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Social Conflict: Escalation, Stalemate, and Settlement
... Extant work suggests three primary mechanisms underlying negotiation avoidance. First, prominent theories of conflict management, and most notably the Dual Concerns Model (Carnevale & Pruitt, 1992;Pruitt & Rubin, 1986), conceptualize avoidance as a result of indifference to the negotiation-when individuals have little or no concern about either their own outcomes or the other party's outcomes (De Dreu et al., 2001). Second, conflict avoidance is associated with concerns about harming the relationship with the other party, which may also relate to preferences for conformity and to cultural norms (Cai & Fink, 2002;Gabrielidis et al., 1997;Morris et al., 1998). ...
... In this way, we contribute to knowledge about negotiation initiation and avoidance. In contrast to prior research that has focused on the role of individual differences in negotiation avoidance (Bear, 2011;Kugler et al., 2018;Marks & Harold, 2011;Shalvi et al., 2013;Wang et al., 2012) and has conceptualized avoidance as indifference to outcomes (De Dreu, 2010;Pruitt & Rubin, 1986), we suggest that individuals may avoid negotiating because they care a great deal about the negotiation outcome, and that this depends on negotiator role and context. ...
... Goffman's (1971) description of how disputants engage in remedial actions to defuse potential hostilities, such as apologies and justifications, illustrates how people manipulate the tenor of a confrontation to achieve a peaceful conclusion (for a more recent example, see Barlett et al. 2016). Conversely, the breaching of civility by one party in a dispute appears to precipitate an assault and eventual retaliatory strike (Pruitt and Rubin 1986;Cody and McLaughlin 1988). One party may be unresponsive to the feelings of the other, for instance, because of how personal difficulties and emotional distress create psychological impediments to appropriate behaviour (e.g. ...
... Excepting long-distance relationships, which is not our focus and which are not typical, adult romantic partnerships generally involve significant time spent privately together or in direct-contact shared activity (Hill 1988;Voorpostel et al. 2010). The physical and relational circumstances conducive to interpersonal conflict-frequent exposure, shared resources, resource power differentials and limited guardianship-can therefore be taken as given (Pruitt and Rubin 1986). Romantic couples also have virtually unlimited possibilities for grievances, implying that the situationally induced motivations of con-trolling another, settling scores and saving face will tend to occur regularly (Canary et al. 1995). ...
If disputes are ever-present in human interaction, all relational dyads contain potential offenders and targets. We theorize that each dyad partner's self-control independently influences the likelihood of violence and that low self-control will express itself in provocative behaviour. Using two waves from the Interpersonal and Conflict Resolution survey, with measures collected from each member of 443 couples, we create dyads and analyse the independent contributions of the specified variables for both would-be offenders and the potential target. We found that a potential target with low self-control was more likely to be attacked by the actor, irrespective of the actor's self-control. This effect was explained by a tendency of both partners to engage in verbally provocative behaviour. These results are supportive of self-control theory's predictions concerning the importance of target decision-making and indicate that other criminological theories can profit from considering the target's role in violent crime causation.
... On the other hand, emotions can also impede conflict resolution efforts. When individuals experience intense emotions such as anger or fear, they may become less open to negotiation or compromise, which can result in a stalemate (Pruitt & Rubin, 1986). Furthermore, they can make it more difficult for parties to understand each other's perspectives, as individuals may focus more on their feelings than on finding a mutually beneficial solution (Pruitt & Rubin, 1986). ...
... When individuals experience intense emotions such as anger or fear, they may become less open to negotiation or compromise, which can result in a stalemate (Pruitt & Rubin, 1986). Furthermore, they can make it more difficult for parties to understand each other's perspectives, as individuals may focus more on their feelings than on finding a mutually beneficial solution (Pruitt & Rubin, 1986). ...
This paper explores the role of emotions in conflict resolution, explicitly focusing on mediation. Emotions are an inherent aspect of conflict and can significantly impact the negotiation process. Understanding the emotional landscape of mediation is crucial for effective conflict management. This paper discusses the various emotions that arise during mediation, the strategies for effective emotional control, and the role of the mediator in navigating the emotional terrain of the negotiation process.
... As one major difference, complexity increases in negotiations (Crump, 2015;van der Schalk et al., 2010;Zartman, 1994;Zhang et al., 2021) that entail multiple issues and multiple parties. On top, negotiations usually contain an integrative potential (De Dreu et al., 2000;Trötschel et al., 2011) meaning that the affected parties have different preference patterns whose integration allows for integrative agreements superior to compromise solutions (Bazerman et al., 1985;De Dreu et al., 2000;Galinsky et al., 2008;Lax & Sebenius, 1986;Pruitt & Rubin, 1986). Present negotiators realize the integrative potential, when they (1) consider their and the future generation's preferences, (2) recognize the different preferences, and (3) realize all parties' preferences by sticking to their and the future generation's preferences and making concessions on each party's less preferred issues (De Dreu & van Lange, 1995;Thompson, 1991;Trötschel et al., 2011). ...
... Golman et al. (2017) and Hertwig and Engel (2016) argue that information avoidance focuses limited attention and facilitates cognitive functioning in complex situations, such as negotiations impacting future generations. However, in negotiations, only the full consideration and realization of each party's preferences lead to integrative agreements (De Dreu et al., 2000;Galinsky et al., 2008;Lax & Sebenius, 1986;Pruitt & Rubin, 1986). It remains unexplored, whether negotiators tend to ignore future others' preferences and reach therefore better joint outcomes for themselves. ...
