There is a need to determine the real reasons for conflict in the South African context. because it seems that the transformation process brought forth a reduction in work opportunities, workers losing their jobs, an increase in workplace violence, increasing dissatisfaction amongst workers, more strikes occuring, affirmative action, discrimination, recruitment of workers without the appropriate skills, corruption, workers who are too lazy to work, and professionals going overseas, etcetera. Personnel in the companies must be adequately informed about the nature of conflict, the causes of conflict, the types of conflict and the management of conflict, because conflict is increasing and it must be managed correctly otherwise it will be destructive and inhibit the functioning of a company. The objectives of the research study are as follows: a) To determine how conflict dynamics are conceptualised in literature through the application of industrial sociological theories, organizational principles and general management theories. b) To determine the main sources of conflict within the Engineering Company. c) To determine if personnel on the horizontal and vertical levels in the Engineering Company are influenced differently by conflict. d) To determine if there is a significant difference between the personnel in the Engineering Company in the manner in which they handle conflict with their superior and subordinates. The research study consists of a theoretical and an empirical framework. Chapter 1 covers the introduction, problem statement, the method and purpose of the research, and the description of relevant terms. In Chapter 2, the philosophies of Georg Friedrich Hegel and Immanuel Kant, and the theories of Karl Marx and Max Weber are used to serve as a basis on which the study can be built. In Chapter 3, the nature of conflict is discussed in terms of the following types of conflict: interpersonal conflict, intrapersonal conflict, intergroup conflict, and intragroup conflict. The management of the different types of conflict is also discussed. Chapter 3 covers the empirical data of the research, and the empirical research results of the study. The most important results of this study and recommendations are given in Chapter 5. / Thesis (M.A. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2006

