Conflict Handling Styles

Nigerian tertiary institutions operate in an unstable environment that affects their academic performance, with conflict being a major challenge. Effective conflict management strategies are essential to creating a stable and productive work environment. This study examines whether the Federal Government of Nigeria's conflict management strategies in negotiations with the Academic Staff Union of Universities (ASUU) effectively resolve conflicts and prevent industrial actions. Using a quantitative approach, data were collected from 357 respondents through a convenience sampling technique. Multiple regression analysis was conducted to assess the impact of conflict management strategies on organisational performance. Findings indicate a significant positive relationship between key strategies, such as accommodation and compromise, and institutional performance. The study highlights the crucial role of effective conflict management in enhancing performance in Nigerian tertiary institution. It also emphasizes that poor implementation of these strategies can hinder institutional progress. Therefore, the Federal Government should improve its conflict resolution approaches, particularly by strengthening accommodation, compromise, and alternative dispute resolution (ADR) strategies to promote inclusivity and reduce industrial disputes.

This conceptual paper suggests that the distinction between an autocratic and democratic leadership orientation may serve as an important moderator of the relationship between key organizational characteristics and workplace bullying. More specifically, we explore leader autocratic vs. democratic power orientations and leader agentic vs. communal orientations as the theoretical bases for developing a new model of perceived leadership orientation as a moderator of the relationships between certain key organizational characteristics and perceptions of workplace bullying behavior. Our model proposes differential moderating effects for both leader autocratic-democratic power orientation and leader agenticcommunal orientation. Particularly, we contend that democratic and communal leadership orientations may lead to fewer perceptions of bullying in the workplace. We conclude with a discussion of our model's practical implications and suggestions for future research on this subject.

The current study is developed to identify factors that affect trainees' acquiescent tendency in organizational trainer evaluations. We posit that conflict-handling style affects ones tendency to acquiesce in trainer evaluations, and this relationship is regulated by cultural influence. Surveys were sent to employees with training experience in Taiwan and North America, 395 valid responses were collected. Results showed that the two individual conflict-handling styles: nonconfrontation style and dominating style, are positively related to acquiescent tendency; and their relationship is found moderated by the influence of Confucian work dynamism, thus confirming the influence of cultural norms. Our findings contribute to HRD practitioners by highlighting the different conflict-handling style and culture influence will result in different level of acquiescent propensity, trainer evaluations results should be interpreted more carefully and cautiously. 1 | INTRODUCTION Training and development is a key human resource practice, generally seen as an essential investment to sustain competitive advantages for

Following in the footsteps of Frances Brew and the late Kwok Leung (1958-2015), we attempt to further integrate the Western dual-concern model of conflict and the Chinese dual-motive model of harmony. Our integrative framework of conflict-handling behaviour is designed to be more comprehensive in its coverage of conflict-handling styles than the integrative model developed by Brew in 2007, and more symmetric in its treatment of the Western and Chinese perspectives than the integrative model jointly developed by Leung and Brew in 2009. In developing our alternative integrative model, we try to take a further step in the process of universalization of an indigenous Chinese theory.

Special thanks go to all participants who filled our survey questionnaire and shared with us their professional experience to make our dissertation more beneficial and closest to reality. Their contribution and time dedication was a key aspect that made the significant amount the responses reliable and accurate. Last but not least, we would like to dedicate a special thanks to all friends and family members who gave us a moral support that was very important for us during the master course, and our work is dedicated to them.

