The way that the conflict has been considered has undergone significant changes with implications for the organizations, which become real arenas for their constitution. In one hand, there is the traditional view, where conflict was synonymous of violence, destruction and irrationality, and, on the other hand, the emergent perspective, where conflict is a synonymous of productivity, fostering creativity and innovation. Communication emerges as a cause and as a solution at the same time, and strategies adjusted to the nature and situation of conflict should be instigated, based on cooperation between the different, naturally distinct parties. Based on a literature review, our objective was to reflect about the "state of the art" in the context of conflict management in organizations, with emphasis on gender differences. The results did not show a style strictly associated with the masculine or feminine gender; however, it is recognized that the use of negotiation strategies and less confrontation by women, as opposed to men. There is little empirical research in Portugal in this domain, and this study may contribute to its progress, by establishing the theoretical bases that support it.
|Translated title of the contribution||Conflict management in organizations: conceptualization and gender differences|
|Number of pages||22|
|Journal||Gestão e Desenvolvimento|
|Publication status||Published - 11 Sep 2019|
- Conflict management styles