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Journal articles on the topic 'Conflicts in organization'

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Published: 4 June 2021

Last updated: 13 February 2022

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1

KRUMOV, KRUM, SNEJANA ILIEVA, SONYA KARABELIOVA, and LYUDMILA ALEXIEVA. "Conflict Resolution Strategies in the Transition to Market Economy." ANNALS of the American Academy of Political and Social Science 552, no. 1 (1997): 65–74. http://dx.doi.org/10.1177/0002716297552001006.

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One of the most typical characteristics of post-totalitarian societies is the expansion of conflict. In the transition from totalitarianism to democracy, conflict accompanies the changes in all social spheres: politics, economics, culture, personality, and so on. The most dramatic and difficult conflicts to overcome are the economic ones. The conflicts in the economic sphere always emerge, develop, and die away within a given organization. It is precisely the structure and characteristics of the organization that determine the dynamics and the development of the conflict, and it is again the o

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Kilmashkina, T. N., G. P. Lozovizkaja, R. V. Chirkina, and A. V. Degtyarev. "Theoretical Framework of Advanced Training in the Field of Conflict Management in Organization." Психологическая наука и образование 22, no. 6 (2017): 130–40. http://dx.doi.org/10.17759/pse.2017220612.

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In this paper, we consider the theoretical framework for creating an advanced training course for professionals working in various organizations whose functional duties include activities aimed at managing conflict situations occurring within the organization. The article also considers such problem concepts as: essence and causes of conflicts, types of conflicts in the organization; organizational, psychological, sociological and cultural ways of managing conflicts in the organization. The proposed theoretical model of advanced professional training is constructed within the framework of the

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Georgieva, Ivona, and Slavka Georgieva. "Aspects of conflicts within the organization." Vilnius University Open Series, no. 2 (December 5, 2019): 12–18. http://dx.doi.org/10.15388/openseries.2019.18398.

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The article focuses on some of the aspects of conflicts within the organization. Issues leading to conflicts are discussed as an integral part of organizational life. The main types of conflicts are characterized. It is emphasized that regardless of the outcome of the conflict, its consequences have a certain impact and that each organization could benefit even from the conflict. There is no universal way of correct resolution, it depends on the conflict itself, the individual characteristics of each of the team members and, above all, the correct approach of the leaders. Failure to listen and

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Choi, Jae-Won, Keo-Young Song, and Seok-Kee Lee. "The Effect of the Organizational Culture Recognized by Irregular Workers on Job Satisfaction and Organizational Commitment." Restaurant Business 118, no. 2 (2019): 43–50. http://dx.doi.org/10.26643/rb.v118i2.7264.

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Background/Objectives: According to the National Statistical Office's August 2018 「Survey of the economically active population and additional surveys by type of work」, the proportion of irregular workers among all wage earners stands at 32.9 percent. As such, irregular workers play a certain role in various sectors of the corporate organization, but they are a source of conflict within the organization due to treatment inequality and discrimination. Such conflicts within corporate organizations are further cited as causing socioeconomic problems. In this study, we intend to identify the types

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Choi, Jae-Won, Keo-Young Song, and Seok-Kee Lee. "The Effect of the Organizational Culture Recognized by Irregular Workers on Job Satisfaction and Organizational Commitment." Restaurant Business 118, no. 8 (2019): 375–83. http://dx.doi.org/10.26643/rb.v118i8.7714.

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According to the National Statistical Office's August 2018 「Survey of the economically active population and additional surveys by type of work」,the proportion of irregular workers among all wage earners stands at 32.9 percent. As such, irregular workers play a certain role in various sectors of the corporate organization, but they are a source of conflict within the organization due to treatment inequality and discrimination. Such conflicts within corporate organizations are further cited as causing socioeconomic problems. In this study, we intend to identify the types of organizational cultu

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Yıldız, İzlem Gözükara. "The Role of Organizational Learning in Conflict Management." Business Management and Strategy 12, no. 2 (2021): 50. http://dx.doi.org/10.5296/bms.v12i2.18506.

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Conflict is a state of disagreement experienced between two individuals or parties, which can result from many factors. When conflict occurs at organizations, it may lead to many problems such as unaccomplished goals, decreased effectiveness, and low levels of individual and overall performance. However, organizational conflict may positively influence organizations under certain circumstances. The recent literature especially places emphasis on conflict management rather than conflict resolution, as conflicts are likely to enable organizations to enhance their performance and productivity whe

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Gaudine, Alice, Sandra M. LeFort, Marianne Lamb, and Linda Thorne. "Ethical conflicts with hospitals: The perspective of nurses and physicians." Nursing Ethics 18, no. 6 (2011): 756–66. http://dx.doi.org/10.1177/0969733011401121.

