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Example: Questioning someone's position or place in a group setting can create face-threatening situations. Differences in individualistic vs. collectivistic and small vs. large power distance cultures profoundly shape face management. Example: The way we communicate with others depends on how we communicate with leaders and the groups we fit ...
The journal was established in 1957. In 1959, the journal was run by the Center for Research on Conflict Resolution at the University of Michigan in Ann Arbor. [2] When the Center closed in 1971 due to lack of funding, the journal was run by a team at Yale University. [2] Since 2009, the journal has been run by a team at the University of ...
Management in Education (MiE) is a quarterly, peer-reviewed academic journal in the field of educational leadership and management. The journal's editor-in-chief is Paul Armstrong, senior lecturer at The University of Manchester. It was established in 1987 and is currently published by SAGE Publications on behalf of the British Educational ...
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.
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.
The International Journal of Conflict and Violence (IJCV) is an open access interdisciplinary scientific journal covering conflict and violence research. It has been published twice a year in English since 2007 and encompasses contributions from a wide range of disciplines including sociology, political science, education, social psychology, criminology, ethnology, history, political ...
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Task conflict encourages greater cognitive understanding of the issue being discussed. This leads to better decision making for the groups that use task conflict. [13] The second is affective acceptance of group decisions. Task conflict can lead to increased satisfaction with the group decision and a desire to stay in the group. [14]