...Journal of Organizational Behavior J. Organiz. Behav. 30, 359–378 (2009) Published online 25 April 2008 in Wiley InterScience (www.interscience.wiley.com) DOI: 10.1002/job.537 Team conflict management and team effectiveness: the effects of task interdependence and team identification ANIT SOMECH1*, HELENA SYNA DESIVILYA2 AND HELENA LIDOGOSTER1 1 2 University of Haifa, Haifa, Israel Emek Yezreel College, Emek Yezreel, Israel Summary The present study explores the dynamics of conflict management as a team phenomenon. The study examines how the input variable of task structure (task interdependence) is related to team conflict management style (cooperative versus competitive) and to team performance, and how team identity moderates these relationships. Seventy-seven intact work teams from high-technology companies participated in the study. Results revealed that at high levels of team identity, task interdependence was positively associated with the cooperative style of conflict management, which in turn fostered team performance. Although a negative association was found between competitive style and team performance, this style of team conflict management did not mediate between the interactive effect of task interdependence and team identity on team performance. Copyright # 2008 John Wiley & Sons, Ltd. Introduction In modern organizations, teams have become the method of choice for responding quickly to technological and market changes and thus improving the organization’s...
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... ~OF CONFLICT HANDLING STYLES AND PROJECT MANAGER EFFECTIVENESS THESIS Stephen P. Wardlaw, Captain, USAF AFIT/GSM/LSY/88S-28 TC nc21A9 88 DEPARTMENT OF THE AIR FORCE AIR UNIVERSITY AIR FORCE INSTITUTE OF TECHNOLOGY Wright-Patterson Air Force Base, Ohio - .m.l i -. . . . 88 12 21 026 AFIT/GSMILSY/88S-28 CONFLICT HANDLING STYLES AND PROJECT MANAGER EFFECTIVENESS THESIS Stephen P. Wardlaw, Captain, UJSAF AFIT/GSMILSY/88S-28 Approved for public release; distribution unlimited . -! -- U II - U PU E I ~ E 1 I 1 - m . . The contents of the document are technically accurate, and no sensitive items, detrimental ideas, or deleterious information is contained therein. Furthermore, the views expressed in the document are those of the author and do not necessarily reflect the views of the School of Systems and Logistics, the Air University, the United States Air Force, or the Department of Defense. Aceession For NTIS GRA&I LTIC TAB Unannounced JustificationBy l ,i Distribution/_ AvailtbilitY Codes A-7 U ,' o Dist 1pecial L .... AFIT/GSM/LSY/88S-28 CONFLICT HANDLING STYLES AND PROJECT MANAGER EFFECTIVENESS THESIS Presented to the Faculty of the School of Systems and Logistics of the Air Force Institute of Technology Air University In Partial Fulfillment of the Requirements for the Degree of Master of Science in Systems Management Stephen...
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...Sources, Methodologies and Styles of Conflict Management Mohammad Atashak Member of Young Researchers Club matashak@yahoo.com 09123123141 Parisa Mahzadeh Master degree in educational administration p_mahzadeh@yahoo.com 09122397950 Abstract: Conflict management is an ongoing procedure. It entails continual communication and supervision. In this article, has been reviewed the evolution of conflict management and have been studied sources of conflict, styles of conflict management, conflict management methodologies and major features of the conflict management module and in the end has been presented conflict reduction strategies. Key worlds: conflict management, sources of conflict, styles of conflict management, conflict management methodologies Introduction: The term conflict refers to perceived incompatibilities resulting typically from some form of interference or opposition. Conflict management, then, is the employment of strategies to correct these perceived differences in a positive manner. For many decades, managers had been taught to view conflict as a negative force. However, conflict may actually be either functional or dysfunctional. Whereas dysfunctional conflict is destructive and leads to decreased productivity, functional conflict may actually encourage greater work effort and help task performance. Borisoff and Victor point out, "We have come to recognize and to acknowledge the benefits dealing with conflict affords. Because of our differences, we communicate...