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Nurses and physicians may experience ethical conflict when there is a difference between their own values, their professional values or the values of their organization. The distribution of limited health care resources can be a major source of ethical conflict. Relatively few studies have examined nurses' and physicians' ethical conflict with organizations. This study examined the research question ‘What are the organizational ethical conflicts that hospital nurses and physicians experience in their practice?’ We interviewed 34 registered nurses, 10 nurse managers, and 31 physicians as part o

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Khafidz Fuad Raya, Moch. "Resolusi Konflik dalam Institusi Pendidikan Islam (Kajian Empirik dan Potensi Riset Resolusi Konflik)." Jurnal Pendidikan Islam Indonesia 1, no. 1 (2016): 71–85. http://dx.doi.org/10.35316/jpii.v1i1.38.

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Humans as social beings will not escape with a name conflict. Conflict is an essential part of organizational life, conflict is a vehicle for the coloring of life, without any conflict meaningless life. Conflict can cause negative effects for the organization of Islamic education, but conflict can also have a positive impact for the survival of the organization's performance. Through conflict, communication is woven possessed frequency better if conflicts are managed properly, and used as an opportunity to make a change. On the other hand, the conflict if not managed properly, it will have an

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Rao, M. S. "Tools and techniques to resolve organizational conflicts amicably." Industrial and Commercial Training 49, no. 2 (2017): 93–97. http://dx.doi.org/10.1108/ict-05-2016-0030.

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Purpose The purpose of this paper is to offer tools and techniques to resolve organizational conflicts amicably. Design/methodology/approach The paper explains types, merits and demerits of conflicts. It outlines innovative tools and techniques to resolve conflicts. It unveils five conflict management styles. It draws a blueprint to resolve conflicts amicably. Findings It enlightens that conflicts cannot be eliminated in organizations. They can only be minimized if leaders adopt proactive attitude. Practical implications The tools and techniques to resolve conflicts can be applied in any indus

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Ivanova, S., and A. Khlopkov. "Reasons for the Formation of Interview Conflicts in Educational Organization." Bulletin of Science and Practice 7, no. 8 (2021): 325–28. http://dx.doi.org/10.33619/2414-2948/69/37.

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In this article we will consider the problems of the occurrence of interpersonal conflicts in an educational organization, the subjects and objects of interpersonal conflict, and also features of interpersonal conflicts in educational organizations.

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Jones, T. Mary, and K. Prasantha Kiran. "Conflict Management in the Present Scenario." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 6, no. 1 (2017): 1. http://dx.doi.org/10.21013/jmss.v6.n1.p1.

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<div><p><em>Conflict is a very common word in our daily life. There is no place where there are no conflicts. We not only have conflicts with other people we even have conflicts with ourselves. So a quite common phenomenon which if not dealt properly will result in the downfall of oneself, group, organization or a whole nation. The organizational productivity will be affected as conflicts result in reduction of individual productivity. The employees are facing problem in dealing with the day to day conflicts. Thus the conflict management is a much discussed topic in the prese

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Wati, Mega. "Meningkatkan Fleksibilitas Kerj a : Suatu Upaya Menangani Konflik Antar Kelompok di Universitas Kristen Duta Wacana." Jurnal Riset Manajemen dan Bisnis 2, no. 1 (2007): 10. http://dx.doi.org/10.21460/jrmb.2007.21.106.

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Conflicts are inevitable in a work context. Therefore, understanding the causes of conflicts and how to solve them becomes significance for the effictiveness of an organization. Based on a case study at Duta Wacana Christian University (DWCU), this paper focuses on how to solve conflictsby increasing the work flexibility. It will start with a closer look at the theory of intergroup conJlicts and the causes, as well as the interttention technique. Then, moving to the context of an organization, it will describe the sources of conflicts and the common conflict managernent styles in DWCU. Finally

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Damanik, Elsye Rumondang, Damianus Cosmas Bambang Mulyono, Margana Wiratma, and Romanus Ndau. "Berakhirnya Kisah Manis Apple dan Samsung: Mengatasi Konflik Organisasi Eksternal Multidimensional dengan Komunikasi Organisasi Efektif." Humaniora 4, no. 1 (2013): 671. http://dx.doi.org/10.21512/humaniora.v4i1.3476.

