...Contents 1.0 Introduction 2 1.1 Introduction to the Study 2 1.2 Background of the Problem 3 1.3 Research Objectives 5 1.4 Research Questions 5 1.5 Significance of the Study 6 2.0 Research framework 7 2.1 Reviews of Related/Past Literature 7 2.2 Research Framework 13 2.3 Hypothesis 13 2.3.1 Life Role Values 14 2.3.2 Gender Role Orientation 15 2.3.3 Job Type 16 2.3.4 Work Time Commitment 17 3.0 Research Methodology 18 3.1 Research Design 18 3.1.1 Types of Study 18 3.1.2 Sources of Data 19 3.2 Measurement 20 3.3 Data Collection Procedures 21 3.3.1 Data Collection and Administration 21 3.4 Data Analysis Techniques 22 4.0 References 24 1.0 Introduction 1.1 Introduction to the Study Nowadays, balancing work, housework, and childcare responsibilities can become strenuous which can result in work- family conflict. There are many studies that focus on the relationship between work-life and personal life, as well as the impact of one on another. People continuously get in touch with friends, relatives, organizations and colleagues in their life routine. They have different roles according to their positions in society and it is possible that they live role conflict once in a while. Furthermore, one of the most important problems in business life is work-family conflict in the modern world. While problems such as bad relations with superiors in the workplace deeply affect family relations, family problems such as divorce also reduce...
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...Strategies for Conflict Management in Nursing Carmen Buzea Lewis University Almost J, Doran D, Hall L, Laschinger H. Antecedents and consequences of intra-group conflict among nurses J. Almost et al. Antecedents and consequences of intra-group conflict. Journal of Nursing Management [serial online]. November 2010; 18(8):981-992. Available from: CINAHL Complete, Ipswich, MA. Accessed October 3, 2013. A research made at Ryerson University, in Toronto by Almost J. PhD, RN, Doran D, M, PhD, RN, FCAHS, MC Gillis Hall L, PhD, RN, FAAN, and Spence Laschinger H,K, PhD, RN, FAAN, FCAHS, test a hypothetical model between nurses and also conflict management style that result in job stress and job satisfaction. One of the main reason that contribute to nurse shortage derived from conflict among nurses that have also a negative impact on the retaining of competent staff and patient care. The outcome of conflict can be both functional and dysfunctional, but the workplace relationship consist more of dysfunctional conflict rather than functional conflict where in conjunction with a better collaboration and support can result in less job dissatisfaction that is the cause for nursing shortage. Studies are made and conflicts between doctors and nurses are reported but the most stressful type of conflict that result in job stress remain among nurses. Four studies were analyzed and provide provision for the previous circumstances of conflict in nursing work place. Core self- evaluation...
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...A Sino-U.S. Comparison of Work-Family Conflict and Its Implications to American Managers A SINO-U.S. COMPARISON OF WORK-FAMILY CONFLICT 2 Abstract In this qualitative study, work-family conflict in China and the United States is compared and contrasted based on national culture, traditions, norms, and living standards. The analysis results in a proposition that Chinese employees will experience less work-family conflict when faced with the same work and family demand as their American counterparts, because of differences in their work and family priority, perception of work-family relationship, national culture, conflict handling style, social support, work-family communication, and economic pressure. The implications to American managers are discussed. A SINO-U.S. COMPARISON OF WORK-FAMILY CONFLICT 3 A Sino-U.S. Comparison of Work-Family Conflict and Its Implications to American Managers Work-family conflict has been a concern of many researchers (Carlson & Kacmar, 2000; Greenhaus & Beutell, 1985). Studies showed that work-family conflict had negative impact on employees, their families, and organizations (Beutell & Witting-Berman, 1999; Burke, 1988; Frone & Cooper, 1992; Goff, Mount, & Jamison, 1990; Martins, Eddleston, & Veiga, 2002). Recent changes in demographic characteristics of the U.S. work force have resulted in greater work-family conflict. Examples of these demographic changes include the...