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...different types of conflict in the work place. Analysis of the conflict was done with the aid of Blake and Mouton’s model of conflict management. The paper reflects on a real life observation using brightlands care home. Conflicts observed in the home were analysed and discussed. Manager positions in handling the conflict were also analysed using Blake and Mouton’s conflict management style model. Five conflict management style (competitor, collaborator, compromiser, accommodator and avoider) were used to analysed the conflict were based on the research of Blake and Mouton (1964). Using the conflict scenario, the paper critically discussed various approach towards conflict resolution within and between groups. 1.0 INTRODUCTION Conflict is a normal and natural aspect of life and the working environment hardly do without one form of conflict or the other. Conflict in the workplace is a well known daily phenomenon and it is on the increase. It is worth saying that a conflict free company never existed and will never exist. Tension, cultural differences, aggressions, antagonisms, negative attitude and frustration will usually exists especially wherever men are forced to live and work together. . Burton (1972) said in his book that Conflict, like sex is an essential creative element in human relationships. It is the means to change, the means by which our social values of welfare, security, justice and opportunities for personal development can be achieved. Conflict is a never ending...
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...368 Academy of Management Journal June Levy, P., & Pugh, D. Scaling and multivariate analysis in the study of organizational variables. Sociology, 1969, 3(2), 193-213. Litwin, G. H., & Stringer, R. A., Jr. Motivation and organizational climate. Boston: Harvard University Press, 1968. Mohr, L. B. Determinants of innovation in organizations. American Political Science Review, 1969, 63, 111-126. Palumbo, D. Power and role speciflcity in organization theory. Public Administration Review, 1969, 29, 237-248. Paolillo, J. G. Technological innovation in organizational R&D subsystems. Unpublished Ph.D. dissertation. University of Oregon, 1977. Paolillo, J. G., & Brown, W. B. How organizational factors affect R and D innovation. Research Management, 1978, 7, 12-15. Pritchard, R. D., & Karasick, B. W. The effects of organizational climate on managerial job performance and job satisfaction. Organizational Behavior and Human Performance, 1973, 9, 126-146. Rogers, E. M., & Eveland, J. D. Diffusion: Communication and innovation in organizations. In P. Kelly & M. Kranzbert (Eds.), Aspects of technological innovation. Atlanta: Advanced Technology and Science Studies, Georgia Institute of Technology, 1975, 301-368. Sapolsky, H. M. Organizational structure and innovation. The Journal of Business, 1967,40, 497-510. Vegso, R. W. Organizational characteristics that influence innovative behavior. Unpublished Ph.D. dissertation. University of Cincinnati, 1976. Zaltman, G., Duncan, R., & Holbeck, J...
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...CHATTANOOGA CASE ANALYSIS ASSIGNMENT 2 Chattanooga Case Analysis Assignment 1 Tomas Thomson Jack Welch Management Institute Dr. Earl Richardson JWI 510 November 14, 2015 Abstract The goal of this paper is to analyze the Chattanooga Ice Cream Case. The Chattanooga Ice Cream case is a case study where senior officers of a food company have opposing views for turning a declining business around during a crisis. The general manager, Charles Moore is faced with several challenges. He has a consensus-oriented style that asks for his team’s opinion before making a decision. His style might not be the best for this situation. He is faced with choosing several competing ideas, managing conflict within his team and a quickly approaching deadline. Keywords: Conflict, Peer Relationships, Conflict Resolution Style, Group dynamics, Interdepartmental Relations, Management communication, Candor, Teams CHATTANOOGA CASE ANALYSIS ASSIGNMENT 2 Charles Moore’s conflict resolution style, indecisiveness, and management of group dynamics drove his business unit to near failure. By modifying his style, Charles Moore can turn his team and company around from near failure to a profitable division. Case Analysis: Introduction – Background on Chattanooga Chattanooga Ice Cream, Inc. was founded in 1936 as a subsidiary of Chattanooga Food Corporation. The Ice Cream Division was one of the largest regional ice cream manufacturers in the United States...
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...know yourself, your people and your business while leading the team through different conflict-situations that may increase the stress level of each team member and on the organization. It is critical for the leader to understand his own management style and that of his team members and using the analyses in becoming a more effective coach and mentor. This analysis will look into the relationship between Wolfgang Keller and Dmitri Brodsky. Wolfgang is the Managing Director at Konsigsbrau-TAK (A) and Dmitri is a direct report. The two individuals have very different management styles, experiences and cultural backgrounds. The analysis will review their management style differences, how Wolfgang could have prevented the conflicts and how he can improve the relationship with Dmitri. Wolfgang Keller A Business Case Analysis Wolfgang Keller’s personality is best described as “getting things done”. He is motivated by involving himself in the day to day actions and by gaining immediate results which is indicative of a management style of “Dominance” according to DiSC management profile model (Inscape Publishing, 2008). Dmitri Brodsky, a direct report to Wolfgang, operates with a management style of “Conscientiousness” (Inscape Publishing, 2008) described as ensuring accuracy, maintaining stability and embracing challenging assumptions. Wolfgang and Dmitri share a common management priority of embracing challenges but they differ on how they focus their energy. ...
