Abstract

Through the last decades, values have been one of the hot topics for researchers. Hundreds of researches and articles describe and analyze values of different level based on different theories. At the same time, construct of values has still remained a little bit mysterious, because we still do not fully understand and agree how the values shape and develop. Fortunately, most of the researchers agree on that organizational values and success (no matter how we define the success) are connected and dependent on each other. Often in organizations, the values are described and an effort made to propagate them to the employees and integrate into everyday actions. A more complex question remains how to evaluate if the desired values have imprinted themselves in the organization. The main aim of the chapter is to show how the conflicts in the organization might be used as the indicators of organizational real values. The chapter is based on the former researches of the authors and others. Results show that conflicts describe organizational real values and therefore organizational conflicts can be used as a tool to assess the implementation of organizational values.

Highlights

  • 20 Organizational Conflict on higher levels of value systems, the real values are usually placed on the lower level [1]

  • As the organization cannot exist without people and every person has individual values, it is easy to conclude that a basis of all the organizational values is a set of individual values of employees

  • Perkins suggested the components necessary for collaboration create productive conflict, and the absence of the components contribute to unproductive conflict [116]

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Summary

Introduction

We can be sure that values impact our behaviour—our decisions and choices. There have been many investigations about organizational values and from the other hand investigations about conflict management. The authors of the present chapter proceed from the hypothesis that the real (shared) values of an organization reveal themselves in the behaviour and decisions of the managers and in how they manage conflicts. Knowing the people’s real values, the organization can increase the threat of potential conflicts and through that make conclusions to increase organizational success. The latest management theories already speak about the values as one of the factors determining organisation’s success and conflict culture plays an important role in achieving this target

Organizational values
Organizational conflicts
Conflicts and values in organisation
Conclusions
Full Text
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