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Conflict within an organization could occur in the context of personal communication and group communication. It is not infrequently that multidimensional organizational conflict ultimately affects the performance of a group as a whole. The purpose of this article is to discuss how the role of communication in resolving conflicts organizations external organizations. To focus on the subject matter, the writers conducted a case study discussion by using the concept of multidimensional organizational conflict (implemented in external organizational conflict) in terms of structural, procedural, a

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Dwi Hapsari W, Ellysabeth Ratih. "MANAJEMEN KONFLIK ANTARBUDAYA PADA ORGANISASI INTERNASIONAL." Interaksi: Jurnal Ilmu Komunikasi 6, no. 2 (2017): 11. http://dx.doi.org/10.14710/interaksi.6.2.11-19.

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ABSTRACTCommunicating effectively with people from different cultures in the workplace is very challenging. Barriers to intercultural communication can occur, such as anxiety, roles and norms, beliefs and values, stereotypes and ethnocentrism. These barriers can cause internal conflict within a group of organizations or companies that have employees with different cultures. Internal conflicts that occur will also prevent the organization to achieve its goals. The current issue is how the management of intercultural communication conflicts occurs in international organizations. The purpose of t

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Enehaug, Heidi, Migle Helmersen, and Svenn-Erik Mamelund. "Individual and Organizational Well-being when Workplace Conflicts are on the Agenda: A Mixed-methods Study." Nordic Journal of Working Life Studies 6, no. 1 (2016): 83. http://dx.doi.org/10.19154/njwls.v6i1.4911.

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Previous studies have shown that direct involvement in workplace conflicts may have a significant impact on individual well-being. We used survey and interview data from a large nongovernmental organization (NGO) to analyze both the relationships between direct and indirect involvement in workplace conflicts and individual and organizational well-being. Results show that unaddressed conflicts and nonresponsive or conflict-involved managers are problematic because they fuel already existing conflicts, and also pave the way for new ones. If conflicts are not handled at an early enough stage, the

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Islam, Md Kamrul, and Rezaul Karim. "Causes and Effects of Workplace Conflict in Midland Bank Ltd: A Case Study on Dhanmondi Branch." International Journal of Business and Management Future 1, no. 1 (2017): 32–38. http://dx.doi.org/10.46281/ijbmf.v1i1.112.

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Conflict is one of the major organizational phenomena. Where there is an employee involvement, conflict is obvious to occur. Workplace conflicts happen everywhere and ignoring them can be costly. The objectives of this research are to identify the causes and effects of workplace conflicts and also forecast the ways for the prevention of the occurrence of conflicts in future. A survey was carried out in this regard among the employees of Midland Bank Ltd., Dhanmondi Branch. According to the survey we found that it is the employees’ behavior that causes conflicts in organization. Majority of the

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Mamontova, M., and R. Ashurbekov. "Conflict and Stress Management in the Organization: What is HR Role in Managing This Process." Management of the Personnel and Intellectual Resources in Russia 9, no. 5 (2020): 50–55. http://dx.doi.org/10.12737/2305-7807-2020-50-55.

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The article explores the problem of managing conflicts and stresses in the organization and their impact on the organization. The article studies in detail the causes of conflicts and stress in the organization and the conditions for their prevention. The article also discusses the role of HR in the process of conflict and stress management. Knowledge about the prevention and resolution of the conflict is necessary not only to the head of the organization, but also to line managers, and even ordinary managers. As you know, conflicts and stresses can have not only negative consequences, but als

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Moscona, Jacob, Nathan Nunn, and James A. Robinson. "Segmentary Lineage Organization and Conflict in Sub‐Saharan Africa." Econometrica 88, no. 5 (2020): 1999–2036. http://dx.doi.org/10.3982/ecta16327.

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We test the longstanding hypothesis that ethnic groups organized around “segmentary lineages” are more prone to conflict. Ethnographic accounts suggest that in such societies, which are characterized by strong allegiances to distant relatives, individuals are obligated to come to the aid of fellow lineage members when they become involved in conflicts. As a consequence, small disagreements often escalate into larger‐scale conflicts involving many individuals. We test for a link between segmentary lineage organization and conflict across ethnic groups in sub‐Saharan Africa. Using a number of es

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Taufik, Asep, and Budhi Haryanto. "Analysis of the Influence of Conflict and Mutations on Employee’s Passion." International Journal of Multicultural and Multireligious Understanding 7, no. 9 (2020): 38. http://dx.doi.org/10.18415/ijmmu.v7i9.1898.