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...A Review of the Role of Gender in Conflict Resolution and Leadership The value of effective conflict resolution and leadership skills cannot be understated. As more and more women are moving into decision-making positions, the issue of whether there are gender differences in the ability to manage conflict and to lead effectively has become an important concern. This literature review examines 14 studies that address the role of gender in conflict resolution and leadership. Studies from areas of conflict resolution, negotiation, and leadership are included. Evidence is provided that while women and men are, in fact different from one another, neither outperforms the other in all situations. In fact, while some researchers claim a male advantage in a male-oriented world, others assert a feminine advantage for 21st century leaders. Implications for women leaders are included. Conventional wisdom says that conflict management skills are important if individuals are to function effectively at any level within an organization. They are a particularly important part of effective leadership. As more and more women are moving into decision-making positions, the issue of whether there are gender differences in the ability to use conflict management skills to lead effectively has become an important concern. In fact, some researchers have expressed skepticism about women’s abilities to fit in to the masculine managerial world. As far back as 1979, Powell and Butterfield found that...
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...CONFLICT RESOLUTION By glancing through the context, it is understood that conflict is defined as a process in which one part perceives that its interests are being opposed or negatively by another party. This document discusses this conflict which is occurring at the General Hospital and looks into the different management styles to address the issues. Here the parties with opposite interests are, one led by the CEO Mike Hammer and the opposite is represented by Dr. Mark Williams, the director of Medicine. Mark is supported by the physicians. The board of trustees of the hospital is also against the decisions made by Hammer. The issue can be described as cost cutting measure, to advance the technological medical services; CEO Hammer had to find ways to reduce expenses thereby to increase the revenue. He thought that the hospital will lose its accreditation and funding, in the absence of such cost reduction. From the analysis, Hammer understood cost reduction can be implemented effectively by changing the processes being followed inside the hospital. As a sample, Hammer felt that the transportation costs of the physicians was very high. Hammer then exposed his findings to Dr. Williams. But Williams was not satisfied with the reasons stated by Hammer and felt the current practices are the best and he was opposed against changing any of the process. Since the meeting was a failure with Dr. Williams, Hammer thought of an alternate plan. Hammer provided authority to Marge Harding...
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...cultural dimension, Pruitt’s negotiation styles model, and Rahim’s conflict management model, this research examines how national culture influence the way people choose negotiation and conflict resolution handling styles through an empirical study of 87 individuals in the U.S. The respondents were divided in two groups: American, and Ethiopians. The results show that the individualism-collectivism cultural dimension did differentiate the members of the American culture from the members of the Ethiopian culture. Among the negotiation and conflict management styles object of this study, the dominating style was found to be preferred by those with high concern for self, whereas the cooperating and the integrating styles were found to be preferred by those with high concern for others. Introduction In order to remain competitive in their respective markets companies around the world are expanding their horizons beyond their original country, and they are increasingly seeking international partnerships and business ventures in different cultural environments. The ability to negotiate across national borders and within the organization has become increasingly important in the past decade, but despite the continuous growth of business globalization negotiation and conflict resolution styles are often misunderstood. According to much of the literature available scholars have conducted substantial research on the subjects of negotiation and conflict resolution over the past years, including...
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...Running Head: Leadership Skills Analysis Leadership Skills Analysis Competency 325.1 Running Head: Leadership Skills Analysis As I reviewed all the different leadership styles within our e-text I came to the conclusion that my individual leadership agenda is most congruent with the participative style. " Sharing decision making with group members and working with them side by side has become the generally accepted leadership approach in the modern organization" (DuBrin, 2009, p. 113). As a leader, I strive to make an effort to extract thoughts and opinions from my team members when making major decisions that impact the team as a whole with my chosen leadership style. Participative, also referred to as consensus, leadership allows managers to evaluate and integrate the whole picture within their role allowing for a more unified approach to decision-making. Thorough assessment of my team members’ leadership styles, I have chosen to compare the styles of Delegation and Problem-Solving. (… effective leaders who are good at problem solving,[->0] skilled at managing the balance between openness and decisiveness)”. (Beck &Yeager, 2001). Problem Solvers hope to maintain a balance between sincerity and conclusiveness. The Delegator utilizes a different leadership approach. “What leaders often...
