This study sets out to investigate how conflict is managed at schools. The literature review clearly indicated the complexity of the management of conflict in school organisations. Schools, by virtue of being social organisations aiming at providing education services to learners, cannot thrive under conditions of dysfunctional conflict. However, it is also clear that not all conflict is bad and can be functional in school improvement and renewal. The most important aspect pertaining to conflict in schools, is that it must be managed. This actually implies that conflict has to be managed from its sources, apparent or potential and that, this must involve a process that ranges from conflict diagnosis to school organisational learning and effectiveness. This clearly relates to all types of conflict and includes, conflict resolution, prevention and management. The empirical study established that school principals largely used the dominating and avoiding styles of handling conflict. The variance between categories of responses indicated that conflict handling styles were used contingent on situational conditions. To this end, it was found that educators from big schools showed statistically significant differences with educators from small schools in so far as principals' conflict handling styles are concerned. Based on this finding and nothwistanding the results of the frequency analysis which generally indicated almost equal responses in terms of the agree and disagree responses, it was concluded that the dominating and avoidng styles, and to an extent, the compromising styles were used predominantly in the surveyed schools. The study thus recommends that peer group and needs-specific capacity building programmes for school principals should be initiated so as to expose principals to conflict management learning experiences from practice, and in relaxed atmospheres facilitated by peer coaching and mentoring. Keywords: conflict; conflict management; conflict management styles, conflict theories, conflict models; conflict resolution; organisational conflict / Thesis (M.Ed. (Education Management))--North-West University, Vaal Triangle Campus, 2008.

This study sets out to investigate how conflict is managed at schools. The literature review clearly indicated the complexity of the management of conflict in school organisations. Schools, by virtue of being social organisations aiming at providing education services to learners, cannot thrive under conditions of dysfunctional conflict. However, it is also clear that not all conflict is bad and can be functional in school improvement and renewal. The most important aspect pertaining to conflict in schools, is that it must be managed. This actually implies that conflict has to be managed from its sources, apparent or potential and that, this must involve a process that ranges from conflict diagnosis to school organisational learning and effectiveness. This clearly relates to all types of conflict and includes, conflict resolution, prevention and management. The empirical study established that school principals largely used the dominating and avoiding styles of handling conflict. The variance between categories of responses indicated that conflict handling styles were used contingent on situational conditions. To this end, it was found that educators from big schools showed statistically significant differences with educators from small schools in so far as principals' conflict handling styles are concerned. Based on this finding and nothwistanding the results of the frequency analysis which generally indicated almost equal responses in terms of the agree and disagree responses, it was concluded that the dominating and avoidng styles, and to an extent, the compromising styles were used predominantly in the surveyed schools. The study thus recommends that peer group and needs-specific capacity building programmes for school principals should be initiated so as to expose principals to conflict management learning experiences from practice, and in relaxed atmospheres facilitated by peer coaching and mentoring. Keywords: conflict; conflict management; conflict management styles, conflict theories, conflict models; conflict resolution; organisational conflict / Thesis (M.Ed. (Education Management))--North-West University, Vaal Triangle Campus, 2008.

The Millennial Generation is a young generation now required to effectively and efficiently navigate the cultural diversity that they encounter in various group settings throughout the United States. Research has examined conflict management styles and intercultural sensitivity, but few studies have investigated these two concepts specifically within the Millennial Generation. The purpose of this study is to fill the gap that exists in the current literature through an examination of the relationship between intercultural sensitivity and conflict management styles within the Millennial Generation in a hypothetical intercultural group setting. The results from 221 participants indicate that positive and negative relationships exist among the dimensions of intercultural sensitivity and conflict management styles, Millennials show a preference for conflict management styles that reflect a concern for self, and Millennials report high Interaction Confidence and low Respect for Cultural Difference. Limitations and directions for future research are also discussed.

This study examines and analyzes conflict management and effective communication from several complementary perspectives. The purpose of the study is to identify common types of conflicts that learners confront in the process of EFL learning / to examine and analyze EFL learners&#039 / own strategies to deal with conflicts based on the conflict handling modes in the process of EFL learning / to find out their needs in terms of effective communication skills necessary to manage conflicts / and to analyze their attitudes toward conflict management learning and their needs for conflict management strategies. In order to achieve this aim, a survey research is preferred and the quantitaitve data gathered through the questionnaires were supported with the qualitative data obtained from the interivews with participants EFL learners. In the questiionnaire, there were two parts. The first one was a demographic inventory designed to gather the demographic characteristics of the participants. In the second part, four sub-sections were desgined: (1) a rank answer questionnaire to identify common types of conflicts that learners confront in the process of EFL learning / (2) a slightly adapted, Likert scale questionnaire which was translated to Turkish by G&uuml / m&uuml / seli (1994) from the Rahim Organizational conflict Inventory II (ROCI II) to identify EFL learners&#039 / conflict management strategies / (3) another Likert scale questionnaire to find out their needs in terms of effective communication skills necessary to manage conflicts / and (4) an alternative answer questionnaire to analyze learners&#039 / attitudes toward conflict management learning and their needs for conflict management strategies. The result of these questionnaires were analyzed by SPSS 15.0. This data gathering instrument was implemented on 339 students at the preparatory school TOBB University of Economics and Technology. Data gathered from 171 students from the same school were used for the piloting of the stduy. The data gahthered from 339 students at ETU Preparatory School represented the results of the main study. In analyzing the data, descriptive statistics as frequency, percent, average, and standard deviation and inferential statistics as ANOVA was used. As the second scale of the current study, semi-structered interviewsw were conducted with 12 students studying at the same university. The results of the interviews were analyzed through content analysis. The results of the study revealed that there is a relationship between EFL learners&#039 / conflict managament strategies, need for effective communication skills, and their gender, scholarship status, last school graduated, and duration of study at a particular university. Additionally, the study displayed that students confornt various types of conflict and they need to learn conflict management skills and effective communication skills to deal with conflicts successfully.