Humor is a contextual phenomenon that exists in all societies, although the impact of humor may differ across different cultures. The data for this research was collected using an ethnographic-based approach, incorporating participant observation and semistructured interviews. Based in three different South Korean organizations, this research offered the opportunity to interact in depth with workers of varying ages, genders, hierarchical levels, and organizational roles. Humor styles incorporate both light and dark forms of humor that may be affiliative and self-enhancing or aggressive and detrimental or may contain elements from both styles simultaneously Observations were complimented by 46 in-depth interviews and ad hoc follow-up discussions. This paper adopts a Confucian perspective to understand the perception and use of workplace humor in these South Korean organizations. Confucian philosophy emphasizes the value of formality within society in order to maintain respectful relationships between individuals. We suggest that humor is used in these South Korean workplaces to support traditional Confucian values of harmony and hierarchy, and the changing cultural values in these workplaces influence humor perceptions in complex ways. The Confucian value of harmony maintained through the idea of hierarchy creates pressure for organizational members, to accept and cope with contentious humor in the workplace. In particular, the clash between the need to maintain harmonious relationships in the workplace (through obedience toward superiors) and the desire to reject some types of humor highlights issues for younger organizational members. Internal conflict creates distress for younger employees who may hold more Westernized values and this affects their emotional, psychological well-being. This study presents a cross-cultural perspective to organizational humor, and suggests that humor may not always be a positive experience for organizational members, but instead may create psychological distress in some employees.

This paper presents a mixed methods study, carried out among 21 first-year student teachers, that investigated learning outcomes of a modified Learning by Design (LBD) task. The study is part of a series of studies that aims to improve learning, teaching and teacher training. Design-based science challenges are reasonably successful project-based approaches for breaking down the boundaries between traditional STEM subjects. Previous learning outcomes of the extensively studied LBD approach demonstrated a strong positive effect on students’ skills. However, compared to traditional classroom settings, LBD provided little profit on (scientific) concept learning. For this, according to two preliminary studies, a lack of explicit teaching and scaffolding strategies, both strongly teacher-dependent, bears a share of responsibility. The results of the third study discussed in this paper indicate that emphasizing these strategies strengthens concept learning without reducing positive effect...

The current study is developed to identify factors that affect trainees' acquiescent tendency in organizational trainer evaluations. We posit that conflict-handling style affects ones tendency to acquiesce in trainer evaluations, and this relationship is regulated by cultural influence. Surveys were sent to employees with training experience in Taiwan and North America, 395 valid responses were collected. Results showed that the two individual conflict-handling styles: nonconfrontation style and dominating style, are positively related to acquiescent tendency; and their relationship is found moderated by the influence of Confucian work dynamism, thus confirming the influence of cultural norms. Our findings contribute to HRD practitioners by highlighting the different conflict-handling style and culture influence will result in different level of acquiescent propensity, trainer evaluations results should be interpreted more carefully and cautiously. 1 | INTRODUCTION Training and development is a key human resource practice, generally seen as an essential investment to sustain competitive advantages for

The current study is developed to identify factors that affect trainees' acquiescent tendency in organizational trainer evaluations. We posit that conflict-handling style affects ones tendency to acquiesce in trainer evaluations, and this relationship is regulated by cultural influence. Surveys were sent to employees with training experience in Taiwan and North America, 395 valid responses were collected. Results showed that the two individual conflict-handling styles: nonconfrontation style and dominating style, are positively related to acquiescent tendency; and their relationship is found moderated by the influence of Confucian work dynamism, thus confirming the influence of cultural norms. Our findings contribute to HRD practitioners by highlighting the different conflict-handling style and culture influence will result in different level of acquiescent propensity, trainer evaluations results should be interpreted more carefully and cautiously. 1 | INTRODUCTION Training and development is a key human resource practice, generally seen as an essential investment to sustain competitive advantages for

The current study is developed to identify factors that affect trainees' acquiescent tendency in organizational trainer evaluations. We posit that conflict-handling style affects ones tendency to acquiesce in trainer evaluations, and this relationship is regulated by cultural influence. Surveys were sent to employees with training experience in Taiwan and North America, 395 valid responses were collected. Results showed that the two individual conflict-handling styles: nonconfrontation style and dominating style, are positively related to acquiescent tendency; and their relationship is found moderated by the influence of Confucian work dynamism, thus confirming the influence of cultural norms. Our findings contribute to HRD practitioners by highlighting the different conflict-handling style and culture influence will result in different level of acquiescent propensity, trainer evaluations results should be interpreted more carefully and cautiously. 1 | INTRODUCTION Training and development is a key human resource practice, generally seen as an essential investment to sustain competitive advantages for