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...CHAPTER ONE INTRODUCTION 1.1 Introduction: Organizational conflict and management involves all types of conflict that occurs in organization and management of this conflict. The present study explored and compared various conflict and their management practice in organizations. The present study also aimed at assessing how much of commitment in the company can be attributed to conflict management practices. 1.2 Keyword: Organization, conflict, management, inters intra. 1.3 Objective I. To learn more about conflict and conflict management. Listening, oral, communication, interpersonal communication, and teamwork rank near the top of skills that employers seek in their new hires. II. To learn to manage and resolve conflict effectively. III. To make conscious effort to change our conflict management style. IV. All team members need to know their conflict styles, conflict intervention methods, and strategies for conflict skill improvement. 1.4 Scope of the Study This study covers the various types of conflict that take place in organization. This study also discuss about various Strategies, Criteria, styles, Process of conflict. 1.5 Limitation: Conflict in organization is a vast matter. Conflict is different in different organization.Management is also different in different organization. But we consider general organization for conflict and their management. 1.6 METHODOLOGY OF THE STUDY This study is based on both primary and...
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...investigation of conflict management in public and private sector universities Siraj ud Din1 *, Bakhtiar Khan1 , Rashid Rehman1 and Zainab Bibi2 1 Department of Business Administration, Gomal University, D.I.Khan, Khyber Pakhtunkhwa, Pakistan. 2 Institute of Management Sciences, University of Baluchistan, Quetta, Pakistan. Accepted 27 May, 2011 The purpose of this paper is to gain an insight into the conflict management in public and private sector universities in Khyber Pakhtunkhwa, Pakistan. To achieve the earlier mentioned purpose, survey method was used with the help of questionnaire. In this research, impact of university type (public and private sector) was examined on the conflict management strategies of the teachers in higher education. Moreover, a systematic approach was adopted to discover existence of conflict, its intensity, types and sources in these two types of universities. Results indicate that conflict was intense in the public sector universities; interpersonal conflict was more prevalent in public sector while task conflict was high in the private sector universities. Findings indicated that faculty in both types of universities used integrating, compromising and avoiding styles simultaneously in case of conflict. There was no significant difference in the conflict management strategies of both types of universities. Finally, it was revealed that there was no formal system in both types of universities to manage conflict. Key words: Conflict, conflict...
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...TASK 1 - ANALYSIS Task 1.1 – Critical Analysis of Leadership approaches of Rick Belkner, Mike Wilson and Jack Greely. The case study presented has given us three different examples of three different type of leadership each person has presented. The analysis of the three different leadership approaches is given in the following table. Leader Analysis of Leadership Approach Mike Wilson Firstly let’s discuss the leadership of Mike Wilson. Mike is described in the case study as a hard working charismatic and inspirational leader, which is a leadership approach used to describe a quality of a leader who inspire his or her work mates, and according to the case study, Mike has the ability to achieve goals and did help transformed his organization. Mike’s leadership approach known as Transformational approach is well described by Wood as a leader who by force of their personal abilities is capable of having a profound effect on his followers (Wood et al 2010). Furthermore Mike’s leadership approach was effective. Even his former boss hired him back because he has high regard of the Management at Consolidated Life Insurance. Mike was well liked by his fellow supervisors and he was one of the pioneers of setting up a Supervisors forum which was formed to identify ways for the company to positively move forward.(Wiesner, R 2011). Mike has a flexible supervisory style that he uses to run his department. He did provide excellent results through implementation of people oriented...
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...Friends are just friends because they really do come and go. That is what I learned is the last few months of high school. I am credible because I was part of an ego conflict with my friend, researched interpersonal conflicts in Beebe’s textbook, and wrote this analysis. The central idea is that friends need to communicate effectively with each other before a misunderstanding can quickly turn into a conflict resulting the ending of a long friendship. The following analysis will explain the type of conflict that occurred, the type of conflict management style that was used by both parties and the four conflict management skills that could have improved the conflict. The introduction has been discussed; it is now time to move forward with the type on conflict that occurred. As defined by Beebe, Beebe, & Ivy (2013), “Ego conflict is in which the original issue is ignored as partner attack each other’s self-esteem” (Pg. 225). On March of 2013, I had to miss about three weeks of school or so, due to an unfortunate event with my family. At the time, my best friend was carpooling to school with me. Since I am the type of person who keeps problems to herself, I sent my friend a brief text saying, ”Hey, I will not be able to give you a ride to school for the past month or so. I will be in and out, mostly out of school, for a while.” After, I sent the text; I never got a reply or text from her. For that period of time, I only came to school for about half an hour, once or twice a week...
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