標題: Titlebook: Conflict Management and Industrial Relations; Gerard B. J. Bomers,Richard B. Peterson Book 1982 Springer Science+Business Media New York 1 [打印本頁] 作者: 大破壞 時間: 2025-3-21 16:19
書目名稱Conflict Management and Industrial Relations影響因子(影響力)
書目名稱Conflict Management and Industrial Relations影響因子(影響力)學科排名
書目名稱Conflict Management and Industrial Relations網絡公開度
書目名稱Conflict Management and Industrial Relations網絡公開度學科排名
書目名稱Conflict Management and Industrial Relations被引頻次
書目名稱Conflict Management and Industrial Relations被引頻次學科排名
書目名稱Conflict Management and Industrial Relations年度引用
書目名稱Conflict Management and Industrial Relations年度引用學科排名
書目名稱Conflict Management and Industrial Relations讀者反饋
書目名稱Conflict Management and Industrial Relations讀者反饋學科排名
作者: 真實的人 時間: 2025-3-21 21:24
Transformations of the New Germanypecific conflict management problem, such as prevention of war (e.g., Waskow, 1964; Pruitt and Snyder, 1969); attainment of organizational goals (e.g., Robbins, 1974); creation of a new social order (e.g., Chesler, Crowfoot, and Bryant, 1978); or attainment of industrial peace (e.g., Kornhauser et a作者: Truculent 時間: 2025-3-22 02:53
Studies in European Culture and Historye peculiarly problematic consequences, whether the parties involved are individuals (e.g., Mulder, 1976), groups (e.g., Brown, 1978), or nations (e.g., Frank, 1979). This paper seeks to illuminate the forces involved in unequal conflict and to suggest some approaches for its constructive management 作者: 很是迷惑 時間: 2025-3-22 06:10
Studies in European Culture and History among problems that may lead to conflict, some are well defined and others are ill defined. Where the problems are well defined, the parties involved may proceed directly to resolve the issue or conflict. Where ill defined, immediate attempts to resolve the issue or conflict may be futile or destru作者: Inkling 時間: 2025-3-22 12:11 作者: 群居男女 時間: 2025-3-22 16:48
Governing End of Life: The Case of Sweden Kimmel, 1977). However, there has been concern that experimental gaming, particularly the prisoner’s dilemma game (PDG), is not producing research relevant to the understanding and management of “real-life” conflict (e.g., Nemeth, 1972; Pruitt and Kimmel, 1977; Terhune, 1970). In this paper we disc作者: 群居男女 時間: 2025-3-22 17:50 作者: MIRE 時間: 2025-3-22 22:37
Verdeckte Arbeitslosigkeit in der DDR,s the most progress was made in developing behavioral models of the negotiations process, strikes, and impasses and the various procedures for conflict resolution. Behavioral models of the organizational characteristics of trade unions, particularly their structure, internal democracy, membership pa作者: hardheaded 時間: 2025-3-23 02:00 作者: 樸素 時間: 2025-3-23 07:36
Regionale Wirtschaftspolitik in Ru?landg, 1979; Gouldner, 1965; Turner, Roberts, and Roberts, 1977), these studies have examined the determinants of strikes over time (Ashenfelter and Johnson, 1969; Britt and Galle, 1974), across communities (Stern, 1976), across unions (Roomkin, 1976), or across industries (Kerr and Seigel, 1964) rather作者: indices 時間: 2025-3-23 11:26
Paul J. J. Welfens,Ralf Wiegertone, Boraston, and Frenkel, 1978; Hyman, 1977). Strikes, perhaps the most salient and most easily observable form of union/management conflict, continue to intrigue researchers as to their origin, development, and economic outcomes. This has continued despite the admonition of some critics that, the作者: offense 時間: 2025-3-23 14:15 作者: Ovulation 時間: 2025-3-23 21:48
Conflict Management and Industrial Relations978-94-017-1132-6Series ISSN 0924-4980 作者: 無聊的人 時間: 2025-3-24 01:54
Studies in European Culture and Historye peculiarly problematic consequences, whether the parties involved are individuals (e.g., Mulder, 1976), groups (e.g., Brown, 1978), or nations (e.g., Frank, 1979). This paper seeks to illuminate the forces involved in unequal conflict and to suggest some approaches for its constructive management or resolution.作者: Mediocre 時間: 2025-3-24 04:59
