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The De Gruyter Handbook of Organizational Conflict Management
offers insightful contributions covering a myriad of conflict
management topics ranging from fundamental issues, such as
emotional intelligence and cultural differences, to cutting-edge
themes such as political conflicts and mindfulness training.
Renowned conflict management scholars and leading practitioners
have contributed chapters to this handbook based on their research
and their practical experience in the field of confl ict
management. Many of the authors have influenced the topic of
conflict management as it has become both a fi eld of academic
study in universities and a necessary leadership skill. The
handbook is organized in four sections. The first section covers
interpersonal conflict management and focuses on perceptions,
conflict styles, emotional intelligence, psychological safety, and
change. The second section includes ethnic and cultural issues in
organizational conflict management, such as microaggressions,
ethnicity and religion, and political conflicts. The third section
offers methods for managing organizational conflicts, including
mediation, negotiation, ombudspersons, and conflict coaching. This
section also offers guidance on developing an organizational
conflict management system and discusses HR's role in managing
conflicts. The fourth section introduces chapters on special topics
in conflict management, such as workplace bullying, gender issues,
birth order personality, human connections, and forgiveness. This
handbook is an essential reference for scholars and practitioners.
It offers organizational leaders insights into the causes and
solutions to organizational conflict management. In addition, it is
an excellent textbook for undergraduate and graduate courses in
organizational conflict management.
Conflicts happen, and the workplace can be a cacophony for
competing interests. Consider that organizational culture is an
ensemble of shared values, beliefs, assumptions, perceptions, and
norms. Organizations are not solos. They are an accompaniment of
individuals, departments, and divisions, and each is competing for
scarce resources. Measure in a little power imbalance and
organizational political posturing. Then, scale in the fact that
today's managers are faced with diversity and cultural issues
ranging from race and gender to individual ethnicity, principles,
and philosophies, about which employees are more vocal. All this
discord can strike a sharp note of dissonance. However, effective
resolutions can change this discord to harmony. Consider that music
is not a single note. Rather, it is the silence between the notes
that makes beautiful music, and conflict is that silence.
Unfortunately, conflict has a bad reputation, and it is often
labeled as disagreement, fighting, or arguing that leads to stress,
retaliation, and resentment. Some managers spend a disproportionate
amount of their workdays dealing with conflicts. They have not
learned what causes conflicts or how to productively manage them.
As a result, they often avoid or force outcomes causing discord,
fractured relationships, loss of productivity, and even lawsuits.
Learning to fine tune inevitable conflicts will help managers
orchestrate a more harmonious workplace. From Discord to Harmony:
Making the Workplace Hum is largely evidence-based, and many of the
chapters contain cutting-edge research by experts in their
respective fields.
Conflicts happen, and the workplace can be a cacophony for
competing interests. Consider that organizational culture is an
ensemble of shared values, beliefs, assumptions, perceptions, and
norms. Organizations are not solos. They are an accompaniment of
individuals, departments, and divisions, and each is competing for
scarce resources. Measure in a little power imbalance and
organizational political posturing. Then, scale in the fact that
today's managers are faced with diversity and cultural issues
ranging from race and gender to individual ethnicity, principles,
and philosophies, about which employees are more vocal. All this
discord can strike a sharp note of dissonance. However, effective
resolutions can change this discord to harmony. Consider that music
is not a single note. Rather, it is the silence between the notes
that makes beautiful music, and conflict is that silence.
Unfortunately, conflict has a bad reputation, and it is often
labeled as disagreement, fighting, or arguing that leads to stress,
retaliation, and resentment. Some managers spend a disproportionate
amount of their workdays dealing with conflicts. They have not
learned what causes conflicts or how to productively manage them.
As a result, they often avoid or force outcomes causing discord,
fractured relationships, loss of productivity, and even lawsuits.
Learning to fine tune inevitable conflicts will help managers
orchestrate a more harmonious workplace. From Discord to Harmony:
Making the Workplace Hum is largely evidence-based, and many of the
chapters contain cutting-edge research by experts in their
respective fields.
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