Decision-makers often apply negotiations as a powerful and pervasive means to solve their conflicts over natural
resources. The resulting agreements have not only immediate effects on the parties currently concerned, but also
dramatic delayed consequences for future generations. Consequently, negotiators are simultaneously involved in
co-occurring conflicts with (1) their present counterparts and (2) future generations. The resulting interdependence
makes it challenging to find efficient and fair agreements. We investigated to what extent the present
generation’s negotiators realize the future generation’s interests and which barriers they encounter. Across five
interactive and simulated experiments (N = 524 participants), the present generation’s negotiators reached
agreements with significantly better outcomes for themselves in the present than for the future generation. This
finding occurred, (1) when the present generation’s negotiators had to bear costs to realize the future generation’s
interests (i.e., barrier: self-oriented tradeoffs; Studies 1a & 1b), (2) when present negotiators only needed
to consider and realize the future generation’s preferences without bearing costs (i.e., barrier: tendency to ignore,
Studies 2a & 2b) and (3) even persisted when the consequences for future generations became more severe
(Study 3). Additionally, we explored resource scarcity as a moderating variable and found multifaceted effects on
the present and the future generation’s outcomes. The present research is among the first to disentangle the cooccurring
conflicts arising in present generation’s negotiations with an impact on future others and to experimentally
investigate the independent barriers to realizing the future generation’s interests. It also provides departure
points for interventions aimed at realizing the future generation’s interests.
... The radical standpoints that are developed rarely change. As citizens, we have the ability to move beyond a polarized environment by challenging our biases and entrenched mindsets, and by moving away from old thought patterns and behavior (Lebow et al., 1987). A key to doing this is continuous learning. ...
This reflection examines the decision of the Bridgeway Group, a conflict resolution non-profit organization based in Massachusetts, to exclusively offer negotiation preparation and training to one party in a conflict context in the United States. The Bridgeway Group has historically focused on conflict contexts outside of the US, helping parties in conflict to find less violent and more constructive solutions to their differences. Generally, the Bridgeway Group works with all parties to a conflict, enhancing negotiation and conflict management skills and analysis. The aforementioned decision was taken when the Bridgeway Group embraced the opportunity to work on a deeply polarizing domestic issue in the field of reproductive health, embarking in a new direction for the organization. The project shed light on the importance of value alignment and clearly articulated goals when pursuing new work. The Bridgeway Group's experience underscores the challenges associated with working with only one party to a conflict. The two-year engagement with the client, a reproductive rights organization, revealed important lessons about the need for an explicit, mutual commitment by the client organization and The Bridgeway Group to improve negotiated outcomes, enhance sustainable solutions, and engage ongoing learning, all without contributing to further political polarization. Mr. Konradt was tasked with writing this reflection as part of his research fellowship. The project was completed before he joined the organization.
... In this study, we used the Four-Type negotiation matrix proposed. This negotiation may be classified as a Type IV negotiation, as seen in Figure 1, as follows: The Four-Type negotiation matrix provides a thorough framework for classifying negotiations based on extensive academic research in the discipline Raiffa, 1982;Fisher et al., 1981;Sebenius, 1992;Ury, 2015;Susskind & Field, 1996;Salacuse, 2008;Rinehart & Page, 1992;Pruitt & Rubin, 1986). In the next section, we shall delineate the approaches used and examine the limitations intrinsic to the chosen situations. ...
This article studied a negotiation case with teaching notes, focusing on an intra-family business succession conflict of a limestone family business in Brazil, through a multi-party and multi-issue role-play simulation. This case study investigates a succession conflict at a Brazilian limestone extraction company. How the founder pains transferring of control to successors Investigating family dynamics, communication and leadership that can enable an outcome to the conflicts which has plagued the family and its efforts to maintain a sustainable company. Conclusion Key findings emphasized the importance of improving integrative skills, such as understanding the interests of an opponent. In addition, collaborative fact-finding is necessary to ensure that all sides identify and agree on the relevant issues, and develop appropriate responses via problem-solving strategies. An exhaustive collection of case mechanics and instructions are provided. Other implications suggest case copy abilities in different company settings. This study ends with a discussion and future research suggestions.
... The emerging theme is relevant to the principles of Escalation Theory, which studies how disputes escalate and need more formal involvement as they become worse (Pruitt & Rubin, 1986). According to the theory, formal legal processes and higher authorities may become necessary when informal and local ways of dispute resolution become insufficient. ...
Conflicts are resolved when destructive behavior is reduced, and hostile attitudes are reduced. Accordingly, dispute management can be directed towards dispute resolution. Disputes among communities are necessarily part of human conditions. The court's role was to settle disputes concerning the two opposing parties' rights and interests, suitability, and judgment. However, in most countries worldwide, the court system has become overpopulated in the twentieth century, especially in civil litigation or civil law issues. This correctional system occurs within a setting known as the barangay justice system. It reflects a formal recognition of historical dispute resolution and socialization practices. In the Philippines, minor disputes and criminal offenses are required to be "amicably settled" by the barangay leader or captain without the presence of lawyers (Metillo et al., 2022). This study explored the experiences of the Chiefs of Lupong Tagapamayapa in barangay justice administration in the coastal areas of Northern Iloilo, Philippines, through a qualitative research method. The informants of this study were the selected ten (10) chiefs of the Lupong Tagapamayapa. All participants were subjected to an individual in-depth interview. The findings of this study are described in emergent themes. Six (6) emergent themes described the positive and negative experiences of the participants in barangay justice administration. For the positive experiences, three (3) emergent themes were developed, namely Personal Satisfaction from Resolving Conflicts, Influence on Community Peace, and Resolution and Avoidance of Legal Proceedings. For the negative experiences, three (3) emergent themes were also developed, to wit: Frustration with Unresolved Conflicts, Legal Impediments and Personal Limitations, and Non-compliance and Lack of Cooperation. Meanwhile, three (3) emergent themes were formulated to explain how the participants address the challenges encountered by the informants in the administration of the barangay justice, namely: Further Assessment and Understanding of Issues, Seeking Legal Guidance with the Higher Authorities, and Psychological Strategies and Personal Involvement. Finally, three (3) emergent themes were created to express the aspirations of the participants to enhance the quality of services they provided in the barangay justice system, to wit: Continuous Learning and Personal Development, Embodying Integrity and Leading by Example, and Provision of Compensation and Incentives. Based on the emergent themes identified, it is recommended that the Katarungang Pambarangay system be rendered more effective, equitable, and efficient by implementing the requisite training and development programs for its chiefs and members.