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...relationships Goleman (1995). Researchers today are interested in finding the effects of emotional intelligence on employees and thereby, organizations, and analyzing the various other facets of EQ. Emotional intelligence improves individual and organizational performance. It plays a significant role in the kind of work an employee produces, and the relationship he or she enjoys in the organization. Work – Life Balance is a challenging issue for IT leaders, managers and has also attracted the attention of researchers. Work/life balance, in its broadest sense, is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life. In this climate managing the boundary between home and work is becoming more challenging. Organizations need to ensure they not just encourage but mandate a practical and workable work/life balance policy, benefiting and meeting the needs of both the organization and its employees. Organizations not providing real opportunity for employees work/life balance are opening themselves up to increasing numbers of dissatisfied and unproductive employees and hence increased attrition rates. Merely creating a work/life policy framework is not enough; fostering an organizational...
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... Frank R.C, Greer, Lindred L., Jehn, Karen A. (2012) The paradox of intragroup conflict: A meta-analysis. Journal of Applied Psychology. Pp 360-390 2. Purpose of study: The first analysis on the effects of intragroup conflict on group outcomes were studied by De Dreu and Weingart. Since this study, more than 80 new types of studies have undergone analysis. The purpose of this study is to conduct a meta-analysis of intragroup conflict and its relationship with group outcomes. The goal is to find if certain altercations and conflicts will somehow affect the outcome of some sort of team based or group based project. They are using the new wave of study focusing on more complex, moderated relationships between conflict and outcomes to provide a new and updated analysis of intragroup conflict. 3. Methods: A database was used to search for studies that were based around relationship conflict, task conflict, process conflict, group outcomes and were then included if they gave sufficient statistical information. They then did the same search for literature articles and used the same inclusion criteria to break it down to 116 useable articles for the meta-analysis. They also used and collected information regarding aspects that may have had an influence on whether conflict was positively or negatively related to group outcomes. 4. Results: The results show task, relationship, and process conflicts are reliably negatively related to trust and group member commitment. As far as...
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...Antecedents………………………………………………….10 5. Costs and benefits of conflicts………………………………12 6. framework ………………………………………………….14 Executive summary The purpose of this report is to deal with the conflict resolution strategies of organizations. The study of articles used in this report reveled certain conflict resolution strategies that can be used in this report we shall discuss about both the advantages and disadvantages of the conflicts. How management can tackle the conflict management situation using management resolution techniques is discussed in the articles. Conflict situation prevails in almost every organization the report brings out certain useful tools which can assist the management in conflict resolution. The report deals with various aspects and causes of conflicts occurring in the organization. There are different levels of conflicts occurring at different levels of organization .The report also deals with interpersonal skills that managers require in order to mange conflicts within the organization. It also describes the constructive and destructive conflicts. And it provides a brief framework for the management to work with when conflict situation arises. Introduction: - Conflict is a situation arises within the organization due to arguments related to...
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...stress and work-family conflict Abstract Stress, work-family conflicts and flexible scheduling are three of the most important elements in organizational studies. The focus of current study is to understand the effect of Stress, work-family conflicts and flexible scheduling on employee’s performance and also to understand whether flexible scheduling helps in reducing stress and work-family conflicts or not. A survey has also been conducted to strengthen the idea comprising of a sample of 70 employees from different organizations. 53 of them responded and the respond rate was 75%. Descriptive statistics is used to analyze the data. Results show that stress and work family conflict negatively affect the employee performance and flexible scheduling has a positive effect on employee performance. Primary study as well as literature review showed that flexible scheduling also helps in reducing stress and work-family conflicts. However, results are strongly based on the literature review i.e. secondary data. Introduction Work family balance is one of the most emerging concepts in the field of business and in the corporate world. Organizations are trying to reduce this conflict for the betterment of organization as well as for the employees. Western researchers have done a considerable work on this concept of work-family balance (Berg et al., 2003; Frone, 2003; Rossi, 2001; Marcinkus et al., 2007; Young, 1999). Actually work-family balance is used to reduce the work-family conflict...
