcar_etd/79.

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Conflict management style preference and use of mediation within the Black population in the United States (US) is not well understood. The purpose of this study is to find out if there is a significant difference in conflict management style preference and use of mediation by African Americans and Afro-Caribbean (Jamaicans) living in the United States. Based on Hofstede's theory of individualism-collectivism cultural orientation, the US culture emphasizes individualism while Jamaica’s culture emphasizes collectivism. Responses were collected from 108 African American and Jamaican respondents anonymously, of which 96 were deemed usable. The Rahim (1983) Organizational Conflict Management Style Inventory was used to collect data on the five styles and was analyzed with the appropriate statistic test. A thematic analysis was used to analyze the text-based data gathered from the two open-ended questions at the end of the survey. The thematic analysis revealed two major themes: personal and workplace relationship conflict situations. It is recommended that future study includes three groups of Blacks instead of two groups. The preferred conflict management style from the combined group result is the compromising style. A significant difference was found in the obliging and compromising conflict management styles between African Americans and Jamaicans. No significant difference was found between the groups’ conflict management style and willingness to use mediation. The open-ended questions and individual textual description of conflict experience and willingness to use mediation were used to clarify the quantitative results and provide a better understanding of the similarities and differences among people of African descent from different cultural orientations.

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Livers, Allan Fleming. "A correlational study of dimensions of organizational conflict, management styles, and burnout among directors of special education in Virginia." W&M ScholarWorks, 2003. https://scholarworks.wm.edu/etd/1550154118.

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Havenga, Werner. "Comparative analysis of conflict dynamics within private and public sector organizations / Werner Havenga." Thesis, North-West University, 2004. http://hdl.handle.net/10394/508.

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In South Africa, private and public sector organizations have been experiencing conflict at an increasing rate during the past few decades and especially the last ten years. The prominence and high level with which conflict is regarded in this new democracy has made the study of this phenomenon more relevant. Especially within business organizations, between individuals, groups, and at management level, the influence of transformation and affirmative action has steadily affected interpersonal and intergroup relations. This situation makes it more difficult to handle or to manage. The lack of knowledge experienced in many business organizations causes mismanagement of conflict which eventually (directly or indirectly) affects the productivity of the employee corps and subsequently, the effectivity or profitability of the organization. The objective of this study was to establish by means of a comparative theoretical and empirical analysis, the nature, causes and handling/ management styles of conflict within a public and a private sector organization. Being respectively non-profit and profit driven organizations and having introduced affirmative action and transformation at different degrees, it was possible to evaluate the effect with regard to conflict. The research method followed in this study was both qualitative and quantitative. In the first five chapters a theoretical, qualitative approach was applied. Different theories of conflict, from the classical, neo-classical to modern systems, were analysed in order to establish sources of conflict. From this discussion, an analysis of conflict which was viewed by the theories of both Karl Marx and Ralph Dahrendorf to be a social interactive process characterized by force, strife and animosity, was accepted to form the basis of the study regarding the sources of conflict. Departing from this basis the various concepts of conflict as developed in the literature were studied in a comparative way. This was followed by a comparative analysis of conflict handling processes for which an adapted conflict process model was presented. The elements of this model form the core research of this study. Analysis of three key conflict handling style models (Thomas-Killman, ROC-II and CMS) were consequently compared to decide which one would be the most suitable for the empirical survey. The second part of this study consisted of a quantitative comparison of causes, handling styles and manifestation of conflict on an interpersonal basis within a local authority and an agricultural company. This was done by means of questionnaires containing designed variables obtained from the qualitative section of the study and a standardized section borrowed from Rahim's ROC-II model questionnaire. The descriptive statistical analysis was done with the SPSS-program in consultation with the STATCON Bureau of the Rand Afrikaans University. The empirical survey validated the viewpoints brought forward in the qualitative part of the study. By way of the results obtained from the analysis, the four hypotheses which were linked to the set objectives of the study were validated. The four hypothesis are: - A significant difference exists with regard to the causes of conflict between a local authority and agricultural organization. - A significant difference exists between employees of the local authority and the agricultural organization's perception of what effect conflict has on them. - A significant difference exists in the frequency with which different conflict-handling styles are used when compared to different background variables in both organizations. - A significant difference exists in the frequency with which different conflict-handling styles are used amongst employees of the agricultural organization and local authority Explicit findings with regard to the literature (qualitative) and empirical (quantitative) study were brought forward, and practical recommendations for management as well as recommendations for further research were made.
Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2005.

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Mao, Yuping. "Does Culture Matter? Relating Intercultural Communication Sensitivity to Conflict Management Styles, Technology Use, and Organizational Communication Satisfaction in Multinationals in China." Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1281741620.

