• Title/Summary/Keyword: Conflict management

Search Result 1,146, Processing Time 0.023 seconds

Resolution of Time and Worker Conflicts for a Single Project in a Max-Plus Linear Representation

  • Yoshida, Shotaro;Takahashi, Hirotaka;Goto, Hiroyuki
    • Industrial Engineering and Management Systems
    • /
    • v.10 no.4
    • /
    • pp.279-287
    • /
    • 2011
  • This research develops a framework for resolving time and worker conflicts in the Critical Chain Project Management (CCPM) method, expressed in the form of a Max-Plus Linear (MPL) system. Our previous work proposed a method for resolving time conflicts. However, in practical cases, both time and worker conflicts may occur. Hence, we propose a method for resolving both time and worker conflicts for a single project. We first consider how to detect a resource conflict. Then, we define an adjacency matrix to resolve the detected conflicts. Using the proposed method, we confirm that the resource conflict can be resolved through a numerical example.

Relations between Conflict Management Style of Private Security Guards in Organizational Effectiveness (민간경호경비조직의 갈등관리방식과 조직성과의 관계)

  • Park, Young-Man;Kim, Eun-Jung;Jung, Joo-Sub;Kang, Ho-Jung
    • The Journal of the Korea Contents Association
    • /
    • v.10 no.9
    • /
    • pp.375-386
    • /
    • 2010
  • The purpose of this study aimed to examine relations between conflict management method and organization of private security companies. 286 guards who worked at security compromies in Seoul in 2010 were selected by using the method of judgment sampling and 279 guards were used for analysis. Reliability of questionnaire used for this study was over .642 in value of Cronbach's $\alpha$. Collected data was analyzed by using factor analysis, reliability analysis, t-test, F-test, multiple regression analysis and SPSSWIN 17.0. The result is as follows. First, conflict management method for security guards is different depending on socio-demographic features. Second, organizational performance of security guards is different depending on socio-demographic features. Third, conflict management method of security guards has effect on organizational performance. The higher the method of managing conflict through integration, compromise, favor and governance, the higher cohesion, organizational immersion and job satisfaction.

Intra-organizational Conflict and Innovative Performance in Media Industry: An Exploratory Simulation Study

  • Cheon, Youngjoon;Jeong, Seong Bin;Kwak, Kyu Tae
    • Journal of Internet Computing and Services
    • /
    • v.19 no.2
    • /
    • pp.89-98
    • /
    • 2018
  • Media industry is attempting various types of strategic innovation in the content and organization as they enter transition period. However, previous research has casually treated the organizational culture from the management and realized that cognitive/cultural differences between the specific departments yield conflicts. This means the researchers explored less on the decision-making process with the conflict between sub-groups and constituent in the organization. Our study reviewed the most positive method to achieve the innovation outcome through the conflict management within the organization based on the behavioral theory of the firm and applied computer simulation model for analysis to construct the quantitative scenario and infer the result. Conflict always found while media organization experiences innovation within the groups. However, in the long term, securing the independence through the certain state of 'anarchy' which possibly lead consensus implies significance rather to comprise collegiate system for unilateral control. In specific, this study explored the issues in 'conflict management' that has been evaded in media organization research through NK simulation model.

A Study of Relationships between Organizational Communication Satisfaction and Organizational Conflict among Nurses (간호사의 조직 커뮤니케이션 만족과 조직 갈등과의 관계)

  • Jung, Kyung-Hwa;Park, Dong-Young;Lee, Seo-Young
    • The Korean Journal of Health Service Management
    • /
    • v.6 no.4
    • /
    • pp.165-176
    • /
    • 2012
  • The purpose of this study was to investigate the relationships between organizational communication satisfaction and organizational conflict for nurses. The research design was correlational survey. Two hundred three nurses recruited from 3 general hospitals in D city. The data collected were analyzed with SPSS/win 18.0 using descriptive methods, t-test, ANOVA, Pearson correlation coefficient, multiple regression. The result of this study reported middle levels of organizational communication satisfaction and middle levels of organizational conflict. There were significant positive correlation for organizational communication satisfaction and organizational conflict in the nurses. Significant factors influencing organizational conflict were organizational climate, media quality and personal feedback. Organizational conflict and organizational communication satisfaction management is very important. Based on the study, recommend the following : It is needed that repeat studies and consider to development and education program of the organizational communication satisfaction for nurses in hospital setting.

