Conflict behavior and conflict management in the organizations

Some people think conflict is a topic that should not be discussed and that we should not engage in conflict. Productively engaging in conflict is always valuable. Most people are willing and interested in resolving their conflicts; they just need the appropriate skill set and opportunities in which to practice this skill set. Without a conflict skill set, people want to avoid conflict, hoping it will go away or not wanting to make a “big deal out of nothing.” Research and personal experiences show us that, when we avoid conflict, the conflict actually escalates and our thoughts and feelings become more negative. Through conflict self-awareness we can more effectively manage our conflicts and therefore our professional and personal relationships. Furthermore, by discussing issues related to conflict management, teams can establish an expected protocol to be followed by team members when in conflict. All teams and organizations have a conflict culture (the way the team responds to conflict). However, most teams never discuss what the conflict culture is, therefore providing the opportunity for individual team members to make assumptions that can be counterproductive to the team. Practicing one’s conflict management skills leads to more successful engagement in conflict with outcomes of relief, understanding, better communication, and greater productivity for both the individual and the team. When we manage our conflicts more effectively, we use less energy on the burdensome tasks such as systemic conflict and get to spend more of our energy on our projects at work and building our relationships

Parent-child relationships and dyadic friendship experiences as predictors of behavior problems in early adolescence

This study focused on support and conflict in parent–child relationships and dyadic friendships as predictors of behavior problems in early adolescence (n¼182; M age¼12.9 years, 51% female, 45% African American, 74% two-parent homes). Support and conflict in one relationship context were hypothesized to moderate the effects of experiences in the other relationship context. Adolescent-reported antisocial behavior was low when either parent–child relationships or friendships were low in conflict, and adolescent-reported depressed mood was low when either friendship conflict was low or parental support was high. Parent-reported antisocial behavior was high when high levels of conflict were reported in either parent–child or friendship relationships and adolescent-reported depressed mood was high when either parental or friendship support was low. Associations appear to be similar for boys and girls as no interactions involving gender were significant.

Dynamic Winner-take-all Conflict

This paper develops a model of dynamic conflict featuring probabilistic winner- take-all outcomes and compares its behavior to a model in which combatants emerge with a share of the conflict spoils. While these two models generate the same behavior in a one-shot game, we find that in a repeated conflict setting the winner-take-all model generates richer dynamics than the dynamics generated by the share model. Differences include outcomes that illustrate the rise and fall of great powers, the endogenous extinction of combatants, and frequent changes in the relative dominance of combatants. The model's behavior is compared to real world military, business and political conflict outcomes.Anarchy, Fog of War, Paradox of Power, Winner-take-all conflict

Conflict Management in Organization

Every organization encounters conflicts on a daily basis. The conflicts cannot be avoided, but it is possible to manage them in a way that we recognize them on time. It is necessary to continuously track the organizational signals which point to their existence. If we do not react duly, this can lead to the situation that the conflict itself manages the organization. One of the more important determinants of productivity, efficiency and performance, and finally job contentment is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on dependent variables, but first we have to understand and get a good insight into individual elements of organizational behavior. By this paper we want to brighten the meaning of conflict on the organization, the conflict process and possible conflict management styles. We will show the relationship between the level of conflict and the impact on the organiational performance. The here mentioned facts are also tested on the research of conflict management styles, which are used by the employees in the four monitored Slavonija-Baranja organizations, and we will also present their view on conflict and how much does the same have influence on successful course of business of their organization.conflict, management styles, organization, organizational behavior.

A functional dissociation of conflict processing within anterior cingulate cortex

Goal-directed behavior requires cognitive control to regulate neural processing when conflict is encountered. The dorsal anterior cingulate cortex (dACC) has been associated with detecting response conflict during conflict tasks. However, recent findings have indicated not only that two distinct subregions of dACC are involved in conflict processing but also that the conflict occurs at both perceptual and response levels. We clarified a functional dissociation of the caudal dACC (cdACC) and the rostral dACC (rdACC) in responding to different sources of conflict. The cdACC was selectively engaged in perceptual conflict whereas the rdACC was more active in response conflict. Further, the dorsolateral prefrontal cortex (DLPFC) was coactivated not with cdACC but with rdACC. We suggest that cdACC plays an important role in regulative processing of perceptual conflict whereas rdACC is involved in detecting response conflict

