Developing dynamic conflict resolution models based on the interpretation of personal conflict styles

Proceedings of the 15th Portuguese conference on Artificial Intelligence - (EPIA 2011), Lisboa, Portugal, 2011.Conflict resolution is a classic field of Social Science research. However, with conflicts now also emerging in virtual environments, a new field of research has been developing in which Artificial Intelligence and particularly Ambient Intelligence are interesting. As result, the field of Online Dispute Resolution emerged as the use (in part or entirely) of technological tools to solve disputes. In this paper we focus on developing conflict resolution models that are able to adapt strategies in real time according to changes in the personal conflict styles of the parties. To do it we follow a novel approach in which an intelligent environment supports the lifecycle of the conflict resolution model with the provision of important context knowledge. The presented framework is able to react to important changes in the context of interaction, resulting in a conflict resolution approach that is able to perceive the parties and consequently achieve better outcomes.The work described in this paper is included in TIARAC - Telematics and Artificial Intelligence in Alternative Conflict Resolution Project (PTDC/JUR/71354/2006), which is a research project supported by FCT (Science & Technology Foundation), Portugal

Studying the effects of stress on negotiation behaviour

"Special issue : Computational approaches for conflict resolution in decision making : new advances and developments"Negotiation is a collaborative activity that requires the participation of different parties whose behaviors influence the outcome of the whole process. The work presented here focuses on the identification of such behaviors and their impact on the negotiation process. The premise for this study is that identifying and cataloging the behavior of parties during a negotiation may help to clarify the role that stress plays in the process. To do so, an experiment based on a negotiation game was implemented. During this experiment, behavioral and contextual information about participants was acquired. The data from this negotiation game were analyzed in order to identify the conflict styles used by each party and to extract behavioral patterns from the interactions, useful for the development of plans and suggestions for the associated participants. The work highlights the importance of the knowledge about social interactions as a basis for informed decision support in situations of conflict.This work is part-funded by ERDF - European Regional Development Fund through the COMPETE Programme (operational programme for competitiveness) and by National Funds through the FCT – Fundação para a Ciência e a Tecnologia (Portuguese Foundation for Science and Technology) within project FCOMP-01-0124-FEDER-028980 (PTDC/EEI-SII/1386/2012). The work of Tiago Oliveira is supported by doctoral grant by FCT (SFRH/BD/85291/2012)

Constructing a psycho-social model for team cohesion at a financial institution

The purpose of the study was to construct a psycho-social model for team cohesion at a financial institution. The financial institution had been in existence for 127 years, and had faced significant challenges throughout its history of acquisitions and mergers to establish working teams that would give it a competitive edge in global financial markets. The research objective was to develop a psycho-social model for team cohesion by investigating the interrelationships and overall relationships amongst the independent constructs (self-worth, personality preferences and conflict resolution styles) and the relevant outcome (team cohesion). Furthermore, the study also scientifically tested the possible moderating effect of the employees’ socio-demographic characteristics (race, gender, age, level of education, job level and tenure) on the fostering of team cohesiveness. A quantitative cross-sectional survey design approach was selected and applied to a simple probability sample (N = 463) using standardised, valid and reliable measuring instruments. The population consisted of permanent employees, and the results revealed significant relationships between the construct variables. The canonical correlation indicated a significant overall relationship between the contingencies of self-worth domains, personality preferences and conflict resolution styles, and the team cohesion-related dispositions of cohesiveness and engaged. The structured equation modelling indicated a good fit of the data between the individuals’ contingencies of self-worth domains (family support, God’s love, virtues, competition, work competence, physical appearance and pleasing others), the accommodating conflict resolution style, an extraversion personality preference, and team cohesion. Hierarchical moderated regression showed that race, age, educational level and job tenure significantly moderated the relationship between the participants’ psycho-social attributes and team cohesion. Tests for significant mean differences revealed significant differences in terms of the socio-biographical variables. On a theoretical level, the study deepened understanding of the antecedent constructs (self-worth, personality preferences and conflict resolution styles) and team cohesion construct. On an empirical level, the study produced an empirically tested psycho-social model for team cohesion. This study will add significant practical, valuable knowledge to the organisation in managing the future establishment and enhancement of team cohesion, and when integrating new team members to the environment during organisational restructuring and re-alignment after acquisitions and mergers, without negatively affecting organisational effectiveness. These findings invariably provided new insight in managing and understanding inherent interpersonal conflict among employees in the workplace and the enhancement of team cohesion practices, thus adding to the existing body of knowledge in the fields of Consulting Psychology and Industrial and Organisational Psychology, more specifically in financial organisations.PsychologyD. Phil. (Consulting Psychology

Cultural diversity and information and communication technology impacts on global virtual teams: An exploratory study.

