Academics  Conflict Management Styles

Çetin, Münevver; Hacıfazlıoğlu, Özge

doi:10.31671/dogus.2019.294

Cited by 4 publications

(2 citation statements)

References 7 publications

(5 reference statements)

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“…Almost every research on organizational attitudes measures, the demographic impacts to get the real position of responses from the employees. For example, Hearn and Anderson (2002) tested the impacts of experience and gender; Cetin and Hacifazlioglu (2004) explored the influences of experience, Titles, and gender; Slabbert (2004) tested the role of levels of management (top, middle and bottom); Vokić and Sontor (2005) hypothesized the impacts of gender, age, education, field of work, hierarchical level, marital status, and parenthood; Balay (2007) worked on age and gender; while Thomas and Thomas (2008) tested the role of gender and organization level.…”

Section: Demographic Impactsmentioning

confidence: 99%

Demographic impacts on interpersonal conflict, mistreatment and discrimination: A survey of labor in public sector of Balochistan, Pakistan

Bibi¹

2012

Afr. J. Bus. Manage.

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The main purpose of this paper was to investigate the demographic effects on three interrelated variables that is, interpersonal conflict, mistreatment and discrimination. A self-structured questionnaire was used as an instrument for the survey of public sector employees in Balochistan. The main hypothesis was 'Demographic characteristics of employees have significant impact on interpersonal conflict, mistreatment and discrimination'. Findings of this study revealed that organizational scale (Basic Pay Scale), age and experience have significant impact on the responses however; the responses of labor from both the organizations show no significant differences in interpersonal conflict, mistreatment and discrimination. The data used for the analysis is first hand as well as recorded for the first time.

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Section: Demographic Impactsmentioning

confidence: 99%

Demographic impacts on interpersonal conflict, mistreatment and discrimination: A survey of labor in public sector of Balochistan, Pakistan

Bibi¹

2012

Afr. J. Bus. Manage.

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“…Conflict resolution is a skill that helps to maintain the workplace effective and healthy. It also contributes to the growth of an institution by enhancing its working environment (Cetin & Hacifazlioglu, 2004).Models of conflict management styles explain several conflict management methods that can be utilized to effectively handle a variety of conflicts, considering the nature and nature of conflict.…”

Section: Introductionmentioning

confidence: 99%

Leadership Styles Predict Conflict Management Styles Evidence from Education Sector in AJ&K

Iqbal

2023

SRJ

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This current research study aimsat finding relationship between leadership styles of secondary school principals with conflict management styles. Important objective of the current research study was, to find relationship between leadership styles and principals conflict management styles. Another objective was to ascertain difference in leadership styles and styles of conflict management. All heads of both government and private educational institution at secondary school level were the population of this research. Total 155 school heads were selected as sample size of the study through Krejice & Morgan sample selection table. Standard questionnaires were used for data collection. Significant and positive relationship was found between leadership styles and conflict management styles of school principals. Public school heads possessed autocratic styles of leadership as most opted style and laissez-fair was most favored leadership style of private school principals. There was difference in conflict management styles of school principals. All three null hypotheses were rejected.

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Dysfunctional Consequences of Conflict on Teachers’ Productivity: A Theoretical Insight

Alimba¹

1970

AFRREV IJAH: Int J. Art and Humanities

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Conflicts have become more prevalent in the educational system than any other social organisation on earth. Despite this, conflicts occurring in schools are the least discussed events in social conflict discourses, making this research necessary for a better understanding of the behaviour of violent conflict in the educational system. The point is that when conflict is misperceived and mismanaged, it will exert unimaginable force which will produce adverse effect on students, teaching and non-teaching staff, the system and the society in general. However, conflict outcomes depend on the nature, ferocity of conflict, and approaches adopted for mitigation. Thus, this study described the dysfunctional consequences of conflict on teachers' productivity. To achieve the objectives of the study, discussions were woven around six thematic areas which include: the conceptualization of conflict, the issue of teachers' productivity, the factors influencing teachers' productivity, the dynamics of dysfunctional conflict, exploration of the effects of violent conflict on education and finally, the issues of dysfunctional conflict and teachers' productivity.

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Academics Conflict Management Styles

Cited by 4 publications

References 7 publications

Demographic impacts on interpersonal conflict, mistreatment and discrimination: A survey of labor in public sector of Balochistan, Pakistan

Demographic impacts on interpersonal conflict, mistreatment and discrimination: A survey of labor in public sector of Balochistan, Pakistan

Leadership Styles Predict Conflict Management Styles Evidence from Education Sector in AJ&K

Dysfunctional Consequences of Conflict on Teachers’ Productivity: A Theoretical Insight

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