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Excellent human resources are the most important assets for the organization. Human resources in the organizations that have high morale can increase work productivity which also affects organizational performance. Employee passion can be increased with the support of a good environment. A good environment can be formed with minimal conflicts that occur and the mutation process is carried out appropriately. This analysis aimed to examine the various previous literatures that discuss the effects of conflict and mutations on work passion. This analysis used the literature study method which note

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Rustam, M. Sayuri. "PENGELOLAAN KONFLIK, PENDEKATAN HUMANISME." Journal Competency of Business 1, no. 2 (2017): 99–114. http://dx.doi.org/10.47200/jcob.v1i2.649.

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Conflicts will always arise in every organization. This occurs because of the different perceptions of each member of the goals to be achieved by the organization, competition and jealousy. The difference in perceptions between these members will bridge the differences in the activity programs that will be carried out by the organization, which in turn will lead to conflicts in the final results achieved. If this happens, the organization will be ineffective. Competition between organizational members is also one of the causes of conflict. Competition carried out in a healthy, honest and

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Sheng, Sixin. "Emotional Conflicts and Coping Strategies: The Case of Life Insurance Agents in China." Copenhagen Journal of Asian Studies 27, no. 2 (2009): 6–39. http://dx.doi.org/10.22439/cjas.v27i2.2526.

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Through analysing Chinese life insurance agents’ emotional conflicts and coping strategies, this study tries to reveal organization and work’s impact on the agents. Because organizational and working rules are often inconsistent with social norms and personal feelings, life insurance agents easily experience negative emotions and conflicts. Various strategies that make efforts to solve this kind of conflict may trigger off some new emotional problems, and they probably make agents’ emotional conflicts worse as well. In a way, emotional alienation has become a necessity for service workers in t

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Guo, Yijia, and Ioana A. Cionea. "“Do it this way, not that way”: An exploration of Chinese workplace conflicts." International Journal of Conflict Management 28, no. 2 (2017): 202–21. http://dx.doi.org/10.1108/ijcma-10-2015-0073.

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Purpose This paper aims to examine the occurrence and management of conflict in Chinese organizations, from an emic perspective. The authors provide an in-depth understanding of Chinese working adults’ lived experiences regarding workplace conflicts. Design/methodology/approach The study is a qualitative one, consisting of open-ended questionnaires administered to 55 Chinese nationals who worked in governmental, public or international organizations in China. A thematic analysis of the answers was conducted. Findings Chinese participants adopted a normative mental model that defined their pref

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Syamsiyatun, Siti. "Conflicts and Islah Strategy of Muslim Women Organization: Case Study of ‘Aisyiyah in Intra and Inter-Organizational Divergence." Al-Jami'ah: Journal of Islamic Studies 58, no. 2 (2020): 355–90. http://dx.doi.org/10.14421/ajis.2020.582.355-390.

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Indonesians have witnessed the rise and fall of women organizations, at both micro and macro levels. In 1928, there were at least thirty women’s organizations from various religious and regional backgrounds, and working on various issues, succeeded in holding the first Indonesian Women’s Congress. But a century later there were only three organizations that survived, one of them is ‘Aisyiyah. This current paper aims at exploring factors that contribute to the survival of the organization from a perspective of conflict resolution; it investigates what strategies they use to address intra and in

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Lalegani, Zeinab, Ali Nasr Isfahani, Arash Shahin, and Ali Safari. "Developing a model for analyzing the factors influencing interpersonal conflict." Management Decision 57, no. 5 (2019): 1127–44. http://dx.doi.org/10.1108/md-08-2018-0857.

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Purpose The purpose of this paper is to develop and analyze a model of factors influencing interpersonal conflicts. Design/methodology/approach This research was conducted using a mixed method approach. In the qualitative study, the conceptual model of the factors affecting interpersonal conflicts was extracted from semi-structured interviews with 17 relevant experts using a theme analysis technique. Then, three hypotheses were developed based on the model and relevant theoretical evidence. Using a researcher-made questionnaire which was developed earlier based on the qualitative results, a qu

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Mustofa, Bisri, and Sunhaji Sunhaji. "Kedudukan dan Pengelolaan Konflik dalam Organisasi Pendidikan." Jurnal Kependidikan 8, no. 1 (2020): 59–70. http://dx.doi.org/10.24090/jk.v8i1.4201.