... Dual interest model (Blake and Mouton, 1964;Hall, 1969;Pruitt and Rubin, 1986;Rahim and Bonoma, 1979;Thomas, 1976) A Transcriptions are vital for preserving focus group data. Following Bohle (2013), best practices were employed: (a) careful selection of transcribed content with relevant contextual information, (b) segmentation of text into meaningful units, (c) structuring the text according to participant turns, and (d) incorporation of codes. ...
Introduction
The educational system in Costa Rica, as regulated by Law #7727, which governs Alternative Conflict Resolution and Promotion of Social Peace must consider the interplay of various factors influencing classroom conflicts and the management strategies employed by teachers. Consequently, it becomes imperative to identify the most effective conflict resolution practices applicable within this context. To achieve this, a thorough procedure based on mixed methods was employed to analyze and interpret both classroom conflict behaviors and teachers’ strategic responses.
Method
This study employed an indirect observational methodology, from a mixed methods approach. Data was collected through a focus group comprised of teachers. Following the connect framework, the procedure was conducted in three phases: QUAL-QUAN-QUAL. Two analytical techniques were implemented. A lag sequential analysis was used to explore potential behavioral patterns. The results of this analysis informed a polar coordinate analysis, which generated a visual representation of the relationships between codes.
Results and discussion
A focus group addressed four questions, yielding satisfactory data quality control results (kappa values: 0.80, 0.77, 0.76, 0.82). In polar coordinate analysis, the 37 observational instrument categories were designated as focal behaviors. Each of the 37 analyses treated all categories as conditioned behaviors. The analysis identified 342 activation/inhibition relationships between focal and conditioned behaviors. Of these, 195 were statistically highly significant, distributed across quadrants: Quadrant I (106), Quadrant II (36), Quadrant III (16), Quadrant IV (36). Significant gaps in understanding of conflict were identified, along with disparities in the resources and competencies necessary for successful conflict resolution among the observed educators. Specifically, teachers frequently employed techniques informed by intuition rather than deliberate strategy learned in their training. Consequently, the study advocates for enhancing teachers’ cognitive and emotional competencies to optimize conflict management within the classroom and bolster their adaptive coping mechanisms.
... Mapping the conflict through these phases serves as a benchmark for further investigation into the root causes of the conflict between the involved parties. Conflict may arise when individuals or groups have differing interests, which reflect their expectations (Pruitt and Rubin 1986). ...
The establishment of Pesantren Waria in Yogyakarta has faced various challenges, reflecting broader tensions between religious conservatism and the rights of transgender individuals in Indonesia. Since its founding, the pesantren has provided a safe space for waria (trans women) to practice their faith. However, it has encountered significant opposition, including its forced closure by the Front Jihad Islam (FJI) in 2016. This study aims to examine the conflict between Pesantren Waria and FJI and to identify appropriate peacebuilding interventions. The research focuses on understanding the socio-economic and religious dimensions of the conflict and how these factors have contributed to its escalation. This study employs a qualitative approach, including a literature review, interviews, and the use of Johan Galtung's ABC Triangle of Conflict and Lisa Schirch's peacebuilding model. The findings reveal that the conflict was driven not only by religious factors but also by socio-economic motivations, particularly FJI's desire to control local resources. While religious interpretation played a role, the conflict extended beyond theological debates. The study highlights the importance of involving local authorities, particularly the Yogyakarta Palace, in fostering sustainable peace. Effective interventions must consider the interests of all parties and the local context, rather than focusing solely on religious reconciliation. Pendirian Pesantren Waria di Yogyakarta menghadapi berbagai tantangan, hal ini mencerminkan ketegangan yang lebih luas antara konservatisme agama dan hak-hak individu transgender di Indonesia. Sejak awal pendiriannya, pesantren ini menyediakan ruang aman bagi waria (trans perempuan) untuk beribadah. Namun mendapat perlawanan signifikan, termasuk penutupannya secara pak sa oleh FJI (Front Jihad Islam) pada tahun 2016. Penelitian ini bertujuan untuk mengkaji konflik antara Pesantren Waria dan FJI serta menemukan intervensi perdamaian yang tepat. Fokus penelitian adalah memahami dimensi sosial-ekonomi dan agama dari konflik tersebut serta bagaimana faktor-faktor ini mempengaruhi eskalasinya. Penelitian ini menggunakan pendekatan kualitatif berupa tinjauan literatur, interview, serta menggunakan kerangka analisis konflik Segitiga ABC Johan Galtung dan model perdamaian Lisa Schirch. Hasil penelitian menunjukkan bahwa konflik ini dipicu tidak hanya oleh alasan agama, tetapi juga faktor sosial-ekonomi, terutama keinginan FJI untuk mengendalikan sumber daya lokal. Sementara interpretasi agama berperan, konflik ini melampaui perdebatan teologis. Studi ini menekankan pentingnya keterlibatan otoritas lokal, khususnya Keraton Yogyakarta, dalam menciptakan perdamaian yang berkelanjutan. Intervensi yang tepat harus mempertimbangkan kepentingan semua pihak dan konteks lokal, bukan hanya berfokus pada rekonsiliasi agama.
... Similarly, it involves a self-sacrificial approach where individuals prioritize the relationship over their own interests to maintain harmony . Moreover, accommodating is a conflict handling style where individuals put the other party's needs above their own, often to ensure peace and goodwill (Pruitt & Rubin, 1986). For this study, we define accommodating conflict-handling styles as a situation where one party yields to the wishes of the other for the sake of the relationship. ...
This study investigates the effect of Conflict-handling styles (competing, collaborating, compromising, avoiding and accommodating) on employees' performance. The sample of 320 was drawn from 1329 employees of Federal College of Education, Technical, Bichi, Kano State. Multiple regression analysis and descriptive statistics were employed as tools of data analysis in this study. The major findings reveal that compromising, collaborating and accommodating styles have a significant positive effect on performance. In contrast, the competing and avoiding styles do not significantly impact employees' performance. The study concludes that if the management of tertiary institutions in Nigerian focuses on encouraging collaborating, compromising and accommodating conflict handling styles, it will lead to an improved employees' performance. It is recommended that the management of tertiary institutions at all levels should promote collaborative, compromising, and accommodating approaches in conflict resolution; discourage competitive and avoidant behaviors by providing training to help employees understand the potential downsides of competing and avoiding conflict styles; and recognize and reward effective conflict resolution by acknowledging employees who consistently demonstrate effective conflict resolution skills.
