Managerial third-party dispute intervention: an inductive analysis of intervenor strategy selection

Article Abstract:

Managers as 3rd-party conflict intervenors differ from other, more formal 3rd parties, such as arbitrators and mediators (B.H. Shepperd, D.M. Saunders, & J.W. Minton, 1986). The study described in this article was conducted to identify the conflict intervention strategies as recalled by managers in the role of 3rd party. Multidimensional scaling (MDS) techniques were used to determine the dimensions necessary and sufficient to distinguish among the types of intervention strategies described by managers. The MDS procedures revealed 5 dimensions: attention given to stated versus underlying problem, disputant commitment forced versus encouraged, manager versus disputant decision control, manager approaches conflict versus manager avoids conflict, and dispute is handled publicly versus privately. Confirmatory analysis supported the selection of dimension labels. Additional analysis provided preliminary support for the notion that the nature of the conflict and intervenor goals influence manager selection of intervention strategies. (Reprinted by permission of the publisher.)

Methods, Negotiation, mediation and arbitration, Executives, Conflict management, Labor disputes

---

Effects of self- and competitor goals on performance in an interdependent bargaining task

Article Abstract:

We investigated the relation between goal specificity and difficulty and performance on an interdependent bargaining task. In all, 102 subjects competed as buyers and sellers in a 25-min market simulation in which each negotiator was assigned either a nonspecific do-your-best objective or a specific easy, moderate, or difficult goal. Results showed that negotiators who were assigned specific, difficult goals were individually more profitable than negotiators who were assigned easier or nonspecific goals. Concerning dyadic performance, nonspecific or easy goals led to compromise agreements. Integrative agreements that benefited both parties to the transaction were facilitated by assigning both negotiators a moderate goal or difficult-moderate disparate goals. When both negotiators had difficult goals, dyadic performance did not approach the integrative level. (Reprinted by permission of the publisher.)

Negotiation, Negotiations, Goal setting, Psychology, Applied, Applied psychology

---

Comparison of supervisor-incumbent and female-male multidimensional job evaluation ratings

Article Abstract:

Results of a comparative study of supervisor and incumbent job evaluation ratings are presented. Supervisors' and incumbents' job evaluation ratings differed for abstract but not specific compensable factors. Overall ratings did not differ, but incumbents rated their jobs higher than did their supervisors and did so significantly more often than would occur by chance. To reach consensus, incumbents lowered their ratings significantly more than their supervisors raised their ratings. Job evaluation ratings of female incumbents were not significantly different from those of male incumbents in the same jobs. Finally, implications of this organizational study are discussed. (Reprinted by permission of the publisher.)

Analysis, Sex differences, Workers, Supervisors, Job evaluation

Similar abstracts:

• Abstracts: Transport externalities and optimal pricing and supply decisions in urban transportation: a simulation analysis for Belgium
• Abstracts: Inferential beliefs in consumer evaluations: an assessment of alternative processing strategies. Individual and Group Consumer Information Acquisition in Brand Choice Situations
• Abstracts: Effects of raters' stress on the dispersion and favorability of performance ratings
• Abstracts: Toward an understanding of the burnout phenomenon. Understanding, prediction, and control as moderators of the relationships between perceived stress, satisfaction, and psychological well-being
• Abstracts: Validity of the positive control polygraph test using the field practice model. Human versus computerized evaluations of polygraph data in a laboratory setting

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.