93,520 research outputs found
Can absent leadership be positive in team conflicts? An examination of leaders' avoidance behavior in China
Purpose – Although conflict avoidance is one of the most commonly used conflict resolution styles in China, there has surprisingly been no explicit investigation of the effects of leaders’ avoidance. This paper therefore examines how leaders’ avoidance influences followers’ attitudes and well-being in China. Design/methodology/approach – Data was collected from 245 subordinates in three large companies in the People’s Republic of China through an online survey. Multiple regression analysis was adopted to test three sets of competing hypotheses. Findings – Leaders’ avoidance behaviour is positively related to followers’ perception of justice, supervisory trust and emotional well-being in Chinese organizations. Originality/value - Our paper joins growing attempts to consider conflict management in the context of leadership. To the best of our knowledge, this is the first study to examine empirically the relationships between a team leader’s avoidance behaviour and his or her subordinates’ perceptions of justice, supervisory trust, and emotional well-being in a single study. The findings are provoking by illustrating positive effect of leader's conflict avoidance behaviour in China. Our paper supports that conflict avoidance could be a sustainable rather than one-off strategy by a leader, and that identifying conditions (e.g. culture) that affect the outcomes of conflict avoidance is important
Online Dispute Resolution Through the Lens of Bargaining and Negotiation Theory: Toward an Integrated Model
[Excerpt] In this article we apply negotiation and bargaining theory to the analysis of online dispute resolution. Our principal objective is to develop testable hypotheses based on negotiation theory that can be used in ODR research. We have not conducted the research necessary to test the hypotheses we develop; however, in a later section of the article we suggest a possible methodology for doing so. There is a vast literature on negotiation and bargaining theory. For the purposes of this article, we realized at the outset that we could only use a small part of that literature in developing a model that might be suitable for empirical testing. We decided to use the behavioral theory of negotiation developed by Richard Walton and Robert McKersie, which was initially formulated in the 1960s. This theory has stood the test of time. Initially developed to explain union-management negotiations, it has proven useful in analyzing a wide variety of disputes and conflict situations. In constructing their theory, Walton and McKersie built on the contributions and work of many previous bargaining theorists including economists, sociologists, game theorists, and industrial relations scholars. In this article, we have incorporated a consideration of the foundations on which their theory was based. In the concluding section of the article we discuss briefly how other negotiation and bargaining theories might be applied to the analysis of ODR
Thinking About You: Perspective Taking, Perceived Restraint, and Performance
Conflict often arises when incompatible ideas, values or interests lead to actions that harm others. Increasing people’s willingness to refrain from harming others can play a critical role in preventing conflict and fostering performance. We examine perspective taking as a relational micro-process related to such restraint. We argue that attending to how others appraise events supports restraint in two ways. It motivates people to act with concern and enables them to understand what others view as harmful versus beneficial. Using a matched sample of 147 knowledge workers and 147 of their leaders, we evaluate the impact of appraisal-related perspective taking on leaders’ perceptions of knowledge workers’ restraint and performance
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
Labor Relations Conflict in the Workplace: Scale Development, Consequences and Solutions
Because the goals of employers and employees are often incompatible, conflicts are inevitable and an essential part of organizational life. The three studies reported in this paper addressed the issues of identifying the dimensions of workplace conflicts within organizations, exploring the consequences of conflicts, and finding appropriate methods of conflict resolution. The first study identified and developed three dimensions of labor relations conflict, including interest-based, rights-based, and emotion-based conflicts. The second study explored two sets of individual outcomes of labor relations conflicts and found labor relations conflicts had a negative effect on employee job satisfaction and affective commitment and positive effects on employee turnover intention and counterproductive work behavior. The third study tested the effectiveness of partnership practices as an alternative method of resolving labor relations conflicts. Suggestions are offered for future research on the labor relations conflict dimensions as well as its outcomes and solutions introduced in these studies
Bringing Global Sourcing into the Classroom: Experiential Learning via Software Development Project
Global sourcing of software development has imposed new skill requirements on Information Technology (IT) personnel. In the U.S., this has resulted in a paradigm shift from technical to softer skills such as communications and virtual team management. Higher education institutions must, consequently, initiate innovative curriculum transformations to better prepare students for these emerging workforce needs. This paper describes one such venture between Marquette University (MU), U.S.A. and Management Development Institute (MDI), India, wherein IT students at MU collaborated with Management Information Systems (MIS) students at MDI on an offshore software development project. The class environment replicated an offshore client/vendor relationship in a fully virtual setting while integrating communications and virtual team management with traditional IT project management principles. Course measures indicated that students benefited from this project, gained first-hand experience in the process of software offshoring, and learned skills critical for conduct of global business. For faculty considering such initiatives, we describe the design and administration of this class over two semesters, lessons learned from our engagement, and factors critical to success of such initiatives and those detrimental to their sustenance
Autonomous agile teams: Challenges and future directions for research
According to the principles articulated in the agile manifesto, motivated and
empowered software developers relying on technical excellence and simple
designs, create business value by delivering working software to users at
regular short intervals. These principles have spawned many practices. At the
core of these practices is the idea of autonomous, self-managing, or
self-organizing teams whose members work at a pace that sustains their
creativity and productivity. This article summarizes the main challenges faced
when implementing autonomous teams and the topics and research questions that
future research should address
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