https://doi.org/10.1007/978-94-017-1132-6conflict; conflict management; management作者: 軟弱 時間: 2025-3-24 08:10
978-94-017-1134-0Springer Science+Business Media New York 1982作者: 花費 時間: 2025-3-24 13:42 作者: Tidious 時間: 2025-3-24 15:39
Bengt Larsson,Martin Letell,H?kan Th?rnValues play a central role in conflict management. The notion of “managing” a conflict is inherently directed toward a goal, and the specification of goals involves value judgments. Nevertheless, the intrusion of values is an uncomfortable subject for many social scientists.作者: Cumulus 時間: 2025-3-24 19:30 作者: 容易生皺紋 時間: 2025-3-25 01:10 作者: grieve 時間: 2025-3-25 05:43
Manager and Mediator: ,Values play a central role in conflict management. The notion of “managing” a conflict is inherently directed toward a goal, and the specification of goals involves value judgments. Nevertheless, the intrusion of values is an uncomfortable subject for many social scientists.作者: 關節(jié)炎 時間: 2025-3-25 07:43
Conflict Management in Dutch Industrial Relations: ,This paper focuses upon important changes that have taken place in the Dutch system of industrial relations during the last fifteen years. The industrial relations system of the Netherlands is presently very much in a transitional stage compared to the situation that existed during the first twenty years after World War II.作者: 柔軟 時間: 2025-3-25 15:19
Nijenrode Studies in Businesshttp://image.papertrans.cn/c/image/235320.jpg作者: labyrinth 時間: 2025-3-25 16:36 作者: Gullible 時間: 2025-3-25 22:24 作者: Medicare 時間: 2025-3-26 03:26 作者: 手勢 時間: 2025-3-26 07:08
Interface Analysis and the Management of Unequal Conflicte peculiarly problematic consequences, whether the parties involved are individuals (e.g., Mulder, 1976), groups (e.g., Brown, 1978), or nations (e.g., Frank, 1979). This paper seeks to illuminate the forces involved in unequal conflict and to suggest some approaches for its constructive management 作者: 合唱隊 時間: 2025-3-26 09:48 作者: 分解 時間: 2025-3-26 14:35
The Process of Conflict Escalation and Roles of Third Partieslving, arbitration, conciliation, mediation, good services, power intervention, process consultation, and so forth (Fisher, 1972; Young, 1972; La Tour et al., 1976; and Prein, 1976, 1979.). Many of these approaches may be compared and evaluated to arrive at some conclusions on the use of specific co作者: 巨頭 時間: 2025-3-26 18:26 作者: 債務 時間: 2025-3-27 00:20
Creative Conflict Management: ,erests are opposed. “Opposed interests” mean that the parties’ differing needs lead them to incompatible preferences among the available alternatives.. Parties involved can range in size and importance from children trying to decide who will play with a toy to nations trying to end a war. It appears作者: SEVER 時間: 2025-3-27 03:07 作者: 翻動 時間: 2025-3-27 05:58 作者: liaison 時間: 2025-3-27 11:39 作者: 優(yōu)雅 時間: 2025-3-27 15:00
The Aftermath of Strikes from the Perspective of Chief Negotiatorsone, Boraston, and Frenkel, 1978; Hyman, 1977). Strikes, perhaps the most salient and most easily observable form of union/management conflict, continue to intrigue researchers as to their origin, development, and economic outcomes. This has continued despite the admonition of some critics that, the作者: 疼死我了 時間: 2025-3-27 19:56 作者: cardiovascular 時間: 2025-3-27 22:04
Bridging the Gap between Industrial Relations and Conflict Management: ,conflict within, rather than between, organizations. As a new field, CM provides a host of new approaches that may be useful to IR; IR, on the other hand, with its long tradition of scholarship, offers a rich bank of research data and practical insights that are relevant to CM generally.作者: 絕種 時間: 2025-3-28 02:10 作者: Little 時間: 2025-3-28 09:04
Toward a Behavioral Model of Management under Collective Bargainingrticipation, and overall effectiveness have also been developed (Child, Loveridge, and Warner, 1973; Anderson, 1977). Models of organizational change under collective bargaining have been proposed (Kochan and Dyer, 1976), and the process of changing the work environment in unionized organizations has been studied empirically (Goodman, 1979).作者: 忍耐 時間: 2025-3-28 12:30