... The author accentuates the importance of diagnosing the underlying causes of issues and devising actions that adeptly address them. This perspective dovetails with Shoemaker and Reese's (2013) stance on strategic thinking in the realm of intricate problem-solving, accentuating the ability to dissect and amalgamate information, spot patterns, and generate inventive solutions (Fisher et al., 2011;Pruitt and Rubin, 1986;Rico et al., 2021). ...
Background
This research conducted an extensive exploration in 2021 and 2022 to investigate the implications of integrating Chinese checkers into Comparative Politics courses across the Asia-Pacific region. The primary aim was to enhance students’ strategic thinking and negotiation skills and determine if active engagement with Chinese checkers could significantly improve academic performance.
Methods
The study employed paired-samples t-tests and independent-samples t-tests to evaluate the impact of Chinese checkers. It involved assessing the academic performance and strategic thinking abilities of students who engaged with the game. The study encompassed a thorough design, participant selection, and procedures related to the intervention, including various outcome measures.
Results
The investigation revealed notable improvements in academic performance, especially in strategic thinking, among students who actively participated in Chinese checkers gameplay. This research also substantiated the enhanced strategic thinking abilities of students who integrated Chinese checkers into their curriculum, contributing to the corpus of knowledge on innovative pedagogical practices.
Conclusions
The findings of this study are relevant to educators, students, and policymakers, emphasizing the educational value of unconventional teaching methods like Chinese checkers. In light of the increasing importance of the Asia-Pacific region in global politics, this research underscores the significance of nurturing strategic thinking skills among undergraduate students. The study contributes to the cultivation of critical thinking and strategic acumen within higher education, potentially benefiting society by fostering superior academic performance and the development of strategic thinking abilities.
... Dziecko w mediacji → Strony i uczestnicy mediacji Dynamika konfliktu → Deeskalacja konfliktu → Eskalacja konfliktu E Eskalacja konfliktu Eskalację konfliktu możemy definiować jako "zwiększony wysiłek, aby zwyciężyć" (Zartman, 2008). Obejmuje ona potęgowanie wrogich działań i zwiększanie presji na przeciwnika lub wzmożenie intensywności konfliktu jako całości (Pruitt, Rubin, 1986). Jest definiowana poprzez czynniki behawioralne -towarzyszą jej specyficzne aspekty motywacyjne, poznawcze i emocjonalne, o ile wpływają one na aktywizację i nasilanie się zachowań konfrontacyjnych, to nie decydują jednak o zaistnieniu samego zjawiska (Balawajder, 2010). ...
... At this stage, the features of conflict and peace studies began to emerge as a science. At this stage, attention was paid to the development and use of the quantitative method, especially in America, which was very active in the study of international relations in general, which had a clear reflection on the conflict studies approach, where the academic group began to use the quantitative approach in analyzing conflicts, especially at the University of Michigan, and this quantitative trend in conflict studies had a clear impact on the first scientific periodical specialized in conflict studies, which is "The Journal of Conflict Resolution", which was previously referred to it (Pruitt, & Rubin, 1986;Weiss, 1993). ...
Conflict and peace studies is a field of knowledge and a contemporary academic discipline
whose theories and concepts were formed in the second half of the twentieth century.
However, the phenomenon of conflict is considered one of the oldest human phenomena. This
article seeks to study and analyze the emergence and development of conflict and peace studies
as a new scientific field, from its beginnings in post-World War II to the present time. In other
words, this article deals with the progress of this scientific field through a review of all the basic
stages that this field of knowledge has gone through. In its approach, this study resorted to the
method of surveying many Western political references in the field of conflict and peace studies.
Next, the study broke down the process of starting up and growing in this scientific field into
specific periods that have basic elements. These include figuring out how important each stage
is, how long it takes for this scientific specialization to become established, and what the most
important ideas are at each stage. Finally, we compared these stages to discover the nature of
the change and development in this scientific field.
... One well-understood individual difference in the context of bargaining and negotiation is social value orientation (SVO). Building on Pruitt and Rubin's Dual Concern Theory (Pruitt & Rubin, 1986), SVO describes individual differences for allocating outcomes between the self and others. Dual Concern Theory postulates two kinds of concern, other-concern and self-concern. ...
... Although some forms of conflict can energize individuals, in most instances conflict generates some form of negative affect (De Dreu, 2008). The seminal frustrationaggression hypothesis presented by Berkowitz (1962Berkowitz ( , 1988Berkowitz ( , 1989 suggested that violations of goal expectationsanalogous to the definition of conflict as incompatible goal expectations (Jehn, 1997;Pruitt & Rubin, 1986)causes frustration, which is an aversive reaction associated with aggression. Several empirical papers have found support for this hypothesis, finding positive associations between conflict and frustration (Dreu et al., 1995;Spector et al., 2000), as well as negative affect more broadly (De Dreu & Weingart, 2003a, 2003b. ...
Recognizing the challenges that conflict poses, organizational researchers have invested considerable energy toward investigating the processes by which conflict occurs and spreads within a team. However, current theoretical frameworks of conflict contagion posit a static growth trajectory in which members become engaged in conflict and stay in conflict. While this trajectory is certainly possible, the broader conflict literature outside of the organizational sciences has shown evidence for a more varied set of potential trajectories of conflict contagion. To advance theory on team conflict, we integrate conflict research from micro-level (interpersonal) to macro-level (interstate) perspectives into a formal theory of intrateam conflict contagion. Drawing from conflict stage and social contagion theory, we theorize that team members move through three stages of conflict (disengaged, at-risk, engaged) at rates determined by four process mechanisms (faultlines, forgiveness, frustration, integration) such that disengaged individuals become at-risk of engaging in conflict, engage in conflict, then disengage, only to potentially become at risk of reengaging at a later point in time. Using computational modeling, we demonstrate the generative sufficiency of our theory to account for conflict trajectories observed in the broader conflict literature. To facilitate the interpretation of such trajectories, we present a typology of contagion trajectories, discuss the dynamic properties of these trajectories (e.g., stability, bifurcations), and provide implications for future theory building and practice.