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The purpose of this paper is to describe the position and management of conflict in educational organizations. it is a way of maintaining harmonious relationships at school. Harmonious relationships at school will make the learning environment comfortable and conducive to the learning process. Harmonious relationships at school will make the learning environment comfortable and conducive to the learning process. And vice versa, if the relationship between members of educational organizations is disharmonious, it can lead to an uncomfortable learning environment. This disharmonious relationship

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Lana, Raul Dalla, Patrícia Andrade Paines, Saul Azzolin Bonaldo, and Felipe Martins Müller. "As organizações como fonte de conflitos de poder." Revista de Administração da UFSM 9, no. 3 (2016): 506–19. http://dx.doi.org/10.5902/1983465910055.

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In this paper are presented a few power based organizations; the conflicts, power and conflict, power excercise and conflict resolution. Bibliographic research was used as this paper methodology, as it enables a rereading about the topic with a new perspective on writings from Bowditch, Foulcault, Galbraith, Mintzberg, Moscovici, Spector, and others. Literature points that the conflicts can be considered beneficial or malefic to the organization, as they can motivate an employee to grow, personally and professionally, possibilitating an better individual and group perforamnce. As to the resolu

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Dogar, Muhammad Nadeem. "Breach of psychological contract: impact on workforce motivation and organizational sustainability." Emerald Emerging Markets Case Studies 10, no. 1 (2020): 1–20. http://dx.doi.org/10.1108/eemcs-01-2019-0005.

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Learning outcomes This case study aims to expect the following learning outcomes. A better understanding of the nature of a psychological contract being developed by employees in non-profit organizations, especially working in the areas of social development and the impact of this contract on employee commitment. Enhanced understanding of conflict of interest (personal versus public) in social development organizations and its implications. Identification of issues of task conflict versus interpersonal conflict and its impact on organizational functions. Identification of dynamics of exclusion

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Zapisnaya, Tatyana V. "Types of Conflicts of Interests Arising in the Course of Operations of a State Medical Institution." Jurist 12 (December 17, 2020): 9–14. http://dx.doi.org/10.18572/1812-3929-2020-12-9-14.

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The article attempts to analyze the conflict of interests in a medical organization. Based on the analysis of the current legislation, the author identifies the types of conflicts of interest that can occur in state medical organizations, and drew attention to the consequences that occur if measures are not taken to resolve each of the identified conflicts of interest. Attention is drawn to the controversial aspects of existing judicial practice on this issue.

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Kelman, Herbert. "The Role of an International Facilitating Service for Conflict Resolution." International Negotiation 11, no. 1 (2006): 209–23. http://dx.doi.org/10.1163/157180606777835702.

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AbstractThe large numbers of deadly conflicts between ethnic and other identity groups around the world call for more extensive and systematic applications of interactive problem-solving methods of conflict resolution. This article urges the conflict-resolution community to explore the necessity, value, and feasibility of establishing a new international and largely non-governmental organization or consortium devoted to monitoring such conflicts as they evolve and ready to help prevent, de-escalate, and resolve them through the use of interactive problem-solving techniques. The approach to con

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Péntek, Borbála. "Conflict Management in the Non-profit Sphere. Mapping the Conflict Management Practices of an Organization Providing Social Services." Erdélyi Társadalom 18, no. 2 (2020): 37–49. http://dx.doi.org/10.17177/77171.247.

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The present study, which focuses on conflict analysis and management, examines the causes and types of major conflicts in social service organizations through semi-structured interviews. Through in-depth interviews with ten employees at a Romanian nonprofit organization’s headquarters and by consulting on studies of key challenges of Romanian NGOs, I sought to find answers to how workplace conflicts affect nonprofits, how employees handle disagreements, and what types of conflicts are most common among employees of civil society organizations. In-depth interviews were conducted with four execu

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Malik, Amina, Haroon Aziz, Shahab-Ud-Din, and Tanveer Ahmed. "Power, IntraTeam Conflicts, Conflict Contagion and its Impact on Performance." Information Management and Business Review 11, no. 2(I) (2019): 21–26. http://dx.doi.org/10.22610/imbr.v11i2(i).2879.