Depression, Relationship Quality, and Couples’ Demand/Withdraw and Demand/Submit Sequential Interactions

This study investigated the associations among depression, relationship quality, and demand/withdraw and demand/submit behavior in couples’ conflict interactions. Two 10-min conflict interactions were coded for each couple (N = 97) using Structural Analysis of Social Behavior (SASB; Benjamin, 1979a, 1987, 2000a). Depression was assessed categorically (via the presence of depressive disorders) and dimensionally (via symptom reports). Results revealed that relationship quality was negatively associated with demanding behavior, as well as receiving submissive or withdrawing behavior from one’s partner. Relationship quality was positively associated with withdrawal. Demanding behavior was positively associated with women’s depression symptoms but negatively associated with men’s depression symptoms. Sequential analysis revealed couples’ behavior was highly stable across time. Initiation of demand/withdraw and demand/submit sequences were negatively associated with partners’ relationship adjustment. Female demand/male withdraw was positively associated with men’s depression diagnosis. Results underscore the importance of sequential analysis when investigating associations among depression, relationship quality, and couples’ interpersonal behavior

Morality and Conflicts

In recent debates, morality or social norms have been proposed as an instrument to reduce conflict behavior. As the argument goes, moral people will not engage in socially not-tolerated behavior or, less so than amoral people. Analyzing this question in the framework of contest theory, we find that if morality can discriminate between appropriation and defense, it is an effective instrument to lower socially unwanted behavior and support the enforcement of property rights. If it cannot discriminate between these different conflict efforts, strategic effects due to a one-sided increase in morality might actually lead to total increased conflict effort in the economy.Contests, property right enforcement, morality, education

Students Shine a Light on Syrian Civil War

A course examining human behavior through the lens of the Syrian conflict inspires students to raise awareness on campus

Static and Dynamic Detection of Behavioral Conflicts Between Aspects

Aspects have been successfully promoted as a means to improve the modularization of software in the presence of crosscutting concerns. The so-called aspect interference problem is considered to be one of the remaining challenges of aspect-oriented software development: aspects may interfere with the behavior of the base code or other aspects. Especially interference between aspects is difficult to prevent, as this may be caused solely by the composition of aspects that behave correctly in isolation. A typical situation where this may occur is when multiple advices are applied at a shared, join point.\ud In [1] we explained the problem of behavioral conflicts between aspects at shared join points. We presented an approach for the detection of behavioral conflicts. This approach is based on a novel abstraction model for representing the behavior of advice. This model allows the expression of both primitive and complex behavior in a simple manner. This supports automatic conflict detection. The presented approach employs a set of conflict detection rules, which can be used to detect generic, domain specific and application specific conflicts. The approach is implemented in Compose*, which is an implementation of Composition Filters. This application shows that a declarative advice language can be exploited for aiding automated conflict detection.\ud This paper discusses the need for a runtime extension to the described static approach. It also presents a possible implementation approach of such an extension in Compose*. This allows us to reason efficiently about the behavior of aspects. It also enables us to detect these conflicts with minimal overhead at runtime

Shocking the Crowd: The Effect of Censorship Shocks on Chinese Wikipedia

Collaborative crowdsourcing has become a popular approach to organizing work across the globe. Being global also means being vulnerable to shocks -- unforeseen events that disrupt crowds -- that originate from any country. In this study, we examine changes in collaborative behavior of editors of Chinese Wikipedia that arise due to the 2005 government censor- ship in mainland China. Using the exogenous variation in the fraction of editors blocked across different articles due to the censorship, we examine the impact of reduction in group size, which we denote as the shock level, on three collaborative behavior measures: volume of activity, centralization, and conflict. We find that activity and conflict drop on articles that face a shock, whereas centralization increases. The impact of a shock on activity increases with shock level, whereas the impact on centralization and conflict is higher for moderate shock levels than for very small or very high shock levels. These findings provide support for threat rigidity theory -- originally introduced in the organizational theory literature -- in the context of large-scale collaborative crowds