Conflict and Conflict Management
By D. Thakore. 2013
549 citations recorded by the source corpus.
Conflict cannot be avoided since it is an inevitable aspect of work teams. Conflict may be defined as a struggle or contest between people with opposing needs, ideas, beliefs, values, or goals. Conflict on teams is inevitable; however, the results of conflict are not predetermined. Conflict might escalate and lead to nonproductive results, or conflict can be beneficially resolved and lead to quality final products. Therefore, learning to manage conflict is integral to a high-performance team. Although very few people go looking for conflict, more often than not. Conflict management involves acquiring skills related to conflict resolution, self- awareness about conflict modes, conflict communication skills, and establishing a structure for management of conflict in organizational environment. This paper presents types of conflict describe the benefits and detriments of conflict and present the causes of conflict. Strategies are also presented to prevent and to effectively manage conflict.
Subfields: Management Science and Operations Research, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/10409aef8424b8bb58d8ffd5e937fc29ab24ddfa
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In Management Science and Operations Research
In Sociology and Political Science
Citations in the corpus
- Managing Emotions During Team Problem Solving: Emotional Intelligence and Conflict Resolution (2004, background): “In categorizing conflict responses, Thomas (1977) identified the following five styles of conflict resolution that are determined by how cooperative (concerned for others) and assertive (concerned for self) an individual is in a conflict situation: (a) dominating or competing, a focus on winning…”
- The Contaminating Effects of Building Instrumental Ties (2014, unknown): “Consider that individuals’ reactions to another person’s behavior often are based more on their construals of the person’s motives than on the behavior’s objective impact (Deutsch, 1973; Thomas, 1976; Reeder et al., 2002).”
- Cultural values, emotional intelligence, and conflict handling styles: A global study (2016, background): “Blake and Mouton (1964), Thomas (1976), and Rahim (1983) suggest two dimensions for handling interpersonal conflicts: Concern for self and concern for others.”