... Conflict management orientations are defined as consistent cognitive and behavioral patterns used to frame and manage conflicts (De Dreu & Weingart, 2003;Thomas, 1976;Van de Vliert, 1997). The identification of conflict management orientations emerged out of dual concern theory (Blake & Mouton, 1964;Pruitt & Rubin, 1986) and the theory of cooperation and conflict (Deutsch, 1973). These theories argue that conflict management is a function of high or low concern for self, combined with high or low concern for others. ...
This research study examines the mediating influence of self-monitoring (SM) on the relationship between diversity appreciation (DA) and cooperative conflict management (CCM). Two hundred and twenty-one undergraduate business students completed self-assessment measures of DA and SM, and identified a close associate who completed an observer version of the problem-solving component of the Dutch conflict management style scale. Product moment correlations were used to examine the hypothesized relationships between CCM and both DA and SM, and the Hayes process and the Sobel test were used to test the hypothesis that SM mediates the relationship between DA and CCM. CCM was significantly correlated with both DA (r = 0.30, p < 0.01) and SM (r = 0.37, p < 0.01). DA was significantly correlated with SM (r = 0.31, p < 0.01). Both the Hayes process and Sobel test (Z = 3.29, p < 0.001) confirmed that SM partially mediated the relationship between DA and CCM. Educators and practitioners need to be aware of the influence of DA and SM on CCM. Development activities that integrate diversity appreciation, sensitive responses toward the expressed behavior of others, and appropriate modification of self-presentation are likely to promote a cooperative approach to conflict management. This is the first study to examine the interrelationships between DA, SM and CCM. The results highlight the importance of promoting both diversity appreciation and self-monitoring as part of the process of encouraging more cooperative conflict management and strengthening the link between diversity and performance.
... This research examines similarities and differences in the normative conflict resolution models held by Japanese, German, and American managers. A conflict resolution model is a set of congruent strategies and beliefs about effective conflict resolution (e.g., the typologies of Pruitt & Rubin, 1986;Rahim, 1983;Thomas, 1976). National culture, or a society's characteristic profile with respect to values, norms, and institutions (Lytle, Brett, Barsness, Tinsley, & Janssens, 1995), may be an important factor in the development of these conflict models. ...
The author developed 3 models for resolving conflict from previous literature: resolving conflict by (a) deferring to status power, (b) applying regulations, and (c) integrating interests. Preference for a model is argued to be influenced by culture, which filters information and guides members toward a particular model. The normative conflict models of Japanese, German, and American business managers are predicted from their group rankings on 3 dimensions of cultural variation: (a) hierarchical differentiation, (b) explicit contracting, and (c) polychronicity. The majority of specific hypotheses about cultural group, dimensions, and conflict model are confirmed. Implications of these findings for international business managers as well as cross-cultural researchers are discussed.
... Thus, being aggressive and self-focused is not productive; neither is it advantageous to be focused only on the other side's needs. Effective integrative bargaining requires concern for one's own as well as the other side's interests (Pruitt & Rubin, 1986) as well as persistence and effort. It takes more work to understand each party's interests, create solutions, and reach agreement than it does to simply trade concessions. ...
Negotiation researchers theorize that individual differences are determinants of bargaining processes and outcomes but have yet to establish empirically the role of individual differences. In 2 studies the authors used bargaining simulations to examine the roles of personality and cognitive ability in distributive (Study 1) and integrative (Study 2) negotiation. The authors hypothesized and found evidence that Extraversion and Agreeableness are liabilities in distributive bargaining encounters. For both Extraversion and Agreeableness there were interactions between personality and negotiator aspirations such that personality effects were more pronounced in the absence of high aspirations. Contrary to predictions, Conscientiousness was generally unrelated to bargaining success. Cognitive ability played no role in distributive bargaining but was markedly related to the attainment of joint outcomes in a situation with integrative potential.
... The conduct of the partners during conflict often depicts their understanding of each other and their level of satisfaction with each other in the context of their relationship (Canary et al., 2001;Crammer, 2000) [2,4] . The dual concern model of conflict resolution (Pruitt and Rubin, 1986) [11] is a conceptual perspective that assumes individuals' preferred method of dealing with conflict is based on two underlying themes or dimensions: concern for self (assertiveness) and concern for others (empathy). According to the model, group members balance their concern for satisfying personal needs and interests with their concern for satisfying the needs and interests of others in different ways. ...
Romantic relationships have been defined in countless ways, by writers, philosophers, religions, scientists, and in the modern day, relationship counsellors whereas; conflict is a disagreement of ideas and interests. Conflict resolution is known as the method and processes involved in facilitating the peaceful ending of conflicts. This research explores the gender differences on the grounds of conflict and resolution strategy among the romantically involves young adults of GBPUA&T, Pantnagar and PAU, Ludhiana. Snowball sampling was employed to select 400 respondents (200 from each university). Findings showed that in both universities, romantically involved boys reported significantly more conflict due to making decisions without consulting their partners’ opinion, resistance to change their behaviour and in digging out old issues whereas, girls reported significantly more conflict on common friend related issues and unfulfilled promises. It was also evident that romantically involved young girls practiced significantly more compromise and submission as a strategy for conflict resolution whereas, boys practiced significantly more avoidance, domination and separation as a strategy for conflict resolution.
Keywords: Young-adults, conflict-resolution style, grounds of conflict, gender
... When win-lose conflict is intensified, the events may be unable to use problem-solving strategies to make decisions to deal with their disagreements. Emphasis is positioned on proving how tough and unyielding one is, so as to persuade the adversary that one can"t be pushed around" (Pruitt and Rubin, 1986). In the book of Managing conflict in Organization (Third edition), Rahim (2002) has mentioned about conflicts to make decisions in several situations for example in the case of conflict inside a group, superior-subordinate conflict as well as the conflict between two managers. ...
