Conflict Management Styles Research Articles

Evaluation of Conflict Management Styles of Construction Companies in Abuja, Nigeria

Managing conflict during construction process should an essential skill to be possessed by managers as conflict is inevitable in evolving complexity nature of the industry. Hence, the study examined the level of adoption of the conflict management styles (CMSs), and identified and assessed the key factors influencing the choice of conflict management styles by employees of the construction companies in the study area. A cross-sectional quantitative research designed was adopted in this study. It involved the contracting firms that were registered with Federation of Construction Industry (FOCI). Only twenty-five (25) active members are currently registered with FOCI. Due to the small number, a total enumeration technique was adopted as the target population. Three (3) members of each contracting firm were purposely chosen. The purposely selected employees were lower-level managers (supervisors), middle level managers and senior level managers. This made the sample size of this study to equate seventy-five (75). Of the 75 questionnaires administered, only 55 were returned and used to collect data for this study. The data collected were analysed using descriptive statistics, reliability analyses, RII and spearman’s correlation. For managing task-related conflict among the employees of the construction companies, the results revealed that the level of adoption of CMSs is above average (61%) and that compromising style was frequently used whereas dominating style was least used. It was also revealed that ‘personality trait’, ‘cultural diversity’, ‘leadership style’, ‘work experience’, and ‘power of contenders’ were the top essential factors influencing the choice of CMSs used in the surveyed construction companies. This study provides construction managers in the better understanding of CMSs and also highlight the important influential factors, especially when task-related conflicts arise.

Teachers’ multicultural personality traits as predictors of intercultural conflict management styles: Evidence from five European countries

This study explored the influence of five multicultural personality traits (i.e., Cultural Empathy, Open-Mindedness, Social Initiative, Emotional Stability, Flexibility) in predicting management styles (i.e., Integrating, Obliging, Compromising, Dominating, Avoiding) adopted by teachers from five European countries (Austria, Belgium, Germany, Italy, Spain) to deal with intercultural conflict that may arise within classes with and between students. Potential differences according to socio-demographic characteristics (i.e., Gender, Age, Working Seniority, Country of belonging) were also examined. Data from 589 secondary school teachers indicated that teachers who were more open-minded reported greater adoption of Integrating and Obliging styles when managing intercultural conflicts with and between students; while teachers who were less culturally empathic and flexible were more likely to adopt the Dominating style, and those who possess lower social initiative and flexibility were more likely to adopt the Avoiding style. Teachers who possess lower levels of emotional stability showed greater adoption of the Obliging style. Differences across socio-demographic characteristics were also found. Findings provided evidence to develop interventions aiming to foster effectiveness in classroom management of intercultural conflicts by underlining how multicultural personality may influence teachers’ ways to act and adjust to the educational demands of the increasingly multicultural school environment.

Exploring the relationship between leadership and conflict management styles among nursing students.

Leadership and conflict management are essential skills that nursing students need to acquire and practise. There is a gap in the existing literature on conflict management strategies, the role of leadership styles in conflict management and the relationship between leadership and conflict management styles among nursing students. To investigate nursing students' leadership and conflict management styles and determine the relationship between their leadership and conflict management styles. A descriptive correlational study was conducted with 250 third-year and fourth-year students at a nursing college in Saudi Arabia. Participants completed the Leadership Styles Questionnaire and Rahim Organizational Conflict Inventory-II. Descriptive statistics were used, and correlation and regression analyses were conducted. Overall, the democratic style of leadership and the integrating style of conflict management were the most favoured by participants, while the laissez-faire leadership style and the dominating style of conflict management were the least favoured. Significant positive correlations were established between the leadership styles of participants and their conflict management styles. The regression analysis showed a significant predictive power of leadership styles, specifically the democratic and autocratic styles, on 30% of the variance in conflict management styles. Leadership skills are essential for clinical decision-making, while leadership style can affect the choice of conflict management style. Nurse educators have a crucial role in teaching and modelling effective leadership and conflict management for students.

