Evaluating Conflict between Employees: Exploring the Costs to an Organization

Cross, David; Burrus, Scott; Shaw, Melanie

doi:10.15394/ijaaa.2014.1005

Cited by 1 publication

(2 citation statements)

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“…Due to its popularity, it has been utilized by more than 5 million individuals coming primarily from Western countries and regions (Scudder, 2021). Research has shown that SDI, the RQ development tool, contributes to authentic leadership, workplace stress decreasing, and organizational change and productivity in the West (Bortner, 2018; D. Cross et al, 2014; Greer, 2019; Kerr, 2012).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Since the SDI 2.0 contributes to an understanding of one’s identity in terms of motives, values, and strengths, and that each person’s identity is rooted in a culture influencing their response to the outside world, this widely used tool deserves to be considered in a variety of diverse culture settings (McAdams, 1996). However, only a few studies have demonstrated the role of SDI in leadership development, workplace stress reduction, and organizational change in North America (Bortner, 2018; D. Cross et al, 2014; Greer, 2019; Kerr, 2012).…”

Section: Introductionmentioning

confidence: 99%

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The Impact of Relationship Intelligence on Team-based Practice: An Application for the Private Sector in Mainland China

Li,

Patterson

2024

Sage Open

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This article aims to examine the impact of developing and applying relationship intelligence in team-based practice to provide a clear understanding of the role relationship intelligence plays in team productivity in mainland China. Relationship intelligence, a component of emotional intelligence, focuses on interpersonal interactions that are crucial in team-building but receives less attention. Exploratory qualitative research was undertaken, with emotional intelligence as the theoretical framework and the input-process-output criteria indicating group effectiveness. Data collection was based on semi-structured interviews with managers and staff of the private sector based in mainland China after utilizing the Strengths Deployment Inventory 2.0 as a learning tool. The findings identify three ways in which the integration of relationship intelligence positively affected team practice: high overall performance, a positive work climate, and improved attitudes toward coworkers and work-related tasks. The positive outcomes provide researchers and practitioners with valuable information on how relationship intelligence might be leveraged to enhance communication, collaboration, and overall team performance.

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Section: Literature Reviewmentioning

confidence: 99%