本研究探討不同宗教信仰(佛教、基督教與無宗教信仰)者之價值觀念與人際衝突處理方式(妥協、整合、退讓、逃避、競爭)的傾向。研究方式採問卷法，受試者均為有工作或有工作經驗者，計無信仰者140人，佛教信仰者112人，基督教信仰者117人，研究工具為羅氏(Rokeach)價值問卷，內存-外鑠宗教取向量表(intrinsic–extrinsic religious orientiation)，組織衝突處理量表(ROCI-II)。 本研究結果發現宗教信仰與部份衝突處理方式有關係，在採取競爭方式上無信仰的人比有信仰的人更偏好競爭方式，整合方式上有信仰者比無信仰者更偏好採取；退讓方式上，佛教徒比無信仰者、基督教徒更加偏好採用。宗教信仰與價值觀有相當大的關係，價值觀與性別、年齡、教育程度、主修科系、工作年資等也有一些相關。有宗教信仰與無宗教信仰者對價值觀的重視程度，在八個價值因素中有七個顯著不同，僅在「開明擔當」因素上相同；不同宗教信仰者，即佛教與基督教信仰者之間僅在一個因素上不同，即對「幸福成熟」之重視程度不同。 價值觀與衝突處理方式間有相關存在，且兩者的相關情況，在有宗教信仰和與無宗教信仰的群體中十分不同；在無信仰的人中，兩者間的相關只出現在一個情形，即採用退讓方式與重視寬容慈愛之價值觀因素有相關，然而在有宗教信仰的人中，則是每一衝突解決方式均和特定價值觀因素有相關。 此外，若依Allport之內存-外鑠宗教取向，亦即依不同信仰動機將有宗教信仰者加以分類，本研究發現不同宗教信仰類型者，在基督教中差異很大，在佛教中差異則較小，不同宗教信仰類型的人其重視的價值觀及衝突處理方式也不太相同。本研究最後針對各研究結果提出說明與討論，並提出未來之研究方向。 第一章 緒論……………………………………………… 1 第一節 前言……………………………………………… 1 第二節 研究動機與目的………………………………… 2 第二章 文獻探討…………………………………………10 第一節 人際衝突…………………………………………10 第二節 價值觀與人際衝突處理 ……………………… 19 第三節 宗教信仰與人際衝突處理………………………26 第四節 研究架構與研究假設……………………………44 第三章 研究方法…………………………………………47 第一節 研究樣本及施測程序……………………………47 第二節 研究工具…………………………………………50 第四章 研究結果…………………………………………55 第一節 人際衝突處理方式………………………………55 第二節 價值觀……………………………………………63 第三節 價值觀與衝突處理方式…………………………77 第四節 宗教信仰、價值觀與衝突處理方式……………80 第五節 研究結果摘要……………………………………86 第五章 研究討論、研究限制與建議 ………………… 89 第一節 研究討論 ………………………………………89 第二節 研究限制 ………………………………………98 第三節 建議 ………………………………………………100 參考文獻 …………………………………………………104 中文部份 …………………………………………………104 英文部份 …………………………………………………107 附錄 ………………………………………………………110 附錄一 施測問卷……………………………………… 111 價值觀量表……………………………………………… 112 生活事件因應量表……………………………………… 113 基本資料及信仰態度量表：佛教 ………………………114 基本資料及信仰態度量表：基督教 ……………………115 基本資料及信仰態度量表：無信仰者 ………………… 116 附錄二 佛教重要觀念之補充說明………………………117 附錄三 最重要與最不重要之五個價值觀項目…………121 附錄四 價值觀量表之排序平均數及百分評比 平均數摘要表………………………………………………123 附表1 無宗教信仰者與不同類型宗教信仰 者目的價值之排序平均數 ………………………………123 附表2 無宗教信仰者與不同類型宗教信仰 者目的價值之百分評比平均數 …………………………123 附表3 無宗教信仰者與不同類型宗教信仰 者工具價值之排序平均數 ………………………………124 附表4 無宗教信仰者與不同類型宗教信仰 者工具價值之百分評比平均數 …… ………………… 124 附表5 有無宗教信仰者目的價值之排序平 均數 …………………………………………………… 125 附表6 有無宗教信仰者目的價值之百分評 比平均數 ……………………………………………… 125 附表7 有無宗教信仰者工具價值之排序平 均數 …………………………………………………… 126 附表8 有無宗教信仰者工具價值之百分評 比平均數 ……………………………………………… 126 / This study investigated the differences of values and the use of conflict-handling behaviors (compromising, accommodating, competing, collaborating, avoiding) among three groups including non-religious, Buddhist, and Christian. The data was collected from the 373 subjects who were employed. The instruments used in this study were Rokeach Values Survey, Intrinsic-Extrinsic Religious Orientation, and Rahim Organization Conflict Inventory-II. The results indicated that in the use of conflict-handling behavior, the non-religious subjects used more “competing” behaviors and less “collaborating” behaviors than the religious subjects did. Buddhists used “accommodating” more frequently than non-religious and Christian subjects. Besides, “education” was the most related variable to conflict-handling behaviors. In general, the higher educated subjects used more “compromising” and “collaborating” behavior, and less “avoiding” and “accommodating” behaviors. There was significant correlation coefficient between religion and values. A modicum of correlation between values and sex, age, education, major and seniority were discovered. Almost all values were different between the religious groups and the non-religious group. There was high correlation between values and conflict-handling behaviors in the religious groups, and low correlation in the non-religious group. The religious subjects were further categorized by I-E scale, and the relationship between values and conflict-handling behaviors were not quite different between the Buddhist subgroups but there were very different between Christian. Elucidation for all effects and suggestions for future studies were also included.

<p>The organization leader has a big role when a conflict occurs. It is essential that the leader has some kind of conflict management to solve the problem with minimal harm for the company and its employees, for even the employees who are not directly involved can be negatively affected by the conflict. To avoid any negative and destructive outcomes the leader has to find to solve the issue in the best way possible for all involved.</p>

Thesis (M.A. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2006.

The organization leader has a big role when a conflict occurs. It is essential that the leader has some kind of conflict management to solve the problem with minimal harm for the company and its employees, for even the employees who are not directly involved can be negatively affected by the conflict. To avoid any negative and destructive outcomes the leader has to find to solve the issue in the best way possible for all involved.