Hossain MA, Uddin MK, Hasan MR, Hasan MF (2018) Conflict management on the organizational performance: a synthesis of literature. J. Innov. Dev. Strategy. 12(1), 56-67. The aim of this study is to unfold the research findings through a synthesis of literature on conflict management and organizational performance. Conflict means a clash of opinions in the simplest term. It is clear that the clash of opinions will be everywhere if the human is there and this will cause conflicts. This study has incorporated the clear concept of conflict, organizational conflict, conflict management and the organizational performance. Moreover, this research work has tried to emphasize on the importance of the issue of conflict in the organization by focusing on nature, types, causes, process, several styles, as well as models of the conflicts. A large number of studies collected from various sources and then synthesized. The literature collected provided three approaches, traditional approach, behavioral approach, and interactionist approach. The researchers showed that two common types of conflicts, vertical and horizontal are faced by the managers in the organizations. Vertical conflict is observed in groups while horizontal occurs between persons at the similar level. Besides, researches have incorporated more types of conflicts, such as affective conflict, substantive conflict, conflict of interest, conflict of values, goal conflict, realistic conflict vs. nonrealistic conflict, institutionalized vs. non-institutionalized conflict, retributive conflict, misattributed conflict, displaced conflict etc. From the synthesis of the previous articles, it is understood that if conflict handled or managed exactly will increase the performance and productivity of the organization while poor conflict management has a negative phenomenon. This article noted that it may be a good habit to see conflict as a process not to look at the conflicting parties. This study has extracted a theoretical model of organizational conflict which comprises with specifically interpersonal, intragroup, and intergroup conflicts. Scholars in this field think that this theoretical model will enable an organizational interventionist to manage conflict effectively. The study also has observed that there is a significant relationship between conflict management styles (collective bargaining, compromise and accommodation) and organizational performance. The nature of this relation has indicated that when conflict is within the control and at an optimum level the organizational performance is the highest. Non-integrative conflict management strategies (competition, domination, and avoidance) had a negative effect on organizational performance. Finally, this study concluded that conflict was an unavoidable phenomenon in organizational life and it could contribute to or detract from organizational performance depending on the conflict management methods adopted in the workplace.
... One key theory used in understanding the use of negotiation in couple relationships is the dual concern theory [22]. Although it originated from the organizational domain, it was later expanded to the domain of couple relationships [23]. ...
Previous research shows a link between the sense of relational entitlement and various couple outcomes. However, the mechanisms linking these variables are less discussed. With this study, the aim was to test the associations between individuals' excessive and restricted sense of relational entitlement and their levels of couple satisfaction and conflict. In addition, it was tested whether the use of different negotiation tactics (cooperative and competitive) mediated the links. Six hundred and eighty-seven adults (55.2% women) participated in this study. Mediation analyses showed that a restricted sense of relational entitlement is associated with couple satisfaction and conflict through higher competitive negotiation use. Additionally, an excessive sense of relational entitlement is linked with couple satisfaction and conflict through lower cooperative negotiation use. This study has important implications for couples therapy addressing satisfaction issues, showing why and when educating couple interactions, especially those regarding negotiation, can improve relational functioning. Additionally, one's relational well-being is strongly related to one's mental health, and the applicability of the findings can be extended to all outcomes of the therapeutic process.
... This mediator-control model has also been termed the med-arb model by Pruitt and Rubin (1986). The first role of the third party is to serve as a neutral mediator who performs a good-faith effort to allow the disputants to control the outcome of the dispute. ...
... Pang and Cameron (2022) also integrated contingency theory with other bodies of theorizing: (a) dominant crisis response theories such as image repair theory (Benoit & Pang, 2008); (b) situational crisis communication theory (Coombs, 2008); (c) research about conflict (Ni et al., 2018;Q. Wang et al., 2012), negotiation research (Dreu et al., 2000;Pruitt & Rubin, 1986;Rhoades & Carnevale, 1999;Q. Wang et al., 2012), and crisis negotiations literature (Taylor, 2002;Taylor & Donald, 2004). ...
Contingency theory explains how theory can explain, relate, and capture interactions between an organization and its multiple publics regarding real-world issues. Over the past three decades, it has emerged as an empirically tested perspective, grounded on how intuitive, nuanced, and textured strategic conflict management is practiced. It represents a paradigmatic shift in thinking from normative thought. This essay first consolidates the theoretical development and explication by mapping out the key tenets of the theory, and then discusses the growth of the theory through extension and application. The last section contemplates new directions as the theory develops.
Many prize synchrony as the ingredient that turns a conversation from a debate into a delightful duet. Yet, learning from other people's diverging opinions can also foster understanding and agreement, satisfy curiosity, and spur imagination. Using fMRI hyperscanning and natural language processing we tested how two debaters navigate conflictual conversations to find agreement. Dyads (N=60) discussed pressing societal problems while being instructed to either persuade their partner or compromise with each other. Our analysis uncovered three key insights: First, individuals instructed to compromise rather than persuade tended to agree more at the end of the session. Second, hyperscanning and linguistic analyses revealed that encouraging compromise resulted in increased exploration during conversations; dyads given compromise instructions traversed more diverse mental states and topics. Third, heightened exploration was linked to greater eventual agreement. Notably, the effect of the compromise instruction on agreement was entirely mediated by the degree of exploration. Together, these results suggest that trying to find agreement may be spurred by exploration, something that happens when people are motivated to compromise but not persuade.
This chapter gives an overview of the research on the relationship between conflict and creativity. It summarizes research findings on whether, when and for whom different types of conflict promote or prevent creativity at both the individual and group levels of analysis. From the discussed work, it follows that the direction and size of the effect of conflict on creativity depends on the type and intensity of conflict and crucial moderators. Although our analysis focuses on the oft-studied relation between conflict and creativity, throughout the chapter we also discuss the complex interrelations between conflict, creativity, and crisis.