This paper presents a mixed methods study, carried out among 21 first-year student teachers, that investigated learning outcomes of a modified Learning by Design (LBD) task. The study is part of a series of studies that aims to improve learning, teaching and teacher training. Design-based science challenges are reasonably successful project-based approaches for breaking down the boundaries between traditional STEM subjects. Previous learning outcomes of the extensively studied LBD approach demonstrated a strong positive effect on students’ skills. However, compared to traditional classroom settings, LBD provided little profit on (scientific) concept learning. For this, according to two preliminary studies, a lack of explicit teaching and scaffolding strategies, both strongly teacher-dependent, bears a share of responsibility. The results of the third study discussed in this paper indicate that emphasizing these strategies strengthens concept learning without reducing positive effect...

It can be put forward that workplace friendship has impact on some organizational variables such as organizational commitment, job satisfaction and intentions to leave the job (Morrison, 2005, pp. 152-153). The preferences of the employees can also be influenced by their perceptions about workplace friendship. In this study, it was aimed to find out the predictive levels of employees’ workplace perceptions for their preferences about the conflict management styles. The research was designed as a descriptive survey model. The scales of “workplace friendship” and “Rahim Organizational Conflict Management” were utilized as data collection tools. The correlations among and predictive levels of sub-dimensions of workplace friendship scale for the conflict management styles were analyzed by means of multiple regression analysis. At the end of the analyses, it was found out that the variable of friendship prevalence is a meaningful predictor of conflict management style of integrating, fri...

Introduction: Mobbing is a phenomenon that affects the health of workers and the Quality of Life at Work (QLW), the people around and the organization. The objective of the study was to analyze the association between Mobbing and Quality of Life at Work in workers at a private university in Jalisco, Mexico. Material and Methods: Type of descriptive, cross-sectional, and analytical study. Three questionnaires were used to collect the information: one on sociodemographic and labor data, the CVT-GOHISALO questionnaire to evaluate Quality of Life at Work and the IVAPT-PANDO to calculate Mobbing. The universe of study were all the workers (census) of the University, excluding workers who did not want to participate. Results: 54.8% of the people in the study were women, with an average age of 36.6 years, 44.6% are single, 48.6% have a bachelor's degree with an average working seniority of 5 years. The association results show that between Mobbing and Quality of Life at Work there was statistical significance in the seven dimensions of the CVT (by its acronym in Spanish) instrument. 72.7% perceive the presence of workplace violence. Concerning the level of intensity of psychological violence at work, 27.8% of the population did not perceive it. Conclusion: According to the results, it is inferred that the presence of Mobbing does affect the Quality of Life at Work.

This research identifies decision-making styles and components of succession planning and examines their relationship.The statistical population (190 people) in the present survey research consists of Pars Special Economic Energy Zone (PSEEZ) Organization managers who were assessed using the Census Method. Scott and Bruce’s general decision-making questionnaire and Kim’s succession planning questionnaire were used with a response rate of 90%. Data was analyzed with the SPSS and Smart Planning softwares. In analyzing the obtained results, the dominant decision-making style is rational, followed respectively by the intuitive, dependent, avoidant, and spontaneous decision-making styles. By investigating succession planning capabilities, the results of the research showed that among items in the succession planning system, candidate evaluation ranked first, followed by policy setting, system evaluation, and candidate development respectively as the priorities of the statistical population. The research hypothesis based on a significant relationship between the decision-making styles and organizational succession planning capabilities was confirmed. In order to improve its human resources and bridge the gap with global standards, it is therefore proposed that the senior management of the organization take serious steps to implement the succession planning program. It is also recommended that other esteemed researchers carry out the present research again after the implementation of the succession planning program in the studied organization and compare the results before and after the implementation of the program.

This 40 page guide provides detailed guidance trainers, professors, and consultants for leading workshops on conflict styles.  Learners take a conflict style inventory (Eg:  the Style Matters inventory or the Thomas Kilmann Conflict Mode Instrument, not contained in this document) and then participate in a workshop outlined in this guide. 