The Influence of Organizational Culture, Personal Characteristics, Workaholics, Work-Family Conflict on Life Satisfaction : Focused on the Flight Attendants on the Airline (항공사 승무원의 조직문화, 개인특성, 일중독, 직장-가정 갈등이 삶만족에 미치는 영향 - 항공 승무원을 중심으로 -)

  • Lee, Jung-A
    • Journal of Korean Society for Quality Management
    • /
    • v.47 no.4
    • /
    • pp.861-873
    • /
    • 2019
  • Purpose: The purpose of this study is to investigate the effects of organizational culture, personality Traits, work addiction and workplace family conflict on the life satisfaction of Korean Air crew. Methods: The collected data through the survey were analyzed using structure equation model analysis The sample used for the empirical analysis is a total of 578 questionnaires. Results: Empirical analysis summarized next. Organizational culture and personality characteristics have some effects on work poisoning. However, the compulsion of work driven does not affect work-family conflict, Family-Work Conflict does not affect Life Satisfaction. Conclusion: This paper has a contribution in that it extends the range of the academic research concerning Workaholic. Also this paper provides implications on effective human resource management method suitable for airline industry.

Conflict Management and Turnover Intention: Multi-level Curvilinearity and the Moderating Role of Trust in Leader (갈등관리와 이직의도: 다수준 비선형성과 리더신뢰의 조절효과)

  • Kim, Cheolyoung;Park, Jisung
    • Journal of the Korea Academia-Industrial cooperation Society
    • /
    • v.19 no.11
    • /
    • pp.253-263
    • /
    • 2018
  • This paper examined the U-shape curvilinear relationship between team level conflict management and individual level turnover intention by using exit-voice theory, bandwagon effect, and social loafing theory. In addition to the non-linear relationship between team-level conflict management and individual-level turnover intentions, we also examined how trust in leaders has a moderating effect on this relationship. The samples were collected from a South Korean manufacturing company with 331 team members from 48 teams and items were measured twice to avoid common method biases. The intercepts-as-outcomes model of hierarchical linear modelling was conducted to verify the hypothesis. Results supported the cross-level curvilinear hypothesis which indicated that employees' turnover intention sharply decreased if the activeness of group conflict management was small and increases slightly, but this tendency moderated as activeness increases. After passing the lowest point, their turnover intention increased in the end. However, the moderation effect of trust in leader on this relationship was not statistically significant and hypothesis 2 was rejected. This paper explained the effects of group dynamics of conflict management on individual turnover intention. Such evidence may elucidate the importance of managing the social loafing behavior on conflict management process. This paper examined the sequential, multi-level, and curvilinear relationship between conflict management and turnover intention. Organizations and managers will benefit from avoiding the human resource loss by managing the conflict management process.

Construction Conflict Risk Factors based on the Conflict Cost (분쟁청구비용을 고려한 건설 분쟁의 위험요인)

  • Shin Han-Woo;Soe Jang-Woo;Cho Hun-Hee;Kang Kyung-In
    • Proceedings of the Korean Institute of Building Construction Conference
    • /
    • 2006.05a
    • /
    • pp.125-128
    • /
    • 2006
  • Since the diversification, complication of the construction industry, construction conflicts have been increased these days. Expansion of scale of construction has brought conflict treatment cost increase. Thus, needs of the study on construction conflict risk factors and its management is getting important. But the existing studies about construction conflicts and risk factors that need to be cared to decrease construction cost are almost focused on analysis of number of conflict proposed. It means those studies can be helpful when want to know how many conflict have been instituted, however, they do not contain a close examination between types of conflict and cost of conflict treatment. The purpose of this study, therefore, is an extraction of conflict causes based on the conflict treatment cost and the choice of significant risk factors to be managed to prevent conflict and its treatment cost, which enables reducing the conflict treatment colt on control the risk factors.