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Earnest, Garee W. "Conflict management styles as reflections of Jungian personality type preferences of the cooperative extension's north central region directors and district directors /." The Ohio State University, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487777901661134.

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Anawalt, Max A. "The Relationship of Leadership Styles, Context, and Outcomes." Scholarship @ Claremont, 2011. http://scholarship.claremont.edu/cmc_theses/215.

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New and experienced leaders sometimes underestimate the importance of the follower and context in their ability to be effective and successful in the long term. During an organization crisis or in a conflict situation, a leaders’ verbal and nonverbal communication behaviors and an awareness of the contextual factors and followers’ feelings involved may contribute more to long-term effectiveness and success more generally than certain characteristics or type of leadership, even if that style is the prevalent model of leadership within the organization. In theory, every leader should benefit from a greater understanding of the evolving study and theory of leadership psychology, but to put the knowledge into practice is a completely different story. This case study depicts some of the new and existing challenges facing leaders today, in hopes that the way in which the information is presented through a story will better help in illustrating the mistakes that all leaders can and do make, so the events and people in the story serve to prevent these mistakes from being made.

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Ramos, Lilian Moura. "A relação entre valores pessoais e estilos de gerenciamento de conflitos." Universidade Presbiteriana Mackenzie, 2013. http://tede.mackenzie.br/jspui/handle/tede/608.

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Made available in DSpace on 2016-03-15T19:26:05Z (GMT). No. of bitstreams: 1 Lilian Moura Ramos.pdf: 1140910 bytes, checksum: 942818557f12082a7ff2f642a9b3c71c (MD5) Previous issue date: 2013-06-20
The way in which people manage conflict in the organizational context has been researched, as well as the antecedents that influence the choice of style of management. This research aimed to identify the relationship between personal values and styles of conflict management, considering values as antecedents. Two dimensions of the poles of values were considered, based on the theory of Schwartz - Openness to Change versus Conservation and Self- Transcendence versus Self-Promotion - as well as four styles of conflict management - Domination, Evasion, Accommodation and Integration - included in the literature according to the theory of Rahim. In order to reach the goal, hypotheses were proposed, which involved the correlation between the values and the styles, as well as the prediction, considering values as independent variables and management styles as dependent ones. The research was characterized as descriptive and referred the quantitative method, by applying two data collection instruments: the Rahim Organizational Conflict Inventory (ROCI-II) and the scale of personal values (PVQ-21). The questionnaire was sent electronically to a non-random sample of 362 respondents from a multinational company in the automotive industry. The data were treated with techniques of correlation and multiple regression. The results indicated that some hypotheses were corroborated in full and others in part, because not all the poles of values became predictors, and some correlations between values and styles had reversed direction to that expected.
O modo pelo qual as pessoas gerenciam conflitos no contexto organizacional tem sido pesquisado, assim como os antecedentes que influenciam na escolha do estilo do gerenciamento. Esta pesquisa teve por objetivo identificar a relação entre valores pessoais e estilos de gerenciamento de conflitos, considerando valores como antecedentes. Foram consideradas as duas dimensões dos polos de valores com base na teoria de Schwartz Abertura a Mudança x Conservação e Autotranscendência x Autopromoção e quatro estilos de gerenciamento de conflitos Dominação, Evasão, Acomodação e Integração presentes na literatura segundo a teoria de Rahim. Para o alcance do objetivo foram propostas hipóteses envolvendo correlação entre os valores e os estilos, e predição, considerando valores como variável independente e estilos de gerenciamento como dependente. A pesquisa caracterizou-se como descritiva e utilizou o método quantitativo, por meio da aplicação de dois instrumentos de coleta de dados: o Rahim Organizational Conflict Inventory (ROCI-II) e a escala de valores pessoais (PVQ-21). O questionário foi enviado eletronicamente a uma amostra não aleatória de 362 respondentes de uma empresa multinacional no ramo automobilístico. Os dados foram tratados com técnicas de correlação e regressão múltipla. Os resultados obtidos evidenciaram que parte das hipóteses foi corroborada integralmente, como no caso do estilo Dominação com os valores Autopromoção e Abertura à Mudança e outras parcialmente, como no estilo Integração com os valores Autopromoção e Conservação, isso porque não foram todos os polos de valores que revelaram-se como preditores, e algumas correlações entre valores e estilos apresentaram sentido invertido ao esperado.

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Grey, Keisha S. "Exploring the Relationship between U.S. Jamaican Immigrants’ Cultural Beliefs and Conflict Management Styles as These Correlations are Related to Their Perceived Job Satisfaction and Job Performance." FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3181.

