A Contingency Approach for Conflict Intervention
Article Abstract:
A contingency model of conflict intervention by a third party is presented. Three strategies are distinguished: confrontation consultation, procedural consultation, and mediation. The first strategy emphasizes confrontation of differences. The second strategy emphasizes procedures for problem solving. The third strategy involves pressure by the third party and focuses on the content of the conflict. Characteristics of conflict situations are diagrammed. Indications for using one strategy over another are given. A case study confirms the successfulness of a contingency approach to conflict intervention by a third party. Results of each strategy are detailed.
Publication Name: Group & Organization Studies
Subject: Psychology and mental health
ISSN: 0364-1082
Year: 1984
User Contributions:
Comment about this article or add new information about this topic:
The Integrative Approach to OD: McGregor Revisited
Article Abstract:
Current interpretations of McGregor's Theory Y management philosophy are reviewed for implications to organizational development (OD). His core concept of worker control of their organizational destinies is applied to training programs which currently follow more mechanistic, controlled Theory X style training techniques. The authors suggest integrative training could unleash Western style quality circles. Neo- MCGregorism is encouraged for organizational development. Practice of integrative training could unearth new productivity in Western organizations.
Publication Name: Group & Organization Studies
Subject: Psychology and mental health
ISSN: 0364-1082
Year: 1983
User Contributions:
Comment about this article or add new information about this topic:
Organizational politics and planned organization change: a pragmatic approach
Article Abstract:
Organization development professionals must deal with organizational politics when implementing organizational change. Organizational change can be modeled as a continuum on which the amount of change desired is based on the type of intended results. First-level changes affect departments, second-level changes affect subsystems of organizations, and third-level changes affect entire organizations. Greater political involvement is required when implementing more drastic changes.
Publication Name: Group & Organization Studies
Subject: Psychology and mental health
ISSN: 0364-1082
Year: 1990
User Contributions:
Comment about this article or add new information about this topic:
- Abstracts: An intervention to increase father involvement and skills with infants during the transition to parenthood. The influence of parent education and family income on child achievement: The indirect role of parental expectations and the home environment
- Abstracts: The distinctions of false and fuzzy memories. Temporal organization in children's strategy formation
- Abstracts: The trouble with American forensic psychiatry. Nonattenders and attrition from a forensic psychology outpatient service
- Abstracts: The Psychological development and welfare of children of opiate and cocaine users: Review and research needs. The development of ordinal numerical competence in young children
- Abstracts: Vocational Interests and Personality. Personality Characteristics of US Navy Divers. Determinants of choice of goal difficulty level: a review of situational and personality influences