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The mathematical model of game theory [a] originally posited only a winner and a loser (a zero-sum game) in a conflict, but was extended to cooperation (a win-win situation and a non-zero sum game), [b] and lets users specify any point on a scale between cooperation, [2] peace, [Note 1] rivalry, contest, [3] crisis, [4]: 2 and conflict [5 ...
The Vroom–Yetton contingency model is a situational leadership theory of industrial and organizational psychology developed by Victor Vroom, in collaboration with Philip Yetton (1973) and later with Arthur Jago (1988). The situational theory argues the best style of leadership is contingent to the situation.
Andra Medea (born 1953) is an American writer and a project developer and theorist on issues of conflict and violence, specifically crisis prevention. She first came to prominence in 1974 when, with writer Kathleen Thompson, she wrote Against Rape (Farrar, Straus, 1974), the book that broke the silence on rape internationally. [1]
Situational Leadership Theory, now named the Situational Leadership Model, is a model created by Dr. Paul Hersey and Dr. Ken Blanchard, developed while working on the text book, Management of Organizational Behavior. [1] The theory was first introduced in 1969 as "Life Cycle Theory of Leadership". [2]
The three levels referred to in the model's name are Public, Private and Personal leadership. The model is usually presented in diagram form as three concentric circles and four outwardly directed arrows, with personal leadership in the center. The first two levels – public and private leadership – are "outer" or "behavioral" levels ...
Getty By Gus Lubin Different cultures can have radically different leadership styles, and international organizations would do well to understand them. British linguist Richard D. Lewis charted ...
Fiedler's contingency model is a dynamic model where the personal characteristics and motivation of the leader are said to interact with the current situation that the group faces. Thus, the contingency model marks a shift away from the tendency to attribute leadership effectiveness to personality alone.
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.