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The objective of this study is to examine the importance of power, intrateam conflict, conflict contagion and its impact on organizational performance. This study has used past literature to extend work on power, intrateam conflict, conflict contagion and its impact on performance by providing prepositions. The study demonstrates the importance of power and its impact on intrateam conflicts, which form the shape of conflict contagion and ultimately affect performance. Study found that power leads to more conflicts and its process of spreading hastens because of its contagious nature negatively

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Martin, Alexander, Arne Keller, and Johann Fortwengel. "Introducing conflict as the microfoundation of organizational ambidexterity." Strategic Organization 17, no. 1 (2017): 38–61. http://dx.doi.org/10.1177/1476127017740262.

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This article contributes to our understanding of organizational ambidexterity by introducing conflict as its microfoundation. Existing research distinguishes between three approaches to how organizations can be ambidextrous, that is, engage in both exploitation and exploration. They may sequentially shift the strategic focus of the organization over time, they may establish structural arrangements enabling the simultaneous pursuit of being both exploitative and explorative, or they may provide a supportive organizational context for ambidextrous behavior. However, we know little about how exac

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Korepanova, K. O. "Methodical Principles of Conflict Management in the Organization." Business Inform 1, no. 516 (2021): 292–97. http://dx.doi.org/10.32983/2222-4459-2021-1-292-297.

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The article considers topical issues of research and improvement of the conflict management system in the organization. The article is aimed at improving the methodical aspects of conflict management in the organization in order to develop ways and practical recommendations for their solution. The research was carried out on the example of conflict management analysis at PJSC «Kyivstar». According to the results of the research, it is substantiated that in order to determine the level of proneness to conflict in the team and estimate the relationships between managers and subordinates of the o

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Щегулина, Oksana Shchegulina, Щегулин, and A. Shchegulin. "Causes and Types of Positional Conflicts in Organizations Advertising Services." Management of the Personnel and Intellectual Resources in Russia 4, no. 1 (2015): 13–20. http://dx.doi.org/10.12737/8123.

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Confl icts are born and develop in situations divergent interests, goals, of attitudes of people. The key to eff ective confl ict management is their classifi cation. There are diff erent approaches to the labeling of confl icts. Organizational confl ict is a special type of interaction. It is based on diff erences in interests, values, goals, people, concentrated in the organization. Creating a typology of organizational confl icts will develop diagnostic techniques which will enable to identify the deep contradictions in the organization. Research in the fi eld of confl ict laid the methodol

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Орлова and L. Orlova. "Mediation Competence of the Manager as a Tool for Efficient Staff Management." Management of the Personnel and Intellectual Resources in Russia 3, no. 2 (2014): 25–29. http://dx.doi.org/10.12737/3529.

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The article shows a model of conflict management as a new form of managing the conflict situations. Managing the conflict processes becomes of vital importance for managers, since the potential of conflicts is constantly increasing. Professional conflict resolution is one of the tasks of the manager. Thus, mediation is seen as conflict management, oriented at organization development. Mediation is increasingly being implemented in the sphere of professional activity — in disputes between employees of companies and non-profit organizations, during conflicts between employers a

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Raja, Muhammad. "Investigating Project Success in Context of Interpersonal Conflicts and Culture at Software Houses." Jinnah Business Review 6, no. 2 (2018): 23–33. http://dx.doi.org/10.53369/bllg8233.

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I.T industry is playing a vital role in the development of Pakistan. Well developed countries are outsourcing their projects to Pakistan due to economical workforce due to which I.T industry in Pakistan is developing day by day. Along with these developments employees in organizations belong to different backgrounds, cultures and experiences which play a role in determining their personalities. When employees fail to accept or understand the differences in each others personalities, conflicts arise in the workplace due to which team environment gets disturbed, having negative impact on project

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Karlsson, Martin, Thomas Denk, and Joachim Åström. "Perceptions of organizational culture and value conflicts in information security management." Information & Computer Security 26, no. 2 (2018): 213–29. http://dx.doi.org/10.1108/ics-08-2017-0058.

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Purpose The purpose of this paper is to investigate the occurrence of value conflicts between information security and other organizational values among white-collar workers. Further, analyzes are conducted of the relationship between white-collar workers’ perceptions of the culture of their organizations and value conflicts involving information security. Design/methodology/approach Descriptive analyses and regression analyses were conducted on survey data gathered among two samples of white-collar workers in Sweden. Findings Value conflicts regarding information security occur regularly amon

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Myers, Laura L., and R. Sam Larson. "Preparing Students for Early Work Conflicts." Business Communication Quarterly 68, no. 3 (2005): 306–17. http://dx.doi.org/10.1177/1080569905278967.

