Researchers of organizational behavior in such fields as psychology, business, and political science, offer organizational leaders, employees, and conflict management scholars a deeper understanding of what causes conflicts, and provides them with solutions for turning unproductive conflicts into positive opportunities for growth. They cover interpersonal conflict management; organizational conflict management; intercultural, international, and ethnic conflict management; methods for managing organizational conflicts; and special topics in organizational conflict management. The material could serve as a textbook for a graduate or undergraduate course in organizational conflict management. Annotation ©2022 Ringgold, Inc., Portland, OR (protoview.com)
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.
De Gruyter Handbooks in Business, Economics and Finance provide a comprehensive, must-have survey of a whole subject area critically discussing the leading views in the field. The main goal of each handbook is to survey a topic, explaining why an issue is important and critically discussing the leading views in the area. Aimed at the international market, these handbooks cover emerging and cutting edge topics in business, economics and finance.
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| Acknowledgements |
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| Preface |
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Section 1 Interpersonal Conflict Management |
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Chapter 1 Shining a Light on Organizational Conflict |
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3 | (8) |
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Chapter 2 Emotional Intelligence in Workplace Negotiations |
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11 | (16) |
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Chapter 3 Psychological Safety: Creating a Healthy Conflict Culture -- |
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27 | (12) |
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Chapter 4 Thomas-Kilmann Instrument (TKI) and the Kilmann Organizational Conflict Instrument (KOCI) |
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39 | (18) |
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Chapter 5 Mindfulness Training In Organizational Settings: An Empirical Look at the Research |
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57 | (14) |
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Section 2 Organizational Conflict Management |
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Chapter 6 Understanding Culture to Resolve Conflict: An Introduction of the ADVANCE Through Conflict™ Model |
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71 | (32) |
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Chapter 7 Utilization of Frames and Reframing for Organizational Leadership and Conflict Management Effectiveness |
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103 | (10) |
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Chapter 8 10 Separations in Conflict Resolution |
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113 | (10) |
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Chapter 9 Collaborative Practices in Organizations: Managing Conflict and Leading Constructive Change |
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123 | (10) |
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Chapter 10 Shifting the Focus from Stand-Alone Dispute Systems Design Elements to Creating Self-Correcting and Fluid Organizations |
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133 | (16) |
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Chapter 11 Stereotypes, Bias and Microaggressions in Organizational Conflict Management (OCM) |
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149 | (14) |
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Section 3 Intercultural, International, and Ethic Conflict Management |
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Chapter 12 Managing Workplace Conflicts: Considerations of Ethnicity and Religion |
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163 | (10) |
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Chapter 13 Hindu Philosophy and the Resolution of the Roots of Conflict: Adi Shankaracharya's `Nirvana Shatakam' |
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Chapter 14 Political Conflicts in the Workplace: What are Their Effects, and Can They be Avoided? |
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185 | (16) |
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Section 4 Methods for Managing Organizational Conflicts |
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Chapter 15 Detecting Deception in Negotiation: From Natural Observation to Strategic Provocation |
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201 | (16) |
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Chapter 16 The Hear T of Mediation |
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217 | (16) |
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Barbara Sunderland Manousso |
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Chapter 17 Managing Organizational Conflicts Through Innovation, Creativity, and Inclusion: Implementing a Conflict System of Shared Leadership -- |
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233 | (16) |
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Chapter 18 Coaching and Organisational Development: Lessons and Themes from 360 Degree Feedback |
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249 | (20) |
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Chapter 19 Functions and Benefits of an Organizational Ombuds -- |
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269 | (12) |
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Chapter 20 Managing Workplace Conflict: The Role of Human Resources as "Organizational Toxin Handlers" |
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281 | (10) |
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Section 5 Special Topics in Organizational Conflict Management |
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Chapter 21 Workplace Bullying: Not just Another Conflict |
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291 | (18) |
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Chapter 22 Women and Organizational Conflict Management: Promoting Human Rights and Challenging Gender Bias |
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309 | (8) |
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Chapter 23 Making the Invisible Visible: Uncovering the Mystery of Personality Conflicts at Work |
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317 | (12) |
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Chapter 24 Organizational Conflict Management: Driving Innovation and Organizational Success Through Leadership Management and Human Connection |
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329 | (10) |
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Chapter 25 Create a Space to Forgive: Letting Go of Blame and Anger Can Move Us from Victim to Survivor |
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339 | (8) |
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| List of Figures |
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347 | (2) |
| List of Tables |
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349 | (2) |
| Index |
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351 | |
Dr. LaVena Wilkin is the Director of the Ph.D. and Graduate Management programs at Sullivan University, Kentucky, USA. Before joining Sullivan University in 2013, she spent twenty six years in the construction industry, and three of those years she co-owned a commercial masonry sub-contracting company. After selling the construction company in 2001, she came to work full-time at Sullivan serving as the Associate Director of the Evening and Weekend Division. She was also the Dean of the College of Business for Sullivan University for three years and the Dean of Conflict Management programs for five years. Dr. Wilkin has facilitated workshops on conflict styles, workplace bullying, forgiveness, emotional intelligence, organizational conflict, conflict and change, employee engagement, dealing with difficult people, and the P.E.A.C.E. © Model of Conflict Management. She is also co-editor of a bookentitled Organizational Conflicts: Challenges and Solutions. She contributed a chapter in the book, The Mediation Handbook: Theory, Research and Practice. Her co-edited book, From Discord to Harmony: Making Your Workplace Hum, was published in March 2020. Finally, she is the Editor for the Journal of Conflict Management, a scholarly journal that publishes research in many of the multidisciplinary areas of managing conflicts.
Dr. Yashwant Pathak completed his education M.S., Ph.D. in Pharmaceutical Technology from India and EMBA and MS Conflict Management from Sullivan University, Kentucky, USA. He is Associate Dean for Faculty Affairs at the newly launched College of Pharmacy, University of South Florida, Tampa, Florida. With extensive experience in academia and industry, he has over 150 publications including research papers, abstracts, chapters and reviews, 7 books on Nanotechnology and drug delivery systems, 6 books on Nutraceuticals and several books in cultural studies. His areas of research include drug delivery systems, nanotechnology applications in pharmacy and Nutraceuticals. He has travelled extensively over 80 countries and is actively involved with many Pharmacy colleges in different countries.
