Organizational Culture’s Effects on Organizational Conflict: Study of a Five Star Hospitality Business

Alkaya, Serap; Yirik, Şevket

doi:10.5901/mjss.2014.v5n22p48

Cited by 3 publications

(4 citation statements)

References 5 publications

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“…Finally, Alkaya & Yirik (2014), after their research in a five star hotel in Antalya, came to the conclusion that organization culture influences on all personnel, group and group identity conflict. In other words, the organization culture of the hospitality companies could create conflicts between employees because of the differences that exist due to different cultures of the employees (Alkaya & Yirik, 2014). Planning an organizational culture independent from the different cultures of the employees can trigger the negative results of conflicts.…”

Section: Organizational Culture In the Tourism Industrymentioning

confidence: 99%

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Organizational Culture and Group Dynamics in the tourism industry

Ntalakos

Belias

Κουστέλιος

et al. 2022

ICTR

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The tourism industry is one of the most dominant industries at a global level that affect the world’s economy (Belias et al., 2017), as the tourism industry contributes to a very high percentage of the Gross Domestic Product of many countries (such as United States, China, Japan, Italy, France and Spain) (Statista, 2021). On the other hand, researchers have acknowledged the importance of organizational culture (Cook & Yanow, 1993; Schein, 1993) as well as the importance of group dynamics, (Crossan et al., 1999; Wastell, 1999) on the members of an organization. Over the latest decades, globalization has made cultural diversity a world-wide phenomenon. Tourism and Hospitality is a field where someone can recognize the importance of cultural differences among different cultural groups. In an organization, such as a hotel company, there are a lot of cultural diversities not only among the employees of the hotel but also among the guests of the hotel (Rampley, 2005; Bavik, 2015). So it is essential for a hotel company to establish its organizational culture which will be consist of several values, rules and priorities that everyone who is involved in it (employees and guests) has to follow. The aim of this paper is to examine the current literature concerning the relationship between organizational culture and group dynamics in general, as well as in the tourism industry. The methodology which will be used is literature selection of papers, studies, articles and journals retrieved from online bibliographic databases (such as Science Direct and Google Scholar). Although, there is a significant amount of papers discussing the organizational culture or the group dynamics in an organization there seems to be a research lack in the connection between organizational culture and group dynamics especially in the touristic and hospitality services. With the current paper we try to shed some light in the above field in order to trigger for future theoretical as also empirical research.

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Section: Organizational Culture In the Tourism Industrymentioning

confidence: 99%

“…Organizational conflict has a direct effect on quality and efficiency in the tourism sector. Thus, managers have to develop measures to prevent organizational conflict from happening (Alkaya & Yirik, 2014).…”

Section: Organizational Culture In the Tourism Industrymentioning

confidence: 99%

Organizational Culture and Group Dynamics in the tourism industry

Ntalakos

Belias

Κουστέλιος

et al. 2022

ICTR

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“…It also invigorates innovative thinking (Desivilya et al, 2010) and attenuates the differences that ultimately stops the blame game (Omisore, 2014). Adopting behavior that tolerates conflicts often encourages employees to self criticize (Robbins, 1998), communicate at ease (Tjosvold, 1993) and take on responsibilities that eventually pave a common ground for problem solving (Alkaya & Yirik, 2014). When firms conduct an open approach to handle conflicts, it infuses a positive force (De Dreu, & Weingart, 2003) among the people in terms of interaction and belief (Simons & Peterson, 2000).…”

Section: Related Review Of Literaturementioning

confidence: 99%

Think Love, Think Peace, Think Harmony: Rethinking on Industrial Tranquility

Chakraborty

Biswas

2020

Business Perspectives and Research

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In this fragmented industrial world, where there are large capital movements, the varied pattern of global trade, fierce challenges and considerable innovations, the holistic approach in workplaces has become a dream! The subtle aspect of the understanding, initiative, cooperation that flows to industrial harmony is essential in organizations to reduce the risk of relapsing into conflicts and strengthens the foundation of its sustainability. The paper probes into the factors that would create and allow industrial harmony and peace to hold and flourish. This would help employees reinforce each other, obtain mental serenity, create a base for realization of their creative potential and stand firm amidst a myriad of challenges and strained situations. Descriptive research with a cross-sectional survey has been conducted on the employees of the selected manufacturing units of West Bengal. Exploratory factor analysis and confirmatory factor analysis has been performed with structural equation modeling on the proposed research model. The prime findings of the study reveal that organizational trust and infusing a tolerant attitude toward conflict in a firm has been instrumental in instilling a sense of harmony and peace in one’s mind and spirit. Such an ambience would generate a sense of participation, cooperation and would mutually reinforce social exchange.

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“…Which way is more effective depends on specific situations (Brown, 1992). Furthermore, because influence of the organisation conflict is high embedded in the culture (Alkaya and Şevket, 2014), the research for organisation conflict must be local. Chinese scholars are trying to apply the classic theory of organisation combined with Chinese culture and organisational characteristics, and structure localisation study framework (Xu et al, 2013;Zhang et al, 2014;Xu et al, 2015;Xu and Liu, 2016).…”

Section: Introductionmentioning

confidence: 99%

Research on the measuring method and structure mining of organisation conflict

Liu

Zhao

2019

IJITM

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Jehn (1995) divides organisation conflict into task conflict and relationship conflict to grasp the degree and structure of organisation conflict, which can provide effective decision-making basis for dealing with conflict. The authors establish measurement model of organisation conflict, give the weight with the methods of distinguishing individual advantage characteristic and use intergroup conflict scale to measure conflict situation. According to the measurement results, there are three subsequent applications: analysing the conflict intensity, analysing the conflict types and finding the common features of high conflict members. The authors choose market service department and property management department of a company in Shenyang. In those departments, the authors apply the proposed method to analyse the organisation conflict and find out the causes for conflict of high conflict group members.

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Organizational Culture’s Effects on Organizational Conflict: Study of a Five Star Hospitality Business

Cited by 3 publications

References 5 publications

Organizational Culture and Group Dynamics in the tourism industry

Organizational Culture and Group Dynamics in the tourism industry

Think Love, Think Peace, Think Harmony: Rethinking on Industrial Tranquility

Research on the measuring method and structure mining of organisation conflict

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