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Immigrant numbers in developing and first world countries are increasing, and immigrants are bringing with them to the host country their set of attitudes, customs, habits, interests and traditions. Due to this influx of immigrants, conflict situations between employees are on the rise and are more difficult to resolve when compared to conflicts that are within the same cultural groups. If organizations are better able to understand the relationship between the cultural beliefs and conflict management styles of employees, they can help them utilize conflict management styles in specific situations to result in increased job satisfaction and job performance. This collected papers dissertation explored the relationship between U.S. Jamaican immigrants’ cultural beliefs, and conflict management styles related to perceived job satisfaction and job performance. There were two studies completed in fulfillment of this collected papers dissertation. STUDY #1: The purpose of this structured literature review was to systematically examine the literature on conflict management style and perceived job satisfaction and job performance. STUDY #2: The purpose of this cross-sectional, explanatory study was to examine the relationship between the cultural beliefs and conflict management styles of U.S. Jamaican immigrants, and their job satisfaction and job performance in the workplace. Quantitative data were examined in two stages using SPSS 23. In the first stage, descriptive statistics were used. Second, a moderated regression analysis and linear regression were done. It was found in study #1, that the two conflict management styles that were associated with increased job satisfaction and job performance with were integrating and compromising conflict management styles (Zhang et al., 2015). In study #2, it was found that the dominant conflict management style for U.S. Jamaican immigrants was collaborating. However, the only conflict management style that was found to be a significantly positive moderator for the relationship between job satisfaction and job performance was compromising conflict management style. This finding is consistent with the finding from Study #1, where Zhang et al. (2015) found that employees who use compromising conflict management style were more satisfied and had higher levels of job performance.

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Powell-Bennett, Claudette. "The Influence of Culture on Conflict Management Styles and Willingness to Use Mediation| A Comparative Study of African Americans and Afro-Caribbeans (Jamaicans) in South Florida." Thesis, Nova Southeastern University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10623422.

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Conflict management style preference and use of mediation within the Black population in the United States (US) is not well understood. The purpose of this study is to find out if there is a significant difference in conflict management style preference and use of mediation by African Americans and Afro-Caribbean (Jamaicans) living in the United States. Based on Hofstede's theory of individualism-collectivism cultural orientation, the US culture emphasizes individualism while Jamaica’s culture emphasizes collectivism. Responses were collected from 108 African American and Jamaican respondents anonymously, of which 96 were deemed usable. The Rahim (1983) Organizational Conflict Management Style Inventory was used to collect data on the five styles and was analyzed with the appropriate statistic test. A thematic analysis was used to analyze the text-based data gathered from the two open-ended questions at the end of the survey. The thematic analysis revealed two major themes: personal and workplace relationship conflict situations. It is recommended that future study includes three groups of Blacks instead of two groups. The preferred conflict management style from the combined group result is the compromising style. A significant difference was found in the obliging and compromising conflict management styles between African Americans and Jamaicans. No significant difference was found between the groups’ conflict management style and willingness to use mediation. The open-ended questions and individual textual description of conflict experience and willingness to use mediation were used to clarify the quantitative results and provide a better understanding of the similarities and differences among people of African descent from different cultural orientations.

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Vann, Rose Virginia. "A study of the relationship between the preference of conflict management styles, demographics, and selected characteristics of vice presidents of technical institutes in the state of Georgia." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1993. http://digitalcommons.auctr.edu/dissertations/1472.

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The purpose of this study was to determine the relationship between the preference of conflict management styles, demographics, and selected characteristics of Vice Presidents of Technical Institutes in the State of Georgia using a correlational research design. Statistical analysis based on the responses from eighty-seven (87) Vice Presidents, found no significant relationship between the preference of conflict management styles, demographics, and selected variables. However, a significant relationship was found between leadership style and conflict management styles at the .01 level. A significant relationship was found with leadership style and age at the .05 level. These findings have significant implications for further situational leadership development for these leaders.

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Chao, Chin-Chung. "Cultural Values and Expectations of Female Leadership Styles in Non-Profit Organizations: A Study of Rotary Clubs in Taiwan and the United States." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1210672863.

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Paulino, Nuno Miguel Murteira. "Liderança e estratégias de gestão de conflitos." Master's thesis, Universidade de Évora, 2012. http://hdl.handle.net/10174/12368.