Sambandet mellan emotionell intelligens och konflikthantering är ett relativt outforskat område, framför allt inom universitetsmiljö. I denna studie utreds huruvida nivån av emotionell intelligens har någon betydelse för preferens för olika konflikthanteringsstilar. Mätinstrumenten “The Assessing Emotion Scale” och “ The Dutch Test for Conflict Handling” användes på 100 studenter för att bedöma graden av emotionell intelligens och valet av konflikthanteringsstil. Varken emotionell intelligens eller konflikthanteringsstil var med säkerhet statistiskt signifikant beroende av kön totalt sett, däremot fanns ett starkt samband mellan “Samverkan” och “Kompromiss” till nivå av emotionell intelligens, framför allt hos kvinnor men inte hos män. Resultaten av denna studie visade att sättet att lösa konflikter inte är könsberoende utan tycks vara mer relaterade till individuella egenskaper hos varje person. Dessutom tycks personer med högre grad av emotionell intelligens föredra “Samverkan” och “Kompromiss” i konflikter. / The relationship between emotional intelligence and conflict management is an area, which is relatively poorly researched especially in a university environment. In the present study, the effect of level of emotional intelligence on preference for varying styles of conflict management is investigated. The research instruments “The Assessing Emotion Scale” and “The Dutch Test for Conflict Handling” were given to 100 students in order to assess level of emotional intelligence and preference for conflict management style. Results indicated that neither level of emotional intelligence nor conflict management styles were statistically significantly influenced by gender. A strong association between “Problemsolving” and “Compromising” to level of emotional intelligence was seen in women. In men, this association was not seen. The results of this study indicate that styles to resolve conflict were not directly gender related, but rather related to the qualities shown by each individual. Additionally, individuals with a higher level of emotional intelligence preferred “Problemsolving” and “Compromising” in conflict management.

Background: As the globalization process advances, cross-cultural workplaces become prevalent among organizations. The culture diversity could be beneficial, but could also pose challenges for managers. Managers have to adopt effective conflict management style to handle conflicts in cross-cultural workplaces. Cultural intelligence (CQ), a relatively new model, has been studied in order to shed the light on conflict management styles by some researchers. Problem: Previous studies have shown that CQ could be an influential factor for individuals’ conflict management styles. However, existing studies were conducted in a few countries with quantitative data to demonstrate the relationship. The in-depth understanding of how managers actually in cross-cultural workplaces handle conflicts, through the instrumentality of CQ model, appears to be lacking in Scandinavian countries. Purpose: The thesis primarily aims to explore if and how CQ could facilitate managers construct effective conflict management style in cross-cultural workplaces in Sweden. Method: Via qualitative approach, the in-depth understanding between conflicts, conflict management styles and CQ were gained through eight semi-structured interviews with managers and following content analysis Conclusion: The primary conclusion is that CQ plays a role in influencing managers to adopt an effective conflict management style. Managers’ CQ can be reflected in a cross-cultural interaction through good communication and open-mind, which consecutively facilitates the integrating conflict management style (the effective style).

