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Paper Information

Journal:   POLICE HUMAN DEVELOPMENT   DECEMBER 2010-JANUARY 2011 , Volume 7 , Number 32; Page(s) 73 To 84.
 
Paper: 

THE RELATION OF ORGANIZATIONAL JUSTICE AND CONFLICT MANAGEMENT STYLE

 
 
Author(s):  BROMAND MOJTABA, KOTHARNESHAN MOHAMMAD REZA, GHOLAMI BAHMAN
 
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Abstract: 

Undoubtedly the ability to control and manage the conflict phenomena in organization is the most important management skills necessary for managers. Today conflict and conflict management are among issues that attracted the attention of organization executives and managers, because the conflict destroys organization internally and results in waste of energy and the potentiality of organization employees and wears away physical and human resources. Different researches have indicated that management and conflict solution in organization require a peacefull and friendly environment, discrimination decrease and organization justice increase. In this article it is attempted to investigate the influence of organizational justice on conflict solution style in organization by reviewing related researches. Five main conflict solution styles are as follow: competition, avoidance, compromise, adaptability (lenience) and collaboration. The results of these studies indicated the managers who are sensitive to organization justice use more frequently collaborative conflict solution style. Conversely managers who are not sensitive to organization justice use conflict solution styles of competition, avoidance and adaptability.

 
Keyword(s): ORGANIZATION JUSTICE, DISTRIBUTIVE JUSTICE, PROCEDURAL JUSTICE, INTERACTIONAL JUSTICE, CONFLICT, CONFLICT SOLUTION STYLE
 
References: 
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