CONFLICT MANAGEMENT STYLES AMONG NURSES AT A TEACHING HOSPITAL, CHITWAN

Background: Nursing professionals are vulnerable to conflict due to nature of work, working environment and diversity of interaction. If conflict management is done properly adopting the effective conflict management style, it would enhance the job morale and promote the effective growth of any health institution. Hence, this study was aimed to find out the conflict management styles among nurses at a Teaching Hospital, Chitwan. Methods: A descriptive cross-sectional study design was used to identify the most preferred conflict management style among 50 nurses at a Teaching Hospital of Chitwan using non-probability convenience sampling method. The data was collected from 6th Dec 2020 till 19th Dec 2020 through self-administered questionnaire and standardized tool of Rahim Organizational Conflict Inventory II. The data analysis was done using descriptive statistics. Results: Among 50 respondents, the median age was 23.0 years. Regarding conflict management, among the five conflict management, collaborating style (4.17±0.38) was the most preferred one followed in rank order by compromising style (3.70±0.52), accommodating style (3.55±0.38), avoiding style (3.27±0.59) and competing style (3.06±0.77). Conclusions: The findings concluded that collaborating and competing style was the most and the least preferred conflict management style respectively while handling conflict among peers during clinical hours. Thus, it is important that nurse managers and hospital authority would pay attention towards promotion of effective conflict management style for nursing professionals through training and in-service education sessions.

Conflict Resolution Skills of Chinese Students in the U.S.

The number of Chinese international students in the U.S. has dramatically been increasing for the past two decades, while little is known how these Chinese students handle campus conflicts in the U.S. With the interpretative phenomenological research methodology, 10 Chinese students at three different universities in the U.S. were invited and gave their experiences and strategies in resolving campus disputes. Five superdinate themes were created based on the experiences of research participants. The findings strongly indicated that conflict management strategies and styles of Chinese students were significantly shaped by Chinese culture, and they were less likely to express their needs and negative feelings. According to findings, this study suggests that more attention and resources of student help centers should be allocated to Chinese international students in the U.S. for improving their learning experiences.

COLLABORATING AS AN EFFECTIVE STRATEGY FOR CONFLICT MANAGEMENT IN THE ORGANIZATION

Conflict is part of every organization, formal or informal. Conflict occurs when employees with different backgrounds and priorities work together. There are expressed in numerous ways such as insults, noncooperation, bullying, and anger. Its causes can range from personality clashes and misunderstood communication to organizational mismanagement. There are various styles of conflict management. This study aims to examine the concepts of conflict and conflict management strategies in the organization. The paper is descriptive and qualitative in nature. Data are obtained primarily through secondary sources and analyzed through content analysis. The study leverages Kenneth W. Thomas and Ralph H. Kilmann's (2015), model of conflict styles and identifies collaborating as one of the most effective strategies of conflict management in the organization.

Relationship Between Self-Awareness and Conflict Management Style: A Correlation Study

Conflict may both be a problem and a solution. The people involved determine whether a disagreement will simply be a problem or a solution as well. To transition from ineffective or even harmful conduct to productive behaviour and turn the problem into a solution, it might be essential to understand one's behavioural and communication patterns through self-awareness. Present research aims to study the association between self-awareness and conflict management styles. Data was gathered from 400 participants. To measure self-awareness and conflict management an online self-report questionnaire Self-Report Emotional Intelligence Scale by Schutte et al. and the Conflict Management Style questionnaire by Thomas Kilman were used. Results revealed, significant positive Pearson correlation between emotional intelligence and collaborative (r=369*, p=0.00) accommodating (r=288, p=0.00) and compromising (r= 263*, p=0.00) conflict management styles. This suggests that emotionally intelligent individuals manage conflict in a more productive manner than individuals with low emotional intelligence

The Relationship Between Mindfulness and Conflict Resolution Styles Among Nurse Managers: A Cross-Sectional Study.

Mindfulness might help nurse managers in dealing with conflicts. However, the relationship between mindfulness and conflict resolution styles were still not clearly understood. To identify the relationship between mindfulness and conflict resolution and to predict the conflict resolution styles of nurse managers through mindfulness. A descriptive correlational cross-sectional design was employed. A convenience sample of 197 nurse managers was recruited from five public and two university hospitals. Data about nurse managers' mindfulness and conflict management styles were collected through self-reported scales. The data was collected between January and March 2020. Mindfulness was significantly associated with integrating (r = 0.31, p < .001) and obliging (r = 0.14, p = .045) conflict resolution styles. Mindfulness was able to uniquely predict using the integrating conflict resolution style (χ² = 4.65, p = .031). Mindfulness is uniquely related to integrating conflict resolution among nurse managers. The findings encourage stakeholders in health care organizations to develop training programs to improve managers' conflict resolution skills and to invest in managers' mindfulness.

