Conflict Management Styles of Selected Managers and Their Relationship With Management and Organization Variables
Abstract
This study sought to determine the relationship between the conflict management styles of managers and certain management and organization factors. A total of 462 top, middle, and lower managers from 72 companies participated in the study which utilized the Thomas-Killman Conflict Mode Instrument. To facilitate the computation of the statistical data, a microcomputer and a software package was used.The majority of the managers of the 17 types of organization included in the study use collaborative mode of managing conflict. This finding is congruent with the findings of past studies conducted on managers of commercial banks, service, manufacturing, trading advertising, appliance, investment houses, and overseas recruitment industries showing their high degree of objectivity and assertiveness of their own personal goals and of other people's concerns. The second dominant style, which is compromising, indicates their desire in sharing and searching for solutions that result in satisfaction among conflicting parties. This finding is highly consistent with the strong Filipino value of smooth interpersonal relationships (SIR) as reflected and discussed in the numerous researches on Filipino values.
The chi-square tests generated by the computer package in statistics showed independence between the manager's conflict management styles and each of the variables of sex, civil status, position level at work, work experience, type of corporation, and number of subordinates. This result is again congruent with those of past studies conducted in the Philippines. The past and present findings may imply that conflict management mode may be a highly personal style that is not dependent on any of these variables included in the study. However, the chi-square tests show that management style is dependent on the manager's age and educational attainment.
Published
2007-09-28
Issue
Section
Articles
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