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Conflict management and organization development

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Published by Wiley in Chichester .
Written in English


  • Organizational change -- Collected works.

Book details:

Edition Notes

Includes index.

StatementWillem F.G. Mastenbroek.
LC ClassificationsHD38
The Physical Object
Pagination(250)p. :
Number of Pages250
ID Numbers
Open LibraryOL21474292M
ISBN 100471914150

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I got this book years ago (when it was new) to help me understand conflict management and organizational development. Many theories have come and gone, but I still like Mastenbroek's systematic analysis of power and politics and the relationship of these to the three "explicit" aspects (socio-emotional, negotiating and instrumental) have given me an enduring model of 4/5(1). Conflict management and organization development. Chichester ; New York: Wiley, © (OCoLC) Material Type: Internet resource: Document Type: Book, Internet Resource: All Authors / Contributors: W F G Mastenbroek. Definition of Conflict Management. Conflict management is the practice of being able to identify and handle conflicts sensibly, fairly, and efficiently. Since conflicts in a business are a natural. COVID Resources. Reliable information about the coronavirus (COVID) is available from the World Health Organization (current situation, international travel).Numerous and frequently-updated resource results are available from this ’s WebJunction has pulled together information and resources to assist library staff as they consider how to handle .

Accordingly, theoretical and empirical work in conflict management can roughly be divided in three categories, those trying to better understand (i) the different stages in a conflict cycle; (ii) the functions of conflict, examining the benefits and detriments of conflict states within organizations; and (iii) which strategies, styles and. resolve a conflict before it becomes dysfunctional. Differences between branches and organisations will not be a part of this research and organizational culture's impact on conflict management will not to be taken into consideration; instead the research will be done from a general perspective. concerning conflict. Conflict is now seen as having the potential for positive growth. Deetz and Stevenson (), list three assumptions that indicate that conflict can be positive. Their belief is that management of conflict serves as a more useful conception of the process of conflict resolution. Their assumptions are as follows. Conflict Management and Organization Development: An Expanded Edition. This book offers practical strategies and problem-solving intervention techniques designed to manage organizational conflicts and even to use them as levers for implementing needed changes and increasing productivity. The foundation of the practical approach presented here Cited by:

Conflict and Conflict Management aysinh Thakore, Associate Professor, Department of Human Resource Development, Veer Narmad South Gujarat University, Surat. Abstract: Conflict cannot be avoided since it is an inevitable aspect of work teams. Conflict may be defined as a. Conflict in the workplace is: (a) avoidable, (b) preventable, (c) necessary, or (d) all of the above. Conflict is a natural and normal feature of the workplace. It occurs in every organization. For any team that strives to attain its goals, conflict is inevitable. Although differences will occur, the outcome doesn’t have to be negative. management of conflict at various levels in an organization) has remained un-changed. The thesis of this book continues to be that the management of or-ganizational conflict involves the diagnosis of and intervention in conflict. A diagnosis is needed to determine whether and to what extent an intervention is needed to: 1. Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes.