Conceptualizing the Relationship Between Individualism - Collectivism and Conflict Management Styles at Individual Level PDF Download
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Author: Muhammad Khan Riaz
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
The omnipresent and inevitable conflict is debated a lot in organizational studies. Many researchers study the relationship of conflict management styles and cultural dimensions specifically with individualism - collectivism. But these studies deal the culture at a national level aggregately. Hofsete's demarcation of cultures in to individualistic and collectivistic cultures is the basic pillar of such studies in cross cultural comparisons of conflict management styles. In this study, an attempt was made to relate individualism - collectivism with conflict management styles at individual levels as all people in a presumed collectivistic/individualistic culture are not collectivists/ individualists. Getting support from literature, propositions are developed and a model is proposed. Future research directions and prospects are discussed.
Author: Muhammad Khan Riaz
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
The omnipresent and inevitable conflict is debated a lot in organizational studies. Many researchers study the relationship of conflict management styles and cultural dimensions specifically with individualism - collectivism. But these studies deal the culture at a national level aggregately. Hofsete's demarcation of cultures in to individualistic and collectivistic cultures is the basic pillar of such studies in cross cultural comparisons of conflict management styles. In this study, an attempt was made to relate individualism - collectivism with conflict management styles at individual levels as all people in a presumed collectivistic/individualistic culture are not collectivists/ individualists. Getting support from literature, propositions are developed and a model is proposed. Future research directions and prospects are discussed.
Author: Harry C Triandis
Publisher: Routledge
ISBN: 0429979479
Category : Social Science
Languages : en
Pages : 458
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Book Description
This book explores the constructs of collectivism and individualism and the wide-ranging implications of individualism and collectivism for political, social, religious, and economic life, drawing on examples from Japan, Sweden, China, Greece, Russia, the United States, and other countries.
Author: Xiaodong Dai
Publisher: Routledge
ISBN: 1351971484
Category : Business & Economics
Languages : en
Pages : 543
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Book Description
In the globally interconnected world, conflicts often arise as a result of tensions between different cultural perceptions and diverse social preferences. Effectively managing conflicts and harmonizing intercultural relationships are essential tasks of intercultural communication research. This book seeks to find effective intercultural conflict management solutions by bringing together a group of leading international scholars from different disciplines to tackle the problem. Consisting of two parts, this book covers major theoretical perspectives of conflict management and harmony development in the first and conflict management and harmony development in different cultural contexts in the second. Integrating the latest work on conflict management and intercultural harmony, Conflict Management and Intercultural Communication takes an interdisciplinary approach, adopts diverse perspectives, and provides for a wide range of discussions. It will serve as a useful resource for teachers, researchers, students and professionals alike.
Author: Gangaw Zaw
Publisher:
ISBN:
Category : Collectivism
Languages : en
Pages : 90
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Book Description
Author: Oluremi B. Ayoko
Publisher: Edward Elgar Publishing
ISBN: 1781006946
Category : Psychology
Languages : en
Pages : 563
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Book Description
This unique book draws together current thoughts and research in conflict management. Specifically, it brings a wealth of knowledge from authorities in the field on emerging issues such as power in conflict, cognition and emotions in conflict, leading
Author: Charles Christian Isaacs
Publisher:
ISBN:
Category : Communication in politics
Languages : en
Pages : 0
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Book Description
Today, we live within communities that are becoming increasingly globalized. Technological advancements allow us to engage, in real-time, with individuals on the other side of the globe, giving us the ability to connect with one another on a scale never witnessed before in human history. For all the benefits this ability to freely communicate affords us, conflict, that timeless feature of human interaction, remains ever present. Conflict, and our understanding of it, is further complicated when it occurs cross-culturally. Triandis (2000) notes, "[C]onflict is greater when the two cultures are very different than when they are similar" (Triandis, 2000, p.145). Different cultures have their own unique ideas on how conflicts are approached and managed when communicating with others (Brett, 2000; Carnevale & Choi, 2000; Leung et al., 2011; Tjosvold et al., 2001; Triandis, 1989; Triandis, 2000; Triandis et al., 1971). This uniqueness, if not properly understood, can result in misunderstandings between individuals of differing cultures, leading to an escalation in conflicts. Understanding the existence of differences in how different societies approach conflict is the focus of this study. Folger et al. (1993), define conflict as "the interaction of interdependent people who perceive incompatible goals and interference from each other in achieving those goals" (p.4). We know that the process to manage conflicts varies from individual to individual. Conflict styles are one way to understand this variation (Folger et al., 1993; Friedman et al., 2000; Oetzel, 1998; Rahim, 1983; Thomas & Kilmann, 1978; Thomas & Kilmann, 2008; Thomas & Schaubhut, 2008; Ting Toomey et al., 1999). These styles are the "patterned responses to conflict in a variety of situations" (Ting-Toomey et al., 1999, p. 48). Conflict styles are highly researched subjects within many academic fields. From the social sciences to business, researchers are working to understand conflict styles to promote better communication (Cai et al., 2002; Croucher et al., 2012; Folger et al., 1993; Friedman et al., 2000; Oetzel, 1998; Rahim, 1983; Thomas & Kilmann, 1978; Thomas & Kilmann, 2008; Thomas et al., 2008; Ting Toomey et al., 1999). We understand conflict based on five distinct styles: avoiding, accommodating, compromising, competing, and collaborating. They are found along two axes of human behavior, assertiveness, and cooperativeness, which satisfy the balance of concern for oneself and others (Folger et al., 1993, p.182; Rahim, 1983, p.369; Thomas & Kilmann, 1978, p.1139). Conflict styles fall along these two axes based on whether there is a high or low need for either or both parameters, depending on the goals of the individuals engaged in conflict. The complexities of conflict increase when we introduce cultural influences into the discussion. There is much more to culture than meets the eye. Individuals may think that culture is based on where an individual is from, their dress, religion, cuisine, etc., where in fact, an individual's culture is much more than this. This study discusses elements of culture, specifically the differences between individualism (found in many Western countries) and collectivism (found in many Eastern countries and Central and South American countries), and how these societal differences affect interactions between nations and influence international conflict. Culture adds complexity not only to our understanding of conflict generally but also when conflict occurs cross-culturally. The benefits of understanding the effects of culture on conflict are beneficial to human society at many levels, including fostering better relations and communication between governments, businesses, and other organizations (Brett, 2000; Janosik, 1987; Triandis, 2000). Cross-cultural interactions are becoming commonplace thanks to technology and an ever increasing global marketplace. Economic trade, on a global level, finds businesses and governments engaging more frequently than ever before. As beneficial for humanity as this trend is, it does come with its own unique problems. Cultural differences can lead to great misunderstanding and likely foster mistrust between interdependent parties. (Brett, 2000; Janosik, 1987;Triandis, 2000). These factors lead to the underlying questions this study seeks to better understand: Do different cultures understand the conflict in the same way? What impact does culture have when a conflict occurs between two parties from different cultures takes place? Do these cultural differences foster mistrust between interdependent parties who are of differing cultures? Understanding different approaches to conflict styles is key to building a sustainable working relationship and interdependence that will endure over time. This study looks at the historical interactions of two firmly established nations, the United States and the People's Republic of China. during the 1970s and 1980s. This is a point in history when the two nations had minimal formal relations but were interested in creating a relationship that could prove mutually beneficial for both. The purpose of this study is to better inform individuals and institutions, both public and private, about these differences, with the hope that it can better inform those individuals who are engaged in cross-cultural interactions. The ultimate goal of any good relationship should be mutually beneficial and lasting outcomes for all parties involved. This thesis explores this in the following ways. It begins with a literature review that examines the general principles of conflict, conflict styles, how they are defined by researchers, and how they are used to manage interest in conflict. This review includes a discussion of culture, how it is defined, and the differences between individualistic versus collectivist societies, as well as a brief discussion of international conflict. Finally, the literature review concludes with an overview of the case study, which lays out the historical period that is to be analyzed in this study and present the study's research questions. Following the literature review, the methodology discusses the research process and how data was collected and analyzed. Next, the findings section details the main themes found in the data. A discussion section then brings the research findings back into conversation with existing literature and research. Finally, it concludes with a conversation about the limitations of the study and my conclusions.
Author: John G. Oetzel
Publisher: SAGE Publications
ISBN: 1483315428
Category : Language Arts & Disciplines
Languages : en
Pages : 1257
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Book Description
This second edition of the award-winning The SAGE Handbook of Conflict Communication emphasizes constructive conflict management from a communication perspective, identifying the message as the focus of conflict research and practice. Editors John G. Oetzel and Stella Ting-Toomey, along with expert researchers in the discipline, have assembled in one resource the knowledge base of the field of conflict communication; identified the best theories, ideas, and practices of conflict communication; and provided the opportunity for scholars and practitioners to link theoretical frameworks and application tools. Fully updated with the latest research throughout, the second edition offers new chapters on qualitative and quantitative research methods for conflict, intimate partner violence, family dynamics, mental health, negotiation, workplace bullying, healthcare conflict, identity and intercultural conflict, the middle way approach, conflict in the global workplace, the culture-based situational conflict model, community ethics and engagement, spirituality and conflict, and trust in academic-community partnerships.
Author: Cheryl Nakata
Publisher: Springer
ISBN: 0230240836
Category : Business & Economics
Languages : en
Pages : 307
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Book Description
Hofstede introduced a culture paradigm that has been widely influential in international business. However, its relevance in light of culture's increasing complexity due to globalization has been questioned. Alternative culture frameworks and perspectives are offered by leading scholars in global marketing and management.
Author: Stella Ting-Toomey
Publisher: SAGE Publications
ISBN: 1506320260
Category : Language Arts & Disciplines
Languages : en
Pages : 249
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Book Description
In this volume, Ting-Toomey and Oetzel accomplish two objectives: to explain the culture-based situational conflict model, including the relationship among conflict, ethnicity, and culture; and, second, integrate theory and practice in the discussion of interpersonal conflict in culture, ethnic, and gender contexts. While the book is theoretically directed, it is also a down-to-earth practical book that contains ample examples, conflict dialogues, and critical incidents. Managing Intercultural Conflict Effectively helps to illustrate the complexity of intercultural conflict interactions and readers will gain a broad yet integrative perspective in assessing intercultural conflict situations. The book is a multidisciplinary text that draws from the research work of a variety of disciplines such as cross-cultural psychology, social psychology, sociology, marital and family studies, international management, and communication.
Author: Terry A. Beehr
Publisher: Routledge
ISBN: 1317747925
Category : Psychology
Languages : en
Pages : 273
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Book Description
Originally published in 1995, this book was the most up-to-date and comprehensive account of research on occupational stress at the time. It identifies the sources, consequences and treatments of stress in the workplace from the perspective of organizational psychology and makes clear recommendations for future work in this area. Terry Beehr discusses how role ambiguity and conflict act as stressors in the workplace, and discusses the characteristics of the job and the organization itself that can adversely affect performance. He examines the effects of stress in the workplace and describes methods that can be used to alleviate the problem, both at the individual and organizational level. In addition, the book is illustrated with many examples from field research over the author’s twenty years of experience in studying the workplace. This book will be of considerable interest to students and researchers in occupational psychology, as well as managers and trainers. Terry Beehr is still working in this field today.