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As organizações públicas, como o exército, são hoje concebidas como entidades instáveis e imprevisíveis e o líder, por sua vez, como um actor que tem que gerir conflitos, utilizar o seu poder e trabalhar processos de influência. Neste sentido, objectivou-se estudar o efeito predictivo dos estilos de liderança nas estratégias de gestão de conflitos preferencialmente utilizadas por chefias directas, segundo a percepção dos subordinados. A investigação tem um total de 113 participantes, todos militares. Os dados revelaram o efeito predictivo da liderança transformacional sobre a acomodação e acomodação e da liderança laissez-faire sobre o evitamento, o que indica que a percepção dos subordinados em relação às estratégias de gestão de conflitos preferencialmente utilizadas pela chefia directa dependerá dos padrões comportamentais do líder. Seria ainda pertinente contrastar as percepções dos subordinados com as percepções das suas próprias chefias, para verificarmos até que ponto existe um ajustamento; Abstract: – Leadership and conflict management strategies Today, public organizations, as the army, are conceived as unstable and unpredictable entities and the leader, in turn, like an actor who has to manage conflict, use their power and to work influence’ processes. In this sense, the purpose was to study the predictive effect of leadership styles in preferentially conflict management strategies used by direct supervisors, as perceived by the subordinates. Research has a total of 113 participants, all military. Data showed the predictive effect of transformational leadership on accommodation and collaboration and the predictive effect of laissez-faire leadership on the avoidance, which indicates the perception of subordinates in relation to preferentially conflict management strategies used by direct supervisors will depend of the leader behavioral patterns. It would still be relevant to contrast the subordinates' perceptions with the own bosses’ perceptions, to verify what extent there is an adjustment.

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Lundström, Sara, and Anna Råberg. "“Kan bli för stramt och fyrkantigt” : En enkätstudie om pedagogers upplevelser och erfarenheter av arbetet med konflikthantering i förskolan: tankestilars roll och påverkan kring hur relationer inramas och formuleras." Thesis, Högskolan i Gävle, Pedagogik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29264.

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Konstruktiv hantering av konflikter kan bidra till lärandesituationer. Som en del i att synliggöra det vardagliga arbetet lyfter studien pedagogers erfarenheter och upplevelser kring konflikthanteringsarbetet i förskolan. I en strävan att utveckla både värdegrundsarbete och verksamhet, har det efterfrågats och skett ett sökande efter kunskap och verksamma strategier för att hantera vardagliga konflikter mellan barnen. Konflikthantering utgör dock ett mångfacetterat fält, hanteras och uppfattas på olika sätt, både i arbetslag och verksamhet. Det praktiska arbetet kan därmed upplevas svårt av pedagogerna att orientera sig i och ett helhetsarbete genomsyrar därmed inte alltid verksamheten. Tankestilar är starkt sammankopplade med förhållningssätt vilket bidrar till att styra blicken mot hur arbetet med konflikter bör hanteras. Med pedagogernas blick riktad mot det ”det goda arbetet” kan lätt normer och värden osynliggöras inom verksamheten och påverka vad som blir möjligt för barnen att vara en del av. Studien belyser förskolors olika strategier att hantera konflikter och därmed vilka områden som fokuseras. Utifrån enkäter har pedagogernas svar utgjort en grund för att problematisera vilken roll konflikthantering och användandet av konflikthanteringsmodeller spelar i det relationella vardagliga arbetet -i strävan mot ett demokratiskt klimat och social hållbar utveckling. Resultatet visar att bland annat kunskap, tid och avsaknad av samsyn utgör faktorer som hindrar ett gemensamt arbete med konflikthantering i förskolan. Genom samtal, reflektion, granskning och utvärdering finns dock möjlighet att lyfta olika perspektiv och tankar kring använda strategier och hur de kan anpassas till verksamhetens ständigt reviderade behov. Där motsättningar ges utrymme får tankestilar möjlighet att mötas och utvecklas. Studien belyser därmed vikten av pedagogernas behov av utrymme för att löpande kunna granska och problematisera både förhållningssätt samt val av konflikthanteringsstrategier.

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Henderson, Laura Noelle. "Emotional Intelligence and Conflict Management Style." UNF Digital Commons, 2006. http://digitalcommons.unf.edu/etd/361.

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The relationship between emotional intelligence (EI) and conflict management was investigated using 229 college students and 4 3 participants from organizational settings. A positive correlation was found between emotional intelligence scores and use of the integrating style of handling conflict with one's bosses, one's subordinates and one's coworkers. Of the five styles of handling conflict, emotional intelligence had the highest significant positive relationship with the integrating style; this style is generally considered to be the best approach to handling conflict. High levels of emotional intelligence were associated with high levels of socially desirable responding. Emotional intelligence scores decreased with age, and no significant differences were found between scores for males and females. Regression analysis revealed that the three integrating styles of handling conflict, socially desirable responding, age and years of education explain 24% of the variance in emotional intelligence. A significant positive relationship was found between being happy in the workplace and use of the integrating style with subordinates and co-workers. The findings in this study may be applicable for organizations, in that incorporating programs aimed at increasing employees' emotional intelligence skills may be conducive to a more satisfying work environment, as well as an increase in profitability for the organization.

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Leary, James E. "Conflict management style in selected CBA churches." Theological Research Exchange Network (TREN), 1999. http://www.tren.com.

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Dissertations / Theses on the topic 'Conflict Management Styles'

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