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Conflict management
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting (Ra him, 2002, p. 208). Properly managed conflict can improve group outcomes (Alpert, Tjosvaldo, & Law, 2000; Bodtker & Jameson, 2001; Rahim & Bonoma, 1979; Kuhn & Poole, 2000; DeChurch & Marks, 2001).
==Workplace impact==
No supervisors spend more than 25% of their time on conflict management, and managers spend more than 18% of their time on relational employee conflicts. This has doubled since the 1980s. Reasons for this are "the growing complexity of organizations, use of teams and group decision making, and globalization." (Lang, 2009, p. 240)
Conflict management is something that companies and managers need to deal with. Conflict significantly affects employee morale, turnover, and litigation, which affects the prosperity of a company, either constructively or destructively. (Lang, 2009, p. 240) Turnover can cost a company 200% of the employee's annual salary. (Maccabeus & Shudder, p. 48)
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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