Individual Conflict Resolution Research Articles

Designing an instrument for resolving individual conflicts in “Total” institutions

Individual complaint and grievance arbitration as a means to solve conflicts between individuals and organizations is especially useful as a management tool in situations involving a power difference between conflicting parties, as in employer-employee relationships or in total institutions. To design an instrument for solving individual conflicts in total organizations, influences of organizational structure, organizational climate, and grievance system on the resolution of individual conflicts were examined. The data were subjected to quantitative and qualitative analysis and considered in light of theoretical notions in organizational sociology, sociology of law, and conflict theory.

Despotism and differential reproduction: A cross-cultural correlation of conflict asymmetry, hierarchy, and degree of polygyny

Social organization from the simplest societies through early “states” generally increases in hierarchical complexity. The prediction is made on the basis of Darwinian theory that to the extent that conflicts of interest among individuals in a society are not overridden by common interest, individuals should exploit hierarchical positions of strength to maximize inclusive fitness at the expense of others in the group. Consistent with this prediction, cross-cultural evidence from 24 well-known ethnographically described societies yields high correlations between group size and hierarchical complexity, asymmetry in the resolution of individual conflicts, perquisites taken by third parties, and degree of polygyny attained by individuals at the top of the social hierarchy.