Conflict Control and Industrial Reform: ,nternally efficient and effective ways of ordering and utilizing human resources. Thus, they create organizational structures that define certain kinds of relationships between workers and managers, among workers, and between workers and materials of production.作者: 蜿蜒而流 時間: 2025-3-28 16:42
Further Testing of a Behavioral Model of Problem Solving in Labor Negotiationshod adopted and outlines the main results. The chapter continues with a discussion of the research findings and concludes with some observations on the limitations of the integrative bargaining model.作者: 我悲傷 時間: 2025-3-28 20:53
Book 1982 Different Ways of Managing Conflict," which was hosted by the Nether- lands School of Business in July 1980. Held at Nijenrode Castle, the confer- ence brought together an international gathering of thirty-five of the most distinguished scholars in these fields to present research papers and to en-作者: 密切關系 時間: 2025-3-29 00:07 作者: 功多汁水 時間: 2025-3-29 05:53 作者: 凌辱 時間: 2025-3-29 08:56 作者: 試驗 時間: 2025-3-29 11:52 作者: 領巾 時間: 2025-3-29 16:34
The Aftermath of Strikes from the Perspective of Chief Negotiatorsue to intrigue researchers as to their origin, development, and economic outcomes. This has continued despite the admonition of some critics that, thereby, other forms of collective labor/management conflict and the noneconomic consequences of strikes are relatively neglected (Stern 1978).作者: 粗糙濫制 時間: 2025-3-29 20:30 作者: mortgage 時間: 2025-3-30 03:49
Transformations of the New Germanyl., 1954). One question that naturally arises is whether conflict management knowledge gained in one of these areas of research is useful in another. The answer depends on the comparability of conflict settings. To date, however, there has been little effort to compare conflicts in different settings.作者: 健忘癥 時間: 2025-3-30 07:02
Verdeckte Arbeitslosigkeit in der DDR,rticipation, and overall effectiveness have also been developed (Child, Loveridge, and Warner, 1973; Anderson, 1977). Models of organizational change under collective bargaining have been proposed (Kochan and Dyer, 1976), and the process of changing the work environment in unionized organizations has been studied empirically (Goodman, 1979).作者: Albumin 時間: 2025-3-30 10:10
,Wozu ?Transformationsfinanzierung“?,nternally efficient and effective ways of ordering and utilizing human resources. Thus, they create organizational structures that define certain kinds of relationships between workers and managers, among workers, and between workers and materials of production.作者: 間接 時間: 2025-3-30 12:33 作者: 不怕任性 時間: 2025-3-30 19:39
0924-4980 anagement: Different Ways of Managing Conflict," which was hosted by the Nether- lands School of Business in July 1980. Held at Nijenrode Castle, the confer- ence brought together an international gathering of thirty-five of the most distinguished scholars in these fields to present research papers 作者: Reservation 時間: 2025-3-30 21:16
Studies in European Culture and History may proceed directly to resolve the issue or conflict. Where ill defined, immediate attempts to resolve the issue or conflict may be futile or destructive. Ill-defined problems are better handled by special efforts to restructure the problem statement before solutions are attempted.作者: 嚴重傷害 時間: 2025-3-31 01:34 作者: Palate 時間: 2025-3-31 07:14 作者: debris 時間: 2025-3-31 10:25
https://doi.org/10.1007/978-3-322-95447-3h to bargaining are found in the following sources: Bartos (1974), Deutsch (1973), Druckman (1977), Harnett and Cummings (1980), Kochan et al. (1979), Magenau and Pruitt (1978), Morley and Stephenson (1977), Pruitt (1976), Rubin and Brown, (1975), Young (1975), and Zartman (1978).作者: 嚴厲批評 時間: 2025-3-31 15:47