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To improve college students’ skills in resolving workplace conflict, the authors studied the types of workplace conflicts that students encounter with peers or supervisors in part-time or seasonal work and with whom they discuss these conflicts. The authors found that most students report conflicts that are process or relational in nature, with few students reporting task-oriented conflict. Nearly all students report discussing the conflict with third parties—individuals outside the organization and/or the conflict—and nearly all students find these discussions helpful in resolving or working

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Yasmeen, Aiza, Mansoor Ahmad, Muhammad Mustafa Raziq, and Muhammad Laeeq Khan. "Structural empowerment, cultural diversity, and interpersonal conflict: Evidence from international NGOs in Pakistan." International Journal of Cross Cultural Management 20, no. 2 (2020): 125–39. http://dx.doi.org/10.1177/1470595820904391.

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This article examines the relationship between structural empowerment and interpersonal conflict. We examine whether this relationship is moderated by cultural diversity. Although there is some understanding of conflicts in an organization, there is little understanding concerning how conflicts may arise because of structural empowerment. We propose that structural empowerment is positively associated with interpersonal conflict and that this relationship is contingent upon cultural diversity. We draw on survey evidence from 351 employees of international nongovernmental organizations in Pakis

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WIJAYATI, DEWIE TRI. "Model Konseptual Manajemen Konflik Dalam Organisasi." BISMA (Bisnis dan Manajemen) 1, no. 2 (2018): 148. http://dx.doi.org/10.26740/bisma.v1n2.p148-157.

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Organization is a place where different people with different opinion share the same goal. As a dynamic social environment, organization always change and influence by its internal and external of organization. Therefore, conflict will exist in organization as the result of differences, changes and oppositions in achieving goal. Conflict can be managed in such a way by using models of conflict management. The purpose of this paper is to explain about how management should deal with conflict, and how to implement models of conflict management in overcoming conflicts

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Mačiulis, Šarūnas, and Jolanta Sondaitė. "Experience of a Personnel Manager Resolving Conflict in the Organization." Socialiniai tyrimai 40, no. 2 (2018): 34–43. http://dx.doi.org/10.21277/st.v40i2.193.

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This paper examines the experiences of personnel managers in Lithuania in solving conflict in the organization. The data were collected by means of a semi-structured interview. A thematic analysis was employed to achieve the goal. The results revealed three common themes: “conflicts caused by changes”, “conflict prevention”, “going through the conflict”. It was established that even though personnel managers use various strategies for avoiding conflict, they became involved, they experience strong negative emotional reactions.

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Arduini, Remo. "La "clinical governance" č una prospettiva innovativa per le aziende ospedaliere?" ECONOMIA PUBBLICA, no. 1 (December 2012): 5–34. http://dx.doi.org/10.3280/ep2010-001001.

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In public health care organizations, the doctor is not only important as a provider of medical services but also as the individual that determines the demand of medical services; the doctor is both a participant in the definition of demand for services and the actual person representing the offer of them. Therefore health care organizations must guarantee the possibility for the doctor to act independently. On the other hand this autonomy is limited by the fact that doctors must act within the boundaries of structures that impose rules, hierarchies and adherence to organizational levels. This

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Ivanov, Ivaylo. "ADAPTED CONFLICT RESOLUTION MODEL IN BUSINESS ORGANIZATIONS." Trakia Journal of Sciences 17, Suppl.1 (2019): 548–54. http://dx.doi.org/10.15547/tjs.2019.s.01.087.

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The success of any modern business organization increasingly depends on its ability to manage and resolve conflicts. The development and implementation of an adequate conflict management technology in business becomes a priority task for Bulgarian business organizations. Conflict resolution, as part of the overall process of Business organization management, is a key driver for efficiency gains. The present paper provides an adapted model for conflict resolution in business organizations as a whole. The aim of the paper is to provoke a scientific discussion of the problem presented here. Such

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Popov, Petr P., Viktor S. Gapchenko, and Kirill A. Litvinov. "Mediation in resolving industrial conflicts (on the example of a resource supplying organization - an energy sales company)." Pedagogy: history, prospects 3, no. 3 (2020): 56–73. http://dx.doi.org/10.17748/2686-9969-2020-3-3-56-73.