Conflict management and leadership styles. Comparative case study with future leaders

Conflict management and leadership styles. Comparative case study with future leaders

Conflict Management Styles and Resiliency among Nursing students from different cultures

Background: Nursing students are exposed to various types of conflicts while studying at the university. Their conflict resolution strategies and their resilience to such conflicts may be influenced by many factors, including culture and ethnicity. The aim of study was to assess conflict management styles and resiliency among nursing students from different cultures. Setting: faculty of Nursing affiliated to the Modern University for Technology and Information. Research design: A cross sectional design was conducted on a sample of 162 Egyptians and 54 Nigerian nursing students during academic year 2018/2019.Tools of data collection: Conflict mode instrument and resiliency questionnaire. Results: the result revealed that Regarding types of conflict used by the nursing students in study groups, indicates, the inter-personal conflict was major in both groups the Egyptian students and Nigerian students, the Egyptian students highly used of compromising and competing (99.4%) while, Nigerian students highly used of compromising (98.1%), avoiding (98.1%) collaborating, Egyptian students high level in reflective/adaptive (91.4%) with subtotal of bounce back academic (77.8%), also subtotal of individual the Egyptian students high 94.4% and Nigerian students had a high level in individual education 94.4%. Moreover the Nigerian students have a high level in total resilience 87.0%, while the Egyptian students had low level in total resilience81.5%. Conclusion: The study findings demonstrate a high experience of various types of conflict, particularly the interpersonal type, among Egyptian and Nigerian nursing students, significantly more among the formers. The compromising conflict management style is the most commonly used by both, with more use of the competing style by Egyptians. The level of resilience is mostly high, with no significant differences between them. Hence, different cultures could influence the type of conflict and its management style. Recommendation: Training courses in conflict management strategies and resilience are urgently needed for all students (Egyptian and Nigerian students). Summer courses and co-curriculum activities need to be developed to help nursing students improve their conflict resolution strategies and utilized use of resilience.

Conflict Management Styles of Middle-level Academic Administrators: Input to Conflict Development Plan

Conflict is endemic to all human and organizational life. It is an inevitable part on organization due to its related situations of division of functions, role disparity, power assertions and limited resources. Conflict arises when two individual or factions are disputing or opposing deliberately or unintentionally. Similar to other organizations, educational institutions are prone to relational conflict over several differences.Thomas-Kilman Conflict Mode Instrument guided this research study (Thomas and Kilman, 1974). The five styles of conflict management devised by Thomas and Kilman are indispensable in the realization of this study. To assess the preference of the middle-level administrators of the Bulacan State University on how to deal with conflicts, assertiveness and cooperation are two key parameters were used resulting to five diverse styles: avoiding, compromising, accommodating, competing and collaborating (optional must be supported by the survey result). Keywords: Conflict , Educational institutions , Diverse style DOI: 10.7176/PPAR/11-10-01 Publication date: December 31 st 2021

Conflict Management Styles and Innovation Performance

The aim of this research is to empirically investigate the relationship between conflict management styles (CMSs), organizational agility, and innovation performance. Covariance-based structural equation modeling was used to test Rahim and Bonoma conflict management styles and their relations to organizational agility and innovation performance. A total of 460 questionnaires were collected from the Jordanian telecommunication companies. Findings revealed that integrating style has a significant impact on the organizational agility and innovation performance. Organizational agility mediates the relationship between compromising and integrating conflict styles and innovation performance. The obliging, dominating, and avoiding conflict management styles have an insignificant effect on innovation performance. This research has significantly contributed to the existing literature where prior studies were mainly conducted in the Western context. The conflict management field is still under research in the Middle Eastern business context.