Conflict is a disagreement between two individuals or groups in an environment where one party's goals and aspirations are incompatible with the other party's interests and aspirations to achieve their desired outcome. Conflicts permeate every sector of an institution or take place even in a learning environment regardless of class, position, age, race, caste, or gender. It is started by a person who is antagonistic to another person in an effort to achieve a goal that is in opposition to their core values and interests. Even though the premise of it suggests a negative outcome, it ultimately has either a positive or negative result. This paper evaluates each stage of an institutional conflict that began as an interpersonal conflict, turned into an external conflict, and was finally settled by exterior intervention followed by a constructive outcome. It also depicts the entire conflict cycle on a sketch map, using the observational approach to draw conclusions based on both primary and secondary data. This article provides some background information and stimulates some thought about the life sketch of a conflict occurred in an academic setting and its resolution mechanisms.
This chapter deals with the topic of mediation from the perspectives of both negotiation theory and game theory. It begins by exploring the conditions that can facilitate mediation and discusses the benefits to the parties and to the overall outcome from a game-theoretic perspective. The authors analyse typical patterns of conflict and examine possible obstacles that may arise during mediation or that are caused by the characteristics of the parties involved. Finally, different forms of mediation are presented that appear well suited for certain conflict constellations and that provide solution-oriented approaches for mediation settings.
To provide an understanding that social facts are mentally constructed and do not exist as an objective reality.
In a communication context, Fig. 17.1 attempts to show that it is the scale we use when assessing a situation that influences the results we achieve. Further, the figure shows that the scale we use can give us input for either an understanding of patterns, by considering the whole circle, or excluding us from insight into the patterns that operate in a situation, by viewing a situation as a straight line (AB).
This study investigates a buyer-seller negotiation about the procurement of fertilizing inputs in the southern region of Brazil. The primary aim of this curriculum is to enhance the negotiation skills of business negotiators, academics, and practitioners. This finding was achieved via a singular case study including two contrasting parties and many topic domains. The primary findings of the study emphasize the need for improving integrative strategies, such as understanding the underlying interests of the opposing party and creating value, to achieve mutually advantageous agreements. The results of the research suggest that the observed consequences have the potential to be reproduced in other organizational settings, with a particular focus on power imbalances. The present investigation culminates in a comprehensive examination and suggestions for further scholarly inquiry.
Participants were led to expect either cooperation or conflict, and then performed K. Duncker's (1945) functional-fixedness task (Experiment 1) or E. Rosch's (1975) categorization task (Experiment 2). Those who expected cooperation, compared with those who expected conflict, were more likely to solve Duncker's task and used categories more inclusively, that is, rated low-prototypic exemplars of a category as better members of the category. In Experiment 3, the direct experience of cooperation and conflict had the same effect on categorization. In Experiment 4, participants were classified as having cooperative, competitive, or individualistic social values, and were led to expect either cooperation, conflict, or neither in a control. In the control, cooperators used categories more inclusively than competitors or individualists. Competitors used categories least inclusively in the conflict condition; in the cooperation condition, they used categories most inclusively. These results are interpreted in terms of the possible mediating role of cognitive organization in individual and intergroup conflict resolution.
The present research examines the negotiating process of establishing a debt collection agreement between a creditor and a debtor. The present research centers on a case analysis of a retail enterprise situated in Brazil. The main objective of this curriculum is to augment the negotiating abilities of corporate negotiators, scholars, and practitioners. This discovery is attained by a single case study encompassing two opposing parties and several subject areas. The research's main results highlight the need for enhancing integrative tactics, which include comprehending the underlying interests of the opposing party and generating value to attain mutually beneficial agreements. The study findings indicate that the outcomes can be replicated in other organizational contexts, particularly power asymmetries. The current study concludes with a thorough analysis and recommendations for future academic research.
The present paper examines a negotiating process between a buyer from a cosmetics firm and a private healthcare service provider in Brazil. The present research is centered on a case analysis of a private healthcare negotiation in Brazil. The main objective of this curriculum is to augment the negotiating abilities of corporate negotiators, scholars, and professionals. This discovery is attained via a role-play simulation encompassing two opposing factions and several subject matters. The study's main conclusions underscored the need to enhance integrative approaches, which include comprehending the opposing party's underlying interests and generating value to attain mutually beneficial agreements. According to the study's findings, the outcomes hold promise for prospective replication in many corporate contexts, particularly those characterized by power disparities. The current study concludes with an extensive discussion and recommendations for further research.
This study investigates the negotiation process between a buyer from an industrial
warehouse in Brazil and a locksmith service provider. The current study focuses on a case
analysis of a retail business agreement in Brazil. The main objective of this curriculum is to
improve the negotiating abilities of corporate negotiators, academics, and professionals.
This discovery is attained via a role-play simulation encompassing two opposing factions
and covering various subject areas. The study highlights the need to enhance integrative
tactics, which include comprehending the underlying interests of the opposing party and
generating value to attain mutually beneficial agreements. The study's findings suggest
that the obtained results hold promise for replication across various organizational
contexts, particularly those that exhibit power asymmetries. The current study concludes
with a thorough analysis and recommendations for future academic research.
This study investigates the negotiation process between a buyer from a small paint shop firm and a private healthcare service provider in Brazil engaged in retail commerce. The current study focuses on a case analysis of a private healthcare agreement in Brazil. The primary aim of this program is to enhance the negotiation skills of business negotiators, academics, and professionals. This finding is achieved via a role-play simulation involving two conflicting groups and many topic areas. The primary findings of the research emphasize the need to improve integrative strategies, which include understanding the underlying interests of the opposing party and creating value to achieve mutually advantageous agreements. The research findings suggest that the results have the potential for replication in many organizational settings, especially those that exhibit power imbalances. The present investigation culminates in a comprehensive examination and suggestions for further scholarly inquiry.
The current study focuses on a case analysis of a security business negotiation in Brazil. The primary aim of this program is to enhance the negotiating skills of business negotiators, academics, and practitioners. This finding is achieved via a role-play simulation that involves two sides and several topics. The current legal issue concerns a government-owned firm and a privately-owned software manufacturer, arising within a month before their two-year contractual arrangement is terminated. The primary findings emphasized the need to improve integrative strategies, which include understanding the opposing party's underlying interests and creating value to achieve mutually advantageous agreements. The research suggests that the results have the potential to be replicated in other business environments, especially ones that exhibit power imbalances. The present research article culminates in a comprehensive discussion and offers suggestions for further investigations.
The current study focuses on a case analysis of a security business negotiation in Brazil. The primary aim of this program is to enhance the negotiating skills of business negotiators, academics, and practitioners. This finding is achieved via a role-play simulation that involves two sides and several topics. The current legal issue concerns a government-owned firm and a privately-owned software manufacturer, arising within a month before their two-year contractual arrangement is terminated. The primary findings emphasized the need to improve integrative strategies, which include understanding the opposing party's underlying interests and creating value to achieve mutually advantageous agreements. The research suggests that the results have the potential to be replicated in other business environments, especially ones that exhibit power imbalances. The present research article culminates in a comprehensive discussion and offers suggestions for further investigations.
Mediation often fails because disputants scheme, lie, and become emotionally untethered. Productive mediation requires cooperation, self-possession, and a degree of sincerity among disputants. Improving the capacity of disputants to engage harmoniously to achieve resolution is essential, as discussed in the United Nations Convention on International Settlement Agreements Resulting from Mediation (the Singapore Mediation Convention). Confucius believed that ritualized mediation most effectively settled public disputes. Confucian rituals transmit norms and expectations, manifest sincerity, promote self-control, and unite disputants for harmonious resolutions, which can significantly improve modern mediation. This has implications for settlement satisfaction, mediator precision, mediation integrity, social harmony, and savings in time, money, and effort that would otherwise be allocated to litigation. Candidate rituals include calming words and actions during mediation when parties become overly competitive or heated, traditional tea ceremonies, feng shui (風水) influenced mediation environments, and traditional music.
Purpose: On the one hand, to characterize two approaches to managing organizational conflicts, i.e. classical and turquoise ones, and to compare their features, and on the other – their initial empirical verification, i.e. to analyze their application in a large local government administration office. Design/methodology/approach: The theoretical characteristics of both considered approaches were developed based on a comparative analysis of the literature on the subject. The basic tools of the empirical research were two questionnaires addressed to managers employed in the considered office, necessary to identify their approaches to managing organizational conflicts. Findings: As a result, a comparative analysis of both considered approaches to conflicts, i.e. traditional and turquoise ones, was made and the extent to which they are used in the analyzed office was assessed. Research limitations/implications: Narrow scope of empirical research. Originality/value: It may be expected that the author’s original analysis will contribute to a comprehensive explanation of the features of both approaches as well as to a remarkable improvement of the conflict management processes in practice.
In this article, we investigated the existing knowledge of Negotiation aiming at mapping the evolution of the main theories up to 123 years through systematic literature review. N = 4,894 publication records were extracted from Google Scholar and Scopus through keyword searching, resulting in more than seven million citations. Based on these records, the study performed bibliometric analysis. A careful content analysis revealed that the scholarly research revolves mostly around five themes: (i) Negotiation; (ii) International Negotiation, (iii) Business Negotiation, (iv) Bargaining, and (v) Conflict Management. Furthermore, the number of citations on Negotiation more than tripled in the last two decades and might double in the coming decades. This study also suggests recommendations for future studies.
Konflikte gehören zum Berufsalltag von Polizist*innen. Die polizeiliche Einsatzpraxis zeigt: Rechtliche Befugnisse, Mittel und deeskalative Einsatzmodelle sind allein nicht ausreichend, um das Einsatzgeschehen rund um konfliktbehaftete Protestlagen potenziell friedfertiger voranzubringen. Eine effektive Konfliktaustragung kann auf Dauer nur gelingen, wenn die wahrgenommene Distanz zwischen Polizist*innen und bürgerlichen Protestgruppen bzw. polizeilichen Maßnahmenbetroffenen abnimmt. Ein zentraler Zusammenhang besteht zwischen Konfliktpotenzial und polizeilicher Kommunikation, dem sich die Frage nach der Beteiligung unmittelbar anschließt. Dahinter steht die Erkenntnis, dass partizipative Verfahren immer auch vertrauensbildende Kommunikationsprozesse sind, die vor dem Hintergrund deeskalierende Bewältigungsstrategien und Konfliktlösungsdiskurse anbieten können. Der Autor sieht im reformbedürftigen Kooperationsgespräch für polizeiliche Protestlagen die Möglichkeit, durch strukturelle Veränderungen im Kommunikationsverständnis das Kommunikationsangebot zu optimieren. Nicht ob im polizeilichen Planungsprozess kommuniziert wird, steht zur Diskussion, sondern wie: Wer wird einbezogen, wie ist die Erreichbarkeit, was wird auf welche Weise und unter verschiedenen Gesichtspunkten berücksichtigt und erörtert, welche Belange, Interessen und konfliktbehaftete Themen werden zur Sprache gebracht? Insgesamt betrachtet können dialogorientierte Kommunikationsformen die Vorbereitung und Umsetzung von polizeilichen Maßnahmen verbessern und eine kooperative und vertrauensvolle Zusammenarbeit von Polizei und Zivilgesellschaft ermöglichen.
In this article, we investigated the existing knowledge of Negotiation aiming at mapping the evolution of the main theories up to 123 years through systematic literature review. N = 4,894 publication records were extracted from Google Scholar and Scopus through keyword searching, resulting in more than seven million citations. Based on these records, the study performed bibliometric analysis. A careful content analysis revealed that the scholarly research revolves mostly around five themes: (i) Negotiation; (ii) International Negotiation, (iii) Business Negotiation, (iv) Bargaining, and (v) Conflict Management. Furthermore, the number of citations on Negotiation more than tripled in the last two decades and might double in the coming decades. This study also suggests recommendations for future studies.
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