En allmän uppfattning bland lärare i skolan är att mycket tid läggs på konflikthantering. Studien lyfter lärares uppfattningar kring konflikter och konflikthantering, då syftet är att studera konflikthanteringen i två klassrum. Syftet är även att se vilka uppfattningar lärare har kring förebyggandet av konflikter samt hanterandet av dessa. Studien bygger på observationer samt kvalitativa intervjuer där två lärare har intervjuats. Uppfattningen bland lärarna i studien är att en konfliktfri skola är till fördel för eleverna och undervisningen. Tolkningen är även att hanterandet av konflikter är ett måste i skolans vardag, samt att det tas tid från den planerade undervisningen till att hantera konflikter. Resultatet visar att det finns skilda uppfattningar om vilken nytta konflikthantering kan ha för elever. Tidigare dokumenterad forskning visar, i motsats till det resultat som framkommit i studien, att konflikthantering kan ge eleverna värdefulla verktyg för att klara av sociala problem som de ställs inför nu och i framtiden. Resultatet presenterar även att konflikter kan vara av olika karaktär där vissa konflikter blir konstruktiva och andra destruktiva. I resultatet lyfts även att det oftast är samma elever som hamnar i konflikt och att det finns en gemensam nämnare kring dem. I studien diskuteras resultatet. Här tas konflikthanteringens frånvaro i klassrummet upp, varför det är relevant att lyfta konflikter i klassrummet samt att barn behöver trygghet för att kunna hantera konflikter. Slutligen diskuteras de valda metoderna för genomförandet av studien. / A general opinion among teachers in school is that a lot of time is spent on conflict handling. In the study, teachers opinions about conflict and conflict handling will be discussed though the purpose is to study conflict handling in two classrooms. The purpose is also to see what opinions teachers have when it comes to preventing and handling conflicts. The study is built on observations and qualitative interviews with two teachers. The opinion among teachers in this study is that a school without conflicts gives the pupils advantages and is something that the school teaching take benefits from. The interpretation is that the handling of conflicts in school is unavoidable and time is taken from planned education to conflict handling. The result of the study shows that different opinions of pupils benefits from conflict handling. Earlier documented research shows, unlike the result of the study, that conflict handling may give pupils valuable tools to handle social problems they may experience now and in the future. The results even presents conflicts of different type of character, some of them can be constructive and some destructive. Focus of the result in the study is also that the same pupils often end up in conflicts and that there are a common denominator among them. In the study the result is discussed. Subjects that are in focus are the lack of conflict handling in the classroom, why it is relevant to discuss conflicts in the classroom and also that children need a security to be able to handle conflicts. Finally, are the chosen methods of the study discussed.

Interpersonal conflict is a research topic increasingly gaining importance in project management. The purpose of this exploratory study was to find out how relationship conflict affects task conflict in projects. The research investigated the styles individuals prefer to handle task conflict with colleagues in bad personal relationship. The influence of four personal characteristic variables (Gender, Age, Work experience and Culture background) on the choice of conflict handling styles were examined at the same time. ROCI-II was used as the data collection instrument. Questionnaires were published through web-based online survey system. 182 valid responses were collected in two weeks. Data was analyzed with statistic software SPSS. The results revealed that integrating, compromising, avoiding, dominating and obliging are the five styles ranked from highest to lowest preferred by individuals to handle task conflicts with colleagues in bad personal relationships. High value of assertiveness and negative value of cooperativeness indicated that in a situation of relationship conflict, individuals are more assertive and less cooperative to deal with task conflicts with colleagues. Results of the study didn't show significant difference among personal characteristic groups. High correlations among conflict handling styles were discovered from this study. Implications of the research findings for theoretical and practical organizations or individuals are provided. Areas and recommendations for future research are suggested.

South African organizations experienced more conflict in the past ten years because of all the changes in the management of labour relations. Employees at lower, middle and upper management levels within organizations are not well informed about the different types of conflict, the functionality and dysfunctionality of conflict, how conflict takes place within the different job-levels and how to manage and resolve it. Dysfunctional conflict can be destructive and it can affect the productivity of the organization. Because of the lack of knowledge regarding conflict within the steel organization and the necessity for it to be handled correctly, it was decided to seize the opportunity to contribute to the existing knowledge of conflict. Objectives of the study The major objectives of this study are as follows: To determine how literature conceptualizes conflict dynamics by examining theory, industrial sociology, organizational behaviour and general management. To determine the following aspects by means of an empirical study: - What the main reasons are for conflict within the steel organization. - How the handling of conflict differs among the middle and lower job levels within the organization. Research study and methodology The research study is divided into a theoretical and an empirical framework. Chapters 2, 3 and 4 outline the theoretical basis. Various aspects of conflict and handling or managing it are discussed in detail. The study employs the conflict theories of Ralph Dahrendorf and Karl Marx as points of departure, as found in chapter 2, in an attempt to provide a framework for the problem statement and to attempt the attainment of the set of objectives. This chapter discusses conflict and analyzes it as a social interaction characterized by force, strife and animosity. It also offers and analysis of Dahrendorf s and Marx's theories to determine their suitability to the study. Chapter 3 discusses conflict within a business context with reference to functional and dysfunctional conflict. different approaches to conflict. types of conflict, different reactions to conflict as well as its different stages. Chapter 4 addresses the course, handling and management of conflict by analyzing the conflict process while it keeps the theories of Marx and Dahrendorf in mind. Chapter 5 analyzes and describes the data and results found by means of empirical research according to specific statistical methods. The empirical study was conducted among the employees of a steel company. A standardised questionnaire and personal interviews were used. Major findings Chapter 6 consists of analysed information about the assembled data. The major findings of the study support the set of research objectives and prove all of them. Major findings include the following: Cooperation, discipline and communication are problem areas within the steel organization. A large number of employees show dissatisfaction about the nature and extent of their work. Some of the employees misuse their authority and this is a major cause of conflict. A total of 95% of the population show that they would like further training in the dynamics of conflict management. Half of the population show that they are unaware of any policies and procedures of conflict management in the steel company. Conclusion In conclusion as found in chapter 6 the study makes a number of recommendations centring on the training of employees to handle conflict and policy-making about conflict-handling and management. / Thesis (M.A. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2006.

