Abstract
Inevitable conflicts in the workplace have dual effects on organizations. How to manage conflicts and make it play a constructive role in the organization is of great importance to the success of the organization. It is also one of the necessary management skills for managers. In order to enable managers to face up to conflicts, learn to manage conflicts in the right way, and play a constructive role in the organization. This paper studies conflict and conflict management behaviors by means of literature research. Firstly, this paper defines the meaning of conflict management and clarifies the specific content of conflict management. Then it reviews and analyses the research on conflict management by scholars at home and abroad. Finally, it points out the shortcomings of current research on conflict management, and briefly looks forward to the future development of conflict management research.
Highlights
The results show that managers with higher levels are more inclined to adopt conflict management methods of competition and cooperation, and employees at lower levels are more inclined to adopt conflict management methods of compliance, compromise and avoidance
The empirical results show that managers who are sensitive to organizational justice issues are more likely to adopt cooperative conflict management methods in the face of conflicts with employees
The research results show that the conflict management method of competition and cooperation has a significant positive impact on the behavior of employees, and psychological security plays a part of intermediary role between cooperative conflict management and voice behavior
Summary
Research on the division of conflict management methods is mostly based on the management grid theory of Blake and other dual concerns (caring for people and relationship production). Thomas and Kilmann (1974) [6] based on the “management grid” theory and describe the conflict management behaviors in organizations and teams with five conflict management modes: Competition, cooperation, avoidance, accommodation, compromise, from the two dimensions of caring for themselves and others. Rahim (1983) [7] divided conflict management into five types: cooperation, Obliging, competition, avoidance and compromise from the perspective of caring for himself and others. Later this method has been widely used. Problem solving includes the way of cooperation and compromise divided by predecessors, the way of dealing with conflicts which is equivalent to competition, and the way of avoiding and obeying is informal behavior.
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