  • PDF

Conflict Structure of Urban Growth Management Policies and Conflict Mitigation Alternatives : Lessons from the United States' Experience (도시성장관리정책의 갈등 구조 및 조종 미국 도시성장관리정책의 교훈)

  • 전명진;박성희
    • Journal of the Korean Regional Science Association
    • /
    • v.13 no.2
    • /
    • pp.143-155
    • /
    • 1997
  • This study aims at drawing implications for Korea's urban growth management policies from U.S.A's experience on this issue. This study analyzes two types of contradictions in planning and implementing urban growth management policies: 1) value conflicts in goal setting and 2) contradictions among different level of governments (local, province, nation). As mentioned by Campbell (1996), there are three types of conflicts in objective values (efficiency, equity, and environment protection): property contradiction between economic growth and equity, resource conflict between efficiency and environment protection, and development conflict between equity and environment protection in urban growth management policies. In implementing urban growth management three types of conflicts in goal values should been taken into consideration. Contradictions among local governments, province, and central government are also found in implementing growth management policies. The lessons from the United State are as follow: 1) growth management plans are initiated by the local government and during the planning process adjacent local governments review a local government's growth management plans and give inputs for the plan, 2) local government and State work together for growth management planning and specially, the State provides technical and financial assistance to local government, and 3) the State plays leading roles in local government's planning and implementing of growth management policies with carrot and stick policy.

  • PDF

Conflict Management Style, Communication Competence, and Collaboration among Hospital Nurses and Physicians (병원 간호사와 의사의 갈등관리유형과 의사소통능력 및 협력 간의 관계)

  • Lee, Im Sun;Kim, Chang Hee
    • The Korean Journal of Rehabilitation Nursing
    • /
    • v.20 no.1
    • /
    • pp.69-78
    • /
    • 2017
  • Purpose: This study aimed to identify the relationship among conflict management style, communication competence and nurse-physician collaboration in hospital nurses and physicians. Methods: This is a descriptive study. Using a questionnaire, data were collected from 230 nurses and 107 physicians at a university hospital in D city. With SPSS/WIN 22.0 program, data were analyzed by t-test, ANOVA, $Scheff{\acute{e}}$ test, and Pearson's correlation coefficient. Results: Physicians scored the highest for communication competence in nurse-physician relationship and the lowest in medical decision making, while nurses scored the highest in patient information sharing and the lowest in nurse-physician relationship. Physicians with problem solving tendency scored higher in communication competence than those with avoiding tendency. Among the nurses, those with avoiding tendency scored the lowest. For both physicians and nurses, communication competence showed a significant negative correlation with avoidance. For nurses there was also a significant positive correlation with compromising tendency. Finally, there was a significant correlation between nurse-physician collaboration and communication competence in both groups. Conclusion: This study demonstrates that nurse-physician collaboration and communication competence are correlated with conflict management style. We suggest educational programs at more hospitals in various locations to improve nurse-physician collaboration reflecting conflict management style.

The Relation of Organization Structure, Organization Culture and Organization Conflict of University Hospital Staff Members (대학병원 종사자의 조직구조, 조직문화에 따른 조직갈등의 관계에 대한연구)

  • Lee, Chang-Ho;Cho, Duk-Young;Kim, Yun-Jin
    • The Korean Journal of Health Service Management
    • /
    • v.9 no.1
    • /
    • pp.95-107
    • /
    • 2015
  • The purpose of this study is to analyze the characteristics of hospital organization structure, organization culture, organization conflict and the interrelation of influential factor in organization conflict. The data for this study were collected through a self-administered survey with a structured delivered to 755 subjects including several nursing staff members, administration staff members and medical technicians at six hospitals. The structural equation model was used to examine the relation of organization structure, organization culture and organization conflict. The results of the analysis in this study were as follows. First, organization structure had a positive influence on organization conflict, especially in terms of complexity and centralization. But, formalization had a negative influence on organization conflict. Second, organization culture had a positive influence on organization conflict, especially in terms of group culture, developmental culture, and hierarchical culture. But, group culture had a negative influence on organization conflict. Third, organization structure had positive influences, especially on organization culture complexity, centralization, and formalization. But, centralization had negative influences too.