Applying Conflict Management Styles to Resolve Task Conflict and Enhance Team Innovation

Task conflicts among group members have a significant impact on team creativity, so it is critical to identify which conflict resolution styles should be used. This paper aims to examine how various conflict management styles influence team creativity via task conflict. The empirical research was conducted using the Structural Equation Model (SEM) for a sample of 257 employees working for Vietnamese organizations. The results show that dominating style increases task conflict while combining and obliging styles reduce it. To take advantage of the creativity-related benefits associated with task conflict, team leaders should develop an open atmosphere that encourages participants' integrating styles, rather than dominating styles. The negative influence of obliging style reflects Vietnamese culture's high collectivism. The study provides various approaches for task conflict management and also highlights the role of controlling task conflicts in enhancing team innovation. It implies that employees will be able to work better as a team in practice if conflict management strategies are used in a flexible manner. It helps them to build a good connection and successfully implement new ideas. Further research should extend the conclusion of this analysis in various contexts to generalize the findings. Doi: 10.28991/esj-2021-01303 Full Text: PDF

ORGANIZATIONAL CONFLICT: IS WHAT WE LOOK AT OR THE PERSPECTIVE WE LOOK FROM MORE IMPORTANT?

This study examined organizational conflict using two alternative research methods. In Study I qualitative data was raised via interviews on workplace conflicts from 40 faculty members and research assistants employed in a public university. In Study II vignettes of conflict scenarios were presented to participants and data were raised from 170 graduate and doctorate students. Vignettes differed in terms of the perspective it assumed; consisting of the subordinate, manager, and the neutral observer perspective. Participants were asked to report their affective reactions (negative and positive), conflict management style (collaborating, compromising, accomodating, avoiding and competing) and ethical evaluations (employee and manager) with regards to the vignettes. Content analysis of interviews revealed that injustice, differences of opinions and miscommunication were among the most frequently reported themes of conflict. Variance analyses were carried out for the vignette study on the above mentioned dependent variables. Main effect of perspective was found for most of the variables, such that subordinate perspective participants experienced higher levels of negative affect in reponse to the conflict; neutral perspective reported higher levels of the use of compromising strategy while subordinate perspective had significantly higher levels of avoiding, accomodating, and competing. In terms of the ethical evaluations of the subordinate and manager characters of the scenarios, each perspective perceived itself as more ethical than the other party. These findings point out the importance of perspective taking and empathy in organizational conflict. Practical implications for conflict resolution are discussed in light of the study findings. Keywords Organizational conflict, qualitative research, business ethics, affect, perspective taking

Relationship between Conflict Management Styles of Teachers and Organizational Environment of Universities

Relationship between Conflict Management Styles of Teachers and Organizational Environment of Universities

The approach of conflict in Luke 12:49–59 through Form Criticism and its application in Nigerian churches

Luke 12:49–59 contains two pericopes whose only bond of unity is conflict. The first pericope (49–53) deals with the kind of conflict best described as persecution because of Jesus, whereas, the first part of the second pericope (54–57) is a call for the Lukan community to understand various signs which mark a transition from the first to the second pericope. The second half of the second pericope (58–59) deals with inter-personal conflict among community members as it is seen and documented by the evangelist. In it, Jesus gives advice on how to avoid falling victim to legal justice. This research examines Jesus’ stance in handling conflict, and to observe if the contemporary Christianity in Nigeria understands conflict management as Jesus did in Lk 12:49–59, and how far the church has applied Jesus’ conflict management styles. The tools of exegesis and hermeneutics were employed to reconstruct the two pericopes and their various life situations.Intradisciplinary and/or interdisciplinary implications: The study’s implication is an approach with New Testament using Form Criticism to challenge the docility often seen in the (Nigerian) church each time there is a conflict situation. Peace and conflict study is analysed from the perspective of New Testament studies in order to cancel this stereotypical docility that is misunderstood as ‘Christian pacifism’. It then argues that the life situation of the conflict (whether it is intra-mural or extra-mural) should guide Christians to make the right choice towards conflict management.

