			Home About us Contact

Workplace Conflict (workplace + conflict)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	71%

Selected Abstracts

Preferences for Third-Party Help in Workplace Conflict: A Cross-Cultural Comparison of Chinese and Dutch Employees

NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH, Issue 4 2009
Ellen Giebels
Abstract This study examines conflict parties' preferences for different types of third-party help and how this may be influenced by cultural differences in terms of individualism/collectivism. We focus our analysis on process-related nonsubstantive help and identify three types of third-party help in interpersonal conflict situations: relational help, procedural help, and emotional help. In a pilot study with Chinese and Dutch students (N = 93), we first developed and validated three new scales to measure preferences for the three types of third-party help. To further test specific hypotheses we used another sample of Dutch and Hong Kong Chinese bank employees (N = 71). In line with our expectations, Chinese employees report a higher preference for relational help, while Dutch employees report a higher preference for emotional help. In terms of procedural help, there was no significant difference between Dutch and Chinese employees. Furthermore, additional analyses revealed a gender effect on the preference for emotional help, showing that,regardless of their cultural background,females prefer this type of third-party help more, presumably because they experience more conflict stress. [source]

What sticks: How medical residents and academic health care faculty transfer conflict resolution training from the workshop to the workplace

CONFLICT RESOLUTION QUARTERLY, Issue 3 2008
Ellen B. Zweibel
Workshops in conflict resolution were given to enhance the ability of residents and academic health care faculty to collaborate in multidisciplinary teams, patient care, hospital committees, public health issues, teaching, and research. A qualitative research study on the transfer of learning from the workshops to the workplace reports on the attitude, knowledge, and skills consistently reported both immediately after the workshops and twelve months later. Learners' descriptions of workplace conflict confirmed they gained a positive outlook on conflict and their own ability to solve problems and apply conflict resolution skills, such as interest analysis and communication techniques, to gain perspective, reduce tension, increase mutual understanding, and build relationships in patient care, teaching, research, and administration. [source]

The virtue and vice of workplace conflict: food for (pessimistic) thought

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 1 2008
Carsten K.W. De Dreu
Many authors, myself included, have suggested that workplace conflict may be beneficial to the organization. I argue that the support for this conclusion is rather weak. A selective and necessarily limited review of the literature shows that: (1) the positive functions of conflict are found only under an exceedingly narrow set of circumstances, (2) the conclusion that (particular forms of) conflict and conflict management has positive functions can be criticized on methodological grounds, (3) even under favorable circumstances a number of serious negative functions can be identified as well, (4) negative functions easily outweigh positive functions, prohibiting the emergence of ,positive workplace conflict' (where conflict has predominantly positive consequences), and (5) organizations need cooperative conflict management not because it brings positive conflict, but because it prevents workplace conflict to hurt too much. Copyright © 2007 John Wiley & Sons, Ltd. [source]

Misleading hallucinations in unrecognized narcolepsy

ACTA PSYCHIATRICA SCANDINAVICA, Issue 4 2003
A. Sz
Objective: To describe psychosis-like hallucinatory states in unrecognized narcolepsy. Method: Two patients with hypnagogic/hypnapompic hallucinations are presented. Results: Both patients had realistic and complex , multi-modal and scenic-daytime sexual hallucinations leading, in the first case, to a legal procedure because of false accusation, and in the second, to serious workplace conflicts. Both patients were convinced of the reality of their hallucinatory experiences but later both were able to recognize their hallucinatory character. Clinical data, a multiple sleep latency test, polysomnography, and HLA typing revealed that both patients suffered from narcolepsy. Conclusion: We suggest that in unrecognized narcolepsy with daytime hypnagogic/hypnapompic hallucinations the diagnostic procedure may mistakenly incline towards delusional psychoses. Daytime realistic hypnagogic/hypnapompic hallucinations may also have forensic consequences and mislead legal evaluation. Useful clinical features in differentiating narcolepsy from psychoses are: the presence of other narcoleptic symptoms, features of hallucinations, and response to adequate medication. [source]

Globalization as Boundary-Blurring: International and Local Law Firms in China's Corporate Law Market

LAW & SOCIETY REVIEW, Issue 4 2008
Sida Liu
The worldwide expansion of international law firms has generated regulatory battles and workplace conflicts in advanced market economies as well as developing countries. This article uses the case of China to explore the changing global,local relationship in the globalization of the legal profession and to understand the role of the government in constituting the corporate law market. The author argues that the globalization of the Chinese corporate law market is a process of boundary-blurring and hybridization, by which local firms become structurally global-looking and global firms receive localized expertise. Boundary-blurring occurs in law firms' workplaces, in lawyers' career trajectories, and in state regulatory policies. It has produced a localized expertise that can be diffused conversely from local firms to global firms and has partially changed their relationship from collaboration to competition. Consequently, it becomes increasingly difficult for the government to make or enforce any substantive policy to clarify the market boundary between these two types of law firms. [source]