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...Community, Work & Family, Vol. 6, No. 3, 2003 •^ "^ | ^ Carfax Publishing ' f / V Taylor & Francis Croup Work- and family-related variables, work-family conflict and women's well-being: some observations NORAINI M. NOOR Department of Psychology, International Islamic University, Kuala Lumpur, Malaysia The present study was carried out to test an exploratory model consisting of three sets of variables (demographic, personality and work- and family-related variables) in the prediction of well-being. The model also provided a test of the indirect effect of these variables on well-being, via perceptions of work-family conflict. Both quantitative and qualitative analyses were used. In a sample of 147 employed British women with children, the results showed that these three sets of variables had both direct and indirect influence on well-being. Although work-related variables explained the most variance in the prediction of workinterfering-with-family conflict and job satisfaction, personality variables accounted for the most variance in the prediction of family-interfering-with-work conflict. Similarly, in the prediction of distress symptoms, demographic variables accounted for the most variance. The qualitative responses provided by the women complemented these findings. The proposed model appears to provide a better fit of the complex relationships that may exist between the many variables encompassing women's work and family lives than previous ones that have considered...
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...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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...Effective Methods of Resolving Conflict in a Diverse Workplace Running head: RESOLVING CONFLICT IN DIVERSE WORKPLACE Your name here Your University name here Table of Contents Abstract 3 Problem Statement 4 Literature Review 10 Draft Research Design 22 References 29 Abstract Workplace conflict must be analyzed as a social phenomenon and this social context means that conflicts are caused by a wide variety of factors, including an increasingly diverse workplace. The focus of this study is on how these forms of social conflict are managed and resolved in the workplace – which has become increasingly more diverse in recent years – with particular attention to innovative perspectives that facilitate better understanding of conflict resolution and improve approaches to conflict management. Managing conflict is undoubtedly one of the most critically important dimensions of the management of the employer-employee relationship. While conflicts or disputes are a natural result of the structure and operations of the workplace, employers need efficient ways to resolve such conflict quickly and fairly to avoid the many negative costs generated by unresolved problems. As the generally weaker party in the relationship, employees need the protection provided by both formal and informal dispute management systems aimed at achieving organizational justice. This issue, as well as many others, is addressed through...
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...Communication in Resolving Team Conflict John Cathey 50023176 Manuscript Assignment MGT 567.01W: Managing Groups & Teams Abstract Organizations have been creating teams in an effort to improve communications, processes, respond to customers, or develop new processes or services. Conflict within teams is not new nor is it unexpected or always destructive. Organizations are looking at new ways to form teams and technology has increased the ability to form teams from diverse locations. Teams no longer must be formed from a single location, there are now virtual teams. These teams may be made up of members from different time zones or countries. There is also a new form of team to explore, communities of practice, a group of people that share information, insight, tools, and experience about a subject or area of interest (Kerno & Mace, 2010). What types of conflict arise in these types of teams, do managers need to manage the conflict differently, or does conflict affect these teams differently? This paper looks at the types of conflict found in each of these teams as well as the impact conflict can have on team productivity. It is important for those managers responsible for teams understand the impact of conflict and how to successfully manage it to ensure the team meets or exceeds the goals set by the organization. This paper will provide some insight to assist managers with that task. The Importance of Communication in Resolving Team Conflict Managers know that...