TAHAP GAYA PENGURUSAN KONFLIK DAN KOMITMEN GURU SEKOLAH MENENGAH DAERAH BACHOK

Interpersonal conflict is a very common and unavoidable phenomenon in any organization including schools. Therefore, it requires an approach to handle it to ensure the effectiveness of the organization on an ongoing basis, and whether directly or indirectly it affects the commitment of teachers in the school. The purpose of this study is to identify the level of the conflict management style of teachers, especially in day secondary schools in the district of Bachok, Kelantan. A total of 173 teachers from five schools in the Bachok district in Kelantan participated in this study. The results of the study show that the level of each dimension of conflict management is at a high level. While the level of each dimension of teacher commitment is also at a high level. In addition, the results of the study showed that there were no significant differences in conflict management styles based on gender, age, teaching experience, and educational level. Researchers have suggested that the MOE take several initiatives to reduce conflict among teachers by providing exposure through training, courses, workshops, and seminars on effective and constructive conflict management to increase teachers' commitment towards further excellence in the field of education today.

The Effect of Political Skill on Relationship Quality in Construction Projects: The Mediating Effect of Cooperative Conflict Management Styles

Negative consequences can arise if interpersonal conflicts in construction projects are not handled properly. This study aims to investigate the relationship among political skill, cooperative conflict management styles, and relationship quality. Multiple regressions were used to test the hypothesis based on 206 items of data collected from construction project practitioners in China. Results demonstrate the mechanism of action among political skill, conflict management styles, and relationship quality and verify the mediating effect of cooperative conflict management styles, providing enlightenment for future research on conflict management.

CONFLICT MANAGEMENT STYLES AND EMPLOYEE PERFORMANCE IN HOSPITALS.

Purpose: Mobile technologies provide an affordable and easily accessible technology that lecturers can use effectively to assist students with their studies. The general objective of the study was to evaluate conflict management styles and employee performance in hospitals&#x0D; Methodology: The paper used a desk study review methodology where relevant empirical literature was reviewed to identify main themes and to extract knowledge gaps.&#x0D; Findings: From the study findings, it is concluded that the compromising, avoiding and dominating styles are the most commonly used styles among the Public hospitals, the doctors, nurses and the clinical officers. This is because the compromising style encourages participation of all the parties, the style is partially assertive and cooperative and the style leads to temporal solutions when being used. The avoiding style is preferred because it involves withdrawing from the conflict at hand whereas the dominating style is preferred because the style is used in case of an emergency and involves speedy decision making. With all this in place, conflicts are managed which leads to temporal and fair solutions which satisfy all the parties. Therefore, the styles when used leads to increase in employee performance in the work place.&#x0D; Recommendations: The study recommended that the management of public hospitals should ensure that conflicts are cut down basing on how employee performance is important. The management should be able to encourage the employees to perform through participation in the decision making process, ensure they are performing their job roles and duties responsibly and also evaluate employees annually to know understand why they are performing the way they are

Conflict dynamics and management patterns of student nurses in governement hospitals in Adamawa state, Nigeria / Dinâmica de conflito e padrões de gestão de enfermeiras estudantes em hospitais do governo do estado de Adamawa, Nigéria

The complexities associated with healthcare centres have made conflict a part and parcel of their operational milieus. Student nurses on formal clinical training, being part of the system, are not resistant to the deleterious outcomes of such conflicts. Thus, this is study assessed conflict dynamics and management strategies of student nurses in government hospitals in Adamawa State, Nigeria. A descriptive survey design was adopted and a sample of 160 student nurses was selected through random sampling technique. A self-structured questionnaire titled “Student Nursing Conflict Questionnaire” (SNCQ) was used to elicit primary data. Data collected were analysed with frequency counts, percentage and standard deviation. The study discovered that the majority of student nurses frequently encountered conflict (50.6%) in hospitals and they often perceived it as something bad (70.6%). Also, the major types of conflict often experienced by student nurses were “nurse-student nurse conflict” (NSC) (36.9%) and “patient relatives-student nurse conflict” (PRSC) (36.9%). The main causes of these conflicts were lateness to the hospital ( = 3.375) and unclear definition of responsibilities between student nurses and other auxiliary health workers ( = 3.338). Furthermore, the main consequences of conflict on student nurses were lowering their productivity ( = 3.550) and discouraging effective training of student nurses ( = 3.569). The conflict management styles often adopted by student nurses were collaborating style ( =3.153) and accommodating style ( =3.025). Based on these findings, it was recommended that medical peace education should be promoted in all ramifications in health establishments in order to help those that wish to become health practitioners such as student nurses as well as those already practicing in the field to understand conflict behavioural dynamics for constructive mitigation to enhance their productivity and healthcare service delivery.