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This paper deals with industrial conflicts. The application of mediation within an organization is considered. Mediation is seen as a tool whose effectiveness can be ex-pressed through economic indicators. Constructive conflict resolution has a positive impact on the socio-psychological climate of an organization. Mediation used to resolve conflicts between people working in the real economy does not differ from mediation used for the same purpose in other spheres of social production. Mediation is presented as a new way to manage conflicts at work. First, mechanisms of formation of conflicts

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Kharadze, Natalia, and Ekaterine Gulua. "Organizational Conflict Management Challenges." European Journal of Economics and Business Studies 4, no. 1 (2018): 30–41. http://dx.doi.org/10.2478/ejes-2018-0003.

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Abstract There is no organization without conflict situations. It is known that 80% of conflict situations occur independently of human will. Its causes are people’s individual characteristics, as well as structure of the organization, conditioned by the culture established in the organization. How correctly organizational management analyzes the causes of conflicts, managing stress, diagnostic of the conflict and its management are reflected on the psychological climate of the organization. The psychological climate is directly related to the labor productivity of each member of the organizat

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Kharadz, Natalia, and Ekaterine Gulua. "Organizational Conflict Management Challenges." European Journal of Economics and Business Studies 10, no. 1 (2018): 30. http://dx.doi.org/10.26417/ejes.v10i1.p30-41.

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There is no organization without conflict situations. It is known that 80% of conflict situations occur independently of human will. Its causes are people’s individual characteristics, as well as structure of the organization, conditioned by the culture established in the organization. How correctly organizational management analyzes the causes of conflicts, managing stress, diagnostic of the conflict and its management are reflected on the psychological climate of the organization. The psychological climate is directly related to the labor productivity of each member of the organization and t

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Brocas, Isabelle, and Juan D. Carrillo. "The Brain as a Hierarchical Organization." American Economic Review 98, no. 4 (2008): 1312–46. http://dx.doi.org/10.1257/aer.98.4.1312.

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Based on recent neuroscience evidence, we model the brain as a dual-system organization subject to three conflicts: asymmetric information, temporal horizon, and incentive salience. Under the first and second conflicts, we show that the uninformed system imposes a positive link between consumption and labor at every period. Furthermore, decreasing impatience endogenously emerges as a consequence of these two conflicts. Under the first and third conflicts, it becomes optimal to set a consumption cap. Finally, we discuss the behavioral implications of these rules for choice bracketing and expens

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BUGAEV, FEDOR N., and GEORGE M. TURAVA. "OSCE IN GEORGIA: IN SEARCH FOR A NEW FORMAT." CASPIAN REGION: Politics, Economics, Culture 66, no. 1 (2021): 107–14. http://dx.doi.org/10.21672/1818-510x-2021-66-1-107-114.

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his article examines the activities of the Organization for Security and Cooperation in Europe to resolve the Georgian-Abkhaz and Georgian-Ossetian conflicts. The OSCE is one of the most important structures in ensuring regional stability and security, but in the current conditions it does not use the set of tools at its disposal to an adequate extent. The high conflict potential of the South Caucasus region and the specificity of the contradictions between the parties do not allow the use of identical formats for the settlement. This article conducts a retrospective analysis of the OSCE's par

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Zogjani, Jeton, and Samed Raçi. "Critically Analyse the Role of Senior Managers as Barriers to Organizational Change and Explore How this can be Addressed." European Journal of Economics and Business Studies 2, no. 1 (2015): 121. http://dx.doi.org/10.26417/ejes.v2i1.p121-125.

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In this research papers is analyse the critically role of senior managers on organizational change and how their role can be addressed in the best and appropriate way in organizational change. Organizational change can achieve through effect of behaviour on organizational performance as well as role and responsibility that senior managers have on motivation within organizational changes. In some cases senior managers during process of organizational change create barriers for any group of interest within organisation. The managerial decisions in the process of organizational change are associa

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Suldina, Galina, Julia Sulyagina, Natalia Ulitskaya, and Sergey Eroshkin. "Universal methods for resolving intra-organizational conflicts." E3S Web of Conferences 164 (2020): 10022. http://dx.doi.org/10.1051/e3sconf/202016410022.

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The article argues for the analysis of the advantage of the measure for the implementation of the system of remuneration of employees within the framework of prevention of intra-organizational conflicts, which consists not only in the fact that the efforts of each employee will be directed simultaneously to achieve the goals of the enterprise and to meet their own needs, but also in the ability of employees to determine at what level (grade) it will work more effectively. In its turn, training for the management of the organization will contribute to the prevention of vertical conflicts and, a

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