Abstract
There is currently a growing need for workers, at different levels, to learn and develop new behaviors, namely regarding interpersonal relationships with co-workers. This article focuses on styles of handling interpersonal conflict between peers in an organizational context. In order to evaluate interpersonal conflict handling styles, the ROCI-II Rahim Organizational Conflict Inventory was used in a sample of 181 subjects from a Portuguese organization.
Highlights
According to Ibañez (1988), the most relevant aspect in the definition of conflict is that it should stem from the social players’ subjectivity, and from their cognitive representations, so as to differentiate it from other similar states of discord such as an objective counterposition or competition
The overall objective of this research is to describe the conduct of individuals in situations of interpersonal conflict in an organizational context among co-workers, and check how conflict handling styles are determined by the variables sex and level of education
Independent demographic variables and one dependent variable were considered for interpersonal conflict handling styles between peers in an organizational context
Summary
According to Ibañez (1988), the most relevant aspect in the definition of conflict is that it should stem from the social players’ subjectivity, and from their cognitive representations, so as to differentiate it from other similar states of discord such as an objective counterposition or competition. According to Serrano and Rodriguez (1993), despite conflict being analyzed from several points of view, which correspond to different analytical perspectives and different phenomenon explanation levels, these are not, on principle, contradictory. On the other hand, Serrano and Rodriguez (1993) caution that there is subjectivity in terms of connotations of definitions centered on the incompatibility of the parties. They mention that partial or total incompatibility of goals does not imply they really are so. According to the author, the analysis of this dimension requires a motivational perspective, and a perceptive one, given that any conflict carries with itself a particular background of stereotypes, prejudices, ethnocentric visions and biased perceptions of the opponent that curtail the supposed inability to reach an agreement
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