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...“STUDYING THE ROLE OF AGE IN THE RELATIONSHIP OF EMOTIONAL INTELLIGENCE AND CONFLICT RESOLUTION STYLES IN THE IT PROFESSION” A PROJECT REPORT SUBMITTED BY SHRUTI SIAG FOR THE PARTIAL FULFILMENT OF THE REQUIREMENT OF THE AWARD OF THE DEGREE OF M.A. IN PSYCHOLOGY AT FERGUSSON COLLEGE PUNE - 411004 (2010-11) Declaration I, Ms Shruti Siag a student of M.A. from the Department of Psychology, Fergusson College, Pune University, declare that the following report of a project titled “STUDYING THE ROLE OF AGE IN THE RELATIONSHIP OF EMOTIONAL INTELLIGENCE AND CONFLICT RESOLUTION STYLES IN THE IT PROFESSION” is an independent work done by me and submitted as the partial fulfilment of the requirement for the award of the degree of M.A. in Psychology under the University of Pune. Signature: Name: Shruti Siag D.E. Society’s Fergusson College, Pune Certificate This is to certify that Shruti Siag has successfully completed the project named “Studying the role of Age in the relationship of Emotional Intelligence and Conflict Resolution Styles in the IT profession” Towards the partial completion of M. A. (Psychology) Course of the University of Pune, in the academic year 2009-2010. Dr. Shobhana AbhayankarHead of the DepartmentDept. of PsychologyFergusson CollegePune-411004 | Prof. Anand. S. GodseProject In-chargeDept. of PsychologyFergusson CollegePune-411004 | ACKNOWLEDGEMENTS This...
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...Case Study 1: Teamwork Turmoil Problem Identification The learning team involved with this case study did not operate successfully as a team. The group did not share mutual accountability of the work to be completed, and did not effectively work through conflict as a team. Furthermore, the group did not respect one another or collaborate well. The lack of respect, shared responsibility, and poor conflict resolution inhibited team success. Alternative analysis of concerns, facts, & proposed solutions: While the group had diverse backgrounds, the participants were all around the same age. The group had varied educational backgrounds and work experience, and had one woman amongst the team. The group was also composed of individuals with different ethnic backgrounds. The group may have had more team success had they included diverse age backgrounds. A recent study published in the article The Implications of Age Diversity in Multicultural Team Working by Sue Shortland illustrates differences within teams and their benefits noted the teams involved with the study indicated age diversity was mostly viewed in a positive...
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...(Bernardin 15). Consequently, it is now more important than ever, HR professionals and Managers develop skills to manage the diversity of the organization today. One such skill is the development of Emotional Intelligence (EI). (EI) is paramount to managing the changing characteristics of a diverse workforce in the competitive business environment of today. Cultural differences can be a source of conflict in the workplace that can affect productivity and ultimately the bottom line. Much like family that evolves and grows through marriage, or friendships, people are often thrown together with different interests and personalities. The same can be said for the workplace, except that often people are thrown together for no other reason than they have chosen the same career path or have talents that bring them together as part of a team. Whether co-workers like each other or not, they still have to be able to work together (Pincus 159). For most people, dealing with conflict is about as exciting as a trip to the dentist or going through an audit by the IRS. However, conflict is inevitable and it exists in the midst of the best...
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...Conflict Resolution in the Workplace: An Interdisciplinary Prescription for a Healthier Organization Introduction Conflict is rarely defined within organizations; instead, examples are given ranging in scale from mild tension with a colleague caused by miscommunication all the way to interinstitutional conflict involving many stakeholders competing for resources (Zweibel, Goldstein, Manwaring, & Marks2008). Unidentified, and under resolved conflict in an organization can lead to mountainous waves of tension that infect the everyday work environment with decreased productivity and burnout. The focus of this paper will be to examine the effects of conflict resolution through an analysis of business, psychology, and cultural and ethnic studies. Business. Business is the concept of providing goods and services to customers with the prospect of making a profit or not. Human resources (HR), a sub-discipline of business are concerned with the implementation of policies, tools, and strategies related to the management of people. People and problems co-exist. It is impossible to have one without the other. The Nominal Group Technique (NGT), an HR tool, can be used in a conflict situation in the workplace in order to establish the perceived causes of employment relations conflict (van der Waal & Uys 2009). Psychology. The science of psychology focuses on the mental and emotional behaviors of groups and individuals. The psychological process of mentally diagnosing...
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