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Made available in DSpace on 2016-03-15T19:26:05Z (GMT). No. of bitstreams: 1 Lilian Moura Ramos.pdf: 1140910 bytes, checksum: 942818557f12082a7ff2f642a9b3c71c (MD5) Previous issue date: 2013-06-20 / The way in which people manage conflict in the organizational context has been researched, as well as the antecedents that influence the choice of style of management. This research aimed to identify the relationship between personal values and styles of conflict management, considering values as antecedents. Two dimensions of the poles of values were considered, based on the theory of Schwartz - Openness to Change versus Conservation and Self- Transcendence versus Self-Promotion - as well as four styles of conflict management - Domination, Evasion, Accommodation and Integration - included in the literature according to the theory of Rahim. In order to reach the goal, hypotheses were proposed, which involved the correlation between the values and the styles, as well as the prediction, considering values as independent variables and management styles as dependent ones. The research was characterized as descriptive and referred the quantitative method, by applying two data collection instruments: the Rahim Organizational Conflict Inventory (ROCI-II) and the scale of personal values (PVQ-21). The questionnaire was sent electronically to a non-random sample of 362 respondents from a multinational company in the automotive industry. The data were treated with techniques of correlation and multiple regression. The results indicated that some hypotheses were corroborated in full and others in part, because not all the poles of values became predictors, and some correlations between values and styles had reversed direction to that expected. / O modo pelo qual as pessoas gerenciam conflitos no contexto organizacional tem sido pesquisado, assim como os antecedentes que influenciam na escolha do estilo do gerenciamento. Esta pesquisa teve por objetivo identificar a relação entre valores pessoais e estilos de gerenciamento de conflitos, considerando valores como antecedentes. Foram consideradas as duas dimensões dos polos de valores com base na teoria de Schwartz Abertura a Mudança x Conservação e Autotranscendência x Autopromoção e quatro estilos de gerenciamento de conflitos Dominação, Evasão, Acomodação e Integração presentes na literatura segundo a teoria de Rahim. Para o alcance do objetivo foram propostas hipóteses envolvendo correlação entre os valores e os estilos, e predição, considerando valores como variável independente e estilos de gerenciamento como dependente. A pesquisa caracterizou-se como descritiva e utilizou o método quantitativo, por meio da aplicação de dois instrumentos de coleta de dados: o Rahim Organizational Conflict Inventory (ROCI-II) e a escala de valores pessoais (PVQ-21). O questionário foi enviado eletronicamente a uma amostra não aleatória de 362 respondentes de uma empresa multinacional no ramo automobilístico. Os dados foram tratados com técnicas de correlação e regressão múltipla. Os resultados obtidos evidenciaram que parte das hipóteses foi corroborada integralmente, como no caso do estilo Dominação com os valores Autopromoção e Abertura à Mudança e outras parcialmente, como no estilo Integração com os valores Autopromoção e Conservação, isso porque não foram todos os polos de valores que revelaram-se como preditores, e algumas correlações entre valores e estilos apresentaram sentido invertido ao esperado.

Syfte: Denna studies syfte är att öka förståelsen för hur olika ledarskapsstilar påverkar konflikthantering bland chefer inom bank. Metod: I denna studie har en kvalitativ metod använts för att samla in data. För att samla in det empiriska materialet har vi använt oss utav semistrukturerade intervjuer med sex respondenter. Till grund för vår studie har vi använt oss utav tre olika ledarskapsstilar och fem olika konflikthanteringsstilar. Materialet har analyserats mot de valda stilarna. Resultat och slutsats: Vår studie har visat att den transformativa ledarskapsstilen samt att den tillmötesgående konflikthanteringsstilen är dem mest använda i vår studie. Studiens resultat har också visat att Examensarbetets bidrag: Vår studie har bidragit med en ökad förståelse för ämnet genom en kvalitativ metod. Studie har även bidragit till ett ytterligare perspektiv i form utav en bransch som vi inte sett tidigare. Genom detta bidrag ser vi att banker inom Sverige kan använda sig utav vår studie samt fortsatt forskning inom ämnet. Förslag till fortsatt forskning: Våra förslag för framtida forskning är att studera ämnet inom samma bransch fast inom ett och samma företag. Detta för att på så sätt se om det finns skillnader inom ledarskapet och konflikthantering på samma arbetsplats. Förslag på vidare forskning skulle också kunna vara att använda sig utav både enkät och intervju för en bredare syn på ämnet samt en större målgrupp. / Aim: The aim of this study is to increase the understanding of how different leadership styles affect conflict management among managers in banking. Method: In this study, a qualitative method has been used to collect data. To collect the empirical material, we have used semi-structured interviews with six respondents. As a basis for our study, we have used three different leadership styles and five different conflict management styles. The material has been analyzed against the chosen styles. Results and conclusions: Our study has shown that the transformative leadership style is the most common and that the accommodating conflict management style is the most common. The results of the study have also shown that a high degree of transformative leadership is linked to the collaborative and accommodating conflict management style. A high degree of transactional leadership is linked to the compromising and accommodating conflict management style. The study also shows that it is common for a leader to use parts from different leadership styles and that it is common for leaders to use different conflict management styles depending on the conflict situation. Contribution of the thesis: Our study has contributed to an increased understanding of the subject through a qualitative method. The study has also contributed to an additional perspective in the form of an industry that we have not seen before. Through this grant, we see that banks in Sweden can make use of our study and continued research in the subject. Suggestions for future research: Our proposals for future research are to study the subject within the same industry but within one and the same company. This is to see if there are differences in leadership and conflict management in the same workplace. Suggestions for further research could also be to use both a questionnaire and an interview for a broader view of the subject and a larger target group.