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date: 18 January 2020

Abstract and Keywords

Line managers are at the heart of most workplace conflict. Line managers can experience conflict in their dealings with senior managers while at the same time treating their staff unreasonably or with disrespect. These types of difficulties also emanate from customers and fellow workers. Organizational characteristics and cultures rather than the individual attributes of the managers themselves can best explain levels of conflict. Common causes are systemic lack of training, lack of interest, work overload, conflicting priorities, and self-serving behavior. Organizations with low levels of workplace conflict typically exhibit high trust between managers and staff and embedded systems of due process in dealing with those conflicts that do arise.

Keywords: line managers, conflict, evidence, role overload, trust, due process

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