There is a need to determine the real reasons for conflict in the South African context. because it seems that the transformation process brought forth a reduction in work opportunities, workers losing their jobs, an increase in workplace violence, increasing dissatisfaction amongst workers, more strikes occuring, affirmative action, discrimination, recruitment of workers without the appropriate skills, corruption, workers who are too lazy to work, and professionals going overseas, etcetera. Personnel in the companies must be adequately informed about the nature of conflict, the causes of conflict, the types of conflict and the management of conflict, because conflict is increasing and it must be managed correctly otherwise it will be destructive and inhibit the functioning of a company. The objectives of the research study are as follows: a) To determine how conflict dynamics are conceptualised in literature through the application of industrial sociological theories, organizational principles and general management theories. b) To determine the main sources of conflict within the Engineering Company. c) To determine if personnel on the horizontal and vertical levels in the Engineering Company are influenced differently by conflict. d) To determine if there is a significant difference between the personnel in the Engineering Company in the manner in which they handle conflict with their superior and subordinates. The research study consists of a theoretical and an empirical framework. Chapter 1 covers the introduction, problem statement, the method and purpose of the research, and the description of relevant terms. In Chapter 2, the philosophies of Georg Friedrich Hegel and Immanuel Kant, and the theories of Karl Marx and Max Weber are used to serve as a basis on which the study can be built. In Chapter 3, the nature of conflict is discussed in terms of the following types of conflict: interpersonal conflict, intrapersonal conflict, intergroup conflict, and intragroup conflict. The management of the different types of conflict is also discussed. Chapter 3 covers the empirical data of the research, and the empirical research results of the study. The most important results of this study and recommendations are given in Chapter 5. / Thesis (M.A. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2006

This thesis focuses on two under-researched areas of consumer behaviour: conflict handling styles and consumer bargaining. As illustrated in this thesis, consumer bargaining is a substantial and important behaviour that has rarely been studied from a consumer perspective. Further, conflict handling, which is considered an important and wellresearched phenomenon in an organisational context, has been rarely applied to consumer behaviour, despite the potential for conflict in many areas. The aims of this thesis were to a) examine consumer bargaining behaviour across a variety of culturally diverse nations; b) develop and validate a new instrument to measure conflict handling styles; and c) examine the relationships between the likelihood of consumer bargaining, preferred conflict handling styles, and personal values. Consumer bargaining was found to be common in both developed and developing nations. Respondents from Australia and Germany reported bargaining for a broad range of products that vary in their prices, including cars, electronics, appliances, clothing, and computers. Bargaining in South Korea was even more common, including everyday purchases like clothing, and food and drink. Finally, bargaining in Brazil was almost as common as in South Korea, and also included expensive consumer durable purchases, such as electronic products and cars, in addition to everyday purchases, such as clothing, and food and drink. The conflict handling style instrument developed in this project had convergent validity with existing ratings scales, reproduced the theorised structure of the dual-concerns model of conflict handling, and had predictive validity in a service recovery context. The benefits iii of the new scale over existing ratings scales include: a) capturing relative preference for the conflict handling styles; b) reduction of sources of common method variance; c) reduction of ratings scale response biases; and d) reduction of numerical effect biases, such as different perceived distances between response categories. The newly developed scale was also used to assess the hypothesised relationships between personal values, conflict handling styles, and consumer bargaining intensity in a developed Western country (Germany). As expected, the dominate conflict handling style was positively related, while the avoid conflict handling style was negatively related to consumer bargaining intensity. Although no relationship was found between personal values and consumer bargaining intensity, personal values were found to be an antecedent of conflict handling styles. Specifically, the power value type was found to be a positive predictor of the dominate conflict handling style, while benevolence and social universalism were found to be positive predictors of the integrate conflict handling style.