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date: 13 December 2019

Abstract and Keywords

The four chapters in this part provide alternative theoretical perspectives on conflict and its management in organizations. Budd and Colvin develop a pluralist conceptualization in which a central goal of conflict management is the balancing of the competing interests of efficiency, equity, and voice. Godard provides a critical perspective, emphasizing that conflict arises from the structural nature of the employment relationship as embedded in the societal division between labor and capital. Estlund develops a new governance theory-based perspective on conflict management that envisions the role of law as providing incentives for organizational self-regulation, including provisions to ensure employee collective voice in a process of co-regulation. Mahony and Klaas provide a human resource management perspective on workplace conflict that emphasizes the importance of individual level processes such as employee willingness to use conflict resolution procedures and managerial openness to the exercise of employee voice.

Keywords: conflict management, dispute resolution, pluralism, critical theory, new governance theory, self-regulation, human resource management, employee voice

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