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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. Properly managed conflict can improve group outcomes.
Patterns of Conflict was a presentation by Colonel John Boyd outlining his theories on modern combat and how the key to success was to upset the enemy's "observation-orientation-decision-action time cycle or loop", or OODA loop.
The cost of conflict methodology takes into account different costs a conflict generates, including economic, military, environmental, social, and political costs.The approach considers direct costs of conflict, for instance, human deaths, expenses, destruction of land and physical infrastructure; as well as indirect costs that impact a society, for instance, migration, humiliation, the growth ...
Conflict management is the process of handling disputes and disagreements between two or more parties. Managing conflict is said to decrease the amount of tension; if a conflict is poorly managed, it can create more issues than the original conflict.
A conflict style inventory is a written tool for gaining insight into how people respond to conflict. Typically, a user answers a set of questions about their responses to conflict and is scored accordingly. Most people develop a patterned response to conflict based on their life history and history with others.
Conflict analysis provides guidance on mapping the hopes, needs, and fears of all parties to a conflict, including outwardly impartial third parties; and acknowledges the potential role of creativity, rather than assuming as war journalism does, that the positions of elites, power gradients and the struggle for power are the most important ...
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.
There are a number of antecedents of intragroup conflict. While not an exhaustive list, researchers have identified a number of antecedents of intragroup conflict, including low task or goal uncertainty, [5] increased group size, [6] increased diversity (i.e., gender, age, race), [7] [8] lack of information sharing, [9] and high task interdependence.