Search results
Results from the WOW.Com Content Network
The person–situation debate in personality psychology refers to the controversy concerning whether the person or the situation is more influential in determining a person's behavior. Personality trait psychologists believe that a person's personality is relatively consistent across situations. [ 1 ]
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.
Managers should avoid blaming interpersonal conflicts on personality clashes. Such a tactic is an excuse to avoid addressing the real causes of conflict, and the department’s performance will suffer as a result. Managers must be able to recognize the signs of conflict behaviors and deal with the conflict in a forthright fashion.
In cases of intragroup conflict, there is a conflict between the overall goals of the general group, and the goals of at least one person in that group. [10] The disagreements may also be examples of interpersonal conflict , a conflict between two or more people. [ 11 ]
Flexibility in the workplace can be a huge relief to a person struggling to balance their career and home-life. Having that control is something that could change the relationship between work and family life to better be able to manage role conflict, and if more business participated in this action there could be a possible better outcome for ...
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.
Researcher Thomas K. Capozzoli (1995) classified conflicts by whether the outcome was constructive or destructive. Conflicts are constructive when people change and grow personally from the conflict; the conflict results in a solution to a problem; the involvement of everyone affected by the conflict is increased; the team becomes more cohesive.
Process oriented psychology is known for a positive model of conflict, seeing it as an opportunity for growth and community; Mindell, like the authors Thomas Crum and Danaan Parry, suggests that dealing with personal conflicts better can create global change. [64]