Modern organizations face many significant challenges because of turbulent environments and a competitive global economy. Among these challenges are the use of information and communication technology (ICT), a multicultural workforce, and organizational designs that involve global virtual teams. Ad hoc teams create both opportunities and challenges for organizations and many organizations are trying to understand how the virtual environment affects team effectiveness. Our exploratory study focused on the effects of cultural diversity and ICT on team effectiveness. Interviews with 41 team members from nine countries employed by a Fortune 500 corporation were analyzed. Results suggested that cultural diversity had a positive influence on decision‐making and a negative influence on communication. ICT mitigated the negative impact on intercultural communication and supported the positive impact on decision making. Effective technologies for intercultural communication included e‐mail, teleconferencing combined with e‐Meetings, and team rooms. Cultural diversity influenced selection of the communication media

Extracting behavioural patterns from a negotiation game

The work presented focuses not only on the behavioural patterns that influence the outcome of a negotiation, but also on the discovery of ways to predict the type of conflict used in the process and the stress levels of the actors. After setting up an experimental intelligent environment provided with sensors to capture behavioural and contextual information, a set of relevant data was collected and analysed, with the underlying objective of using the behavioural patterns (obtained by statistical/probabilistic methods) as a basis to design and present plans and suggestions to the associated participants. In sooth, these proposals may influence in a positive way the course and outcome of a negotiation task in many aspects. This work highlights the importance of knowledge in negotiation, as in other social forms of interaction, providing also some new insights for informed decision support in situations in which uncertainty and conflict may be present

Interpersonal conflict within the context of the organization

This investigation was concerned with individual conflict management styles and situations. Participants were asked to complete the Organizational Communication Conflict Instrument (OCCI) (Putnam & Wilson, 1982) based on a particular conflict with a friend who is not a co-worker and a friend who is a co-worker. Results found that individuals do not change their conflict management styles based on situations. Also considered were the Big Three (Eysenck & Eysenck, 1985) personality types and their relationship to variability in one\u27s conflict management styles. There were no relationships between variability and the Big Three

Negotiation Stands Alone

Yes, the authors concede, “everybody” negotiates: but that’s like saying “everybody drives,” and then watching aghast when “everybody” climbs into a racing car, or an eighteen-wheeled tractor trailer. The authors draw from Tsur’s experience teaching Israeli hostage negotiators and in other high-pressure environments to argue for an entirely distinct concept of a professional negotiator, one that starts with a rather experienced “student” and builds a sharply different training regimen from there

Evidence synthesis on the occurrence, causes, consequences, prevention and management of bullying and harassment behaviours to inform decision making in the NHS

Background Workplace bullying is a persistent problem in the NHS with negative implications for individuals, teams, and organisations. Bullying is a complex phenomenon and there is a lack of evidence on the best approaches to manage the problem. Aims Research questions What is known about the occurrence, causes, consequences and management of bullying and inappropriate behaviour in the workplace? Objectives Summarise the reported prevalence of workplace bullying and inappropriate behaviour. Summarise the empirical evidence on the causes and consequences of workplace bullying and inappropriate behaviour. Describe any theoretical explanations of the causes and consequences of workplace bullying and inappropriate behaviour. Synthesise evidence on the preventative and management interventions that address workplace bullying interventions and inappropriate behaviour. Methods To fulfil a realist synthesis approach the study was designed across four interrelated component parts: Part 1: A narrative review of the prevalence, causes and consequences of workplace bullying Part 2: A systematic literature search and realist review of workplace bullying interventions Part 3: Consultation with international bullying experts and practitioners Part 4: Identification of case studies and examples of good practic

Conflict management skills acquisition and usage in student affairs mid-managers: a phenomenological study

This phenomenological study examined the lived experiences of 14 Student Affairs mid-managers. These mid-managers represented a variety of student affairs functional areas including Residence Life, Service Learning, Student Conduct, and Student Union/Activities/Government. Study participants met the following criteria: (a) mid-managers with at least 3 years of experience supervising full-time professional staff; (b) oversaw a functional area; and (c) exhibited a willingness to openly discuss professional conflicts in their role as supervisor. The method of gathering data was individual interviews, as noted by the phenomenological nature of the study. The specific research questions for the study were: 1. How have conflict management skills been developed (graduate programs, workshops/conferences, on-the-job experiences) by mid-managers in student affairs? 2. How have these skills been utilized in their role as mid-managers? 3. What is the gap between the “real” state of affairs in higher education conflict management and the ideal as represented by conflict studies models and competency statements offered by Student Affairs related professional organizations? The following conclusions emerged from the results of the study: (a) lack of formal training both as individuals and as a profession; (b) individual responsibility in the development of skills; (c) the impact of on-the-job experiences (as a result of insufficient training); and (d) the active exploration of training opportunities outside of the field of student affairs. Implications for practice as a result of the study are (a) the need to imbed conflict management skills courses into graduate preparation programs; (b) the creation of formalized continued training or professional development opportunities for mid-managers; and (c) the importance of micro- and macro-development of skills throughout the organization as a deterrent for poor conflict management skills within the institutional environment

Identifying mother-child interaction styles using a person-centered approach

Parent–child conflict in the context of a supportive relationship has been discussed as a potentially constructive interaction pattern; the current study is the first to test this using a holistic analytic approach. Interaction styles, defined as mother–child conflict in the context of maternal sensitivity, were identified and described with demographic and stress-related characteristics of families. Longitudinal associations were tested between interaction styles and children's later social competence. Participants included 814 partnered mothers with a first-grade child. Latent profile analysis identified agreeable, dynamic, and disconnected interaction styles. Mothers' intimacy with a partner, depressive symptoms, and authoritarian childrearing beliefs, along with children's later conflict with a best friend and externalizing problems, were associated with group membership. Notably, the dynamic style, characterized by high sensitivity and high conflict, included families who experienced psychological and relational stressors. Findings are discussed with regard to how family stressors shape parent–child interaction patterns