This revised and updated edition of RahiM's classic work on
managing conflict in organizations presents new evidence that
suggests, contrary to generally accepted views, that organizational
conflict need not be minimized or avoided in all cases. Some
conflicts are functional and others are dysfunctional. Substantive
or task-related conflict is functional for nonroutine tasks, but
affective conflicts are dysfunctional irrespective of the task
conditions. Classifying conflicts as intrapersonal, interpersonal,
intragroup, or intergroup, Rahim explains how to diagnose conflict,
how to intervene effectively, and how to handle all the different
types of conflict that typically arise in organizations.
RahiM's systematic approach to conflict management identifies
five styles of handling conflict (integrating, obliging,
dominating, avoiding, and compromising). These styles may be used
in the course of an intervention, a technique that enables managers
to minimize affective conflict while attaining and maintaining a
moderate amount of substantive conflict at the individual, group,
and intergroup levels. RahiM's book will be of interest to
scholars, students, and practitioners in management, organizational
psychology, human resources management, and communication.
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