Guide is designed to enable anyone with basic group facilitation skills to lead a successful learning experience. 

This guide is written as a guide to the Style Matters conflict style inventory.  As such, it reflects themes central to the Style Matters inventory.  These include:

1) Stress aware.  The inventory measures responses in both Calm and Storm.  The stress of conflict can have drastic effects on how people function. Your patterns when you're upset may be quite different than when you're calm.  It's important to recognize both.  No other conflict style inventory accounts for this important dynamic.

2) Proactive.  Other inventories describe responses of the user and give generalized suggestions.  Style Matters mines data in the user's report and provides many specific suggestions in response. 

3) Designed for team building.  Other inventories address only the individual user.  Style Matters invites conversation and teambuilding with a section addressed specifically to partners and colleagues of the user. 

3) Culturally adaptable.  Style Matters allows users to choose from two different ways of taking the inventory, making the instrument suitable for users from diverse cultural backgrounds. 

4)  Suitable for solo or group use.  Individuals can easily understand the Style Matters report with no trainer input and benefit from its many clear, specific suggestions.  For workshop settings, its free trainer's guide offers detailed guidance to help anyone with basic group facilitation skills to lead a rich conversation on conflict styles.  This flexibility supports easy use in a wide variety of consulting and learning requirements.

The purpose of this article is to describe, analyze and interpret self-perceptions regarding leadership, conflicto handling and participation by ten allegedly bullies managers. A qualitative phenomenological investigation was made; information was gleaned from in-depth interviews and was analyzed with Atlas.ti. The managers’ performance was characterized by the de-professionalization of their duties and the exercise of leadership by self-favoring trends, forcing obedience and putting results ahead of their employees’ wellbeing. Intuition and imposition dominated in their handling of conflicts. We conclude that the lack of managerial skills may result in creating bullying situations and behavior by managers toward their subordinates.

The current study is developed to identify factors that affect trainees’ acquiescent tendency in organizational trainer evaluations. We posit that conflict-handling style affects ones tendency to acquiesce in trainer evaluations, and this relationship is regulated by cultural influence. Surveys were sent to employees with training experience in Taiwan and North America, 395 valid responses were collected. Results showed that the two individual conflict-handling styles: non-confrontation style and dominating style, are positively related to acquiescent tendency; and their relationship  is found moderated by the influence of Confucian work dynamism, thus confirming the influence of cultural norms. Our findings contribute to HRD practitioners by highlighting the different conflict-handling style and culture influence will result in different level of acquiescent propensity, trainer evaluations results should be interpreted more carefully and cautiously.

Those informal learning possibilities that contribute to student’s personal development demand a space among the tasks of educating and teaching institutions. These informal learning environments can be formed outside lessons, or they can be fitted into the activities of the whole-day school. The indirect communication, for example chatting, posting to each other are active parts of student’s everyday activities, which more and more eliminate direct interpersonal communication and can have an effect on later social relationships, in the case of a workplace for example. However, because of its general incidence and popularity digital technology isn’t evadable, and we have to reckon with its very strong motivational power. On e-bibliotherapy meetings the use of digital devices appear, which beside the development of digital competences, also functions as an inducing of personal interactions.

The importance of this paper lies on the identification of the components of mobbing behavior at the maquila industry. Although the mobbing factor has been widely studied, studies made in the outsourcing industry in Mexico are scarce. The aim of this research was to diagnose the degree of mobbing that the surveyed employees showed as well as individual differences among the employees that suffered this problem. This paper applied the Cisneros inventory. The authors tested the original 43 item version with data collected from a sample of 150 direct employees working at a maquila production center for Radars and GPS Instruments in Ensenada, Baja California. Even though results show low levels of mobbing since only 8% of the surveyed employees experienced high degree of the harassment, 138 of the surveyed employees have suffered at least one of the mobbing behaviors from coworkers in the last six months. Correlations showed high significance between the variables of the model.