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首页> 外文期刊>Journal of organizational change management >Interpersonal communications at core of conflicts' escalation in organization. The interplay of interpersonal communication escalation, people's habitus and psycho-sociological processes are more important than contextual factors
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Interpersonal communications at core of conflicts' escalation in organization. The interplay of interpersonal communication escalation, people's habitus and psycho-sociological processes are more important than contextual factors

机译：冲突核心的人际关系通信在组织中的升级。 人际通信升级的相互作用，人的习惯和心理学社会过程比上下文因素更重要

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Purpose Develop an integrated model to analyze conflicts at work and apply it to a case study. The core of the conceptual model is constituted by the interpersonal relationships modalities using the Palo Alto school theorization (symmetrical and complementary relations framework in people's relative positioning). This model also articulates inside this interpersonal relationships structure five other dimensions: Perception processes, Life dynamics, Habitus from Bourdieu and developed by Lahire, psychosociological processes and sociological factors (including cultural ones). We apply this model to the case study of a Community center in a French city where a serious conflict happens with the final consequence of the closure of the center. Design/methodology/approach In-depth case study by long conversations (more than interviews) with the main protagonists of the Community center and of the conflict. These talks have been completed by secondary sources and extended review of newspaper articles. Findings Our model revels to be pertinent to enlighten the multiple dimensions of the conflict. In particular, we show that the dynamics of interpersonal relationships is central in the conflict development and is embedded in multiple psychosociological processes (perceptions processes with deep perceptive divergences between people, personal construction of Social Identity by protagonists, group thinking, active minority construction, etc.). The sociological factors, as well of personal habitus, have an effect but are not determinants of people's behavior. People are partially conscious of the occurring phenomena but cannot be considered as omniscient, purely strategic actors. Research limitations/implications 1-Application of the conceptual model is applied only on one case study. 2-More attention should be given to prospective dimension of stories and storying (antenarrative). Practical implications The case analysis based on our reactional model of conflicts leads to point out several mistakes in the management of the considered organization and more precisely in the management of the conflictual relationships. Change of level 2 has been misconducted by the top manager of the Community center and we show which alternative decisions could have been made in order to avoid the burst of the conflict. More general conflict management methods can be deduced from our analysis. Originality/value Articulation of these different concepts in an integrated model has never been previously made neither applied in a case study.
机译：目的开发一个综合模型来分析工作中的冲突并将其应用于案例研究。概念模型的核心由帕洛阿托学校理论化（人民相对定位的对称和互补关系框架）的人际关系模式构成。该模型还在这种人际关系结构中阐明了五个其他尺寸：感知过程，寿命动态，来自Bourdieu的习惯，由骆驼，心理遗传过程和社会学因素（包括文化）开发（包括文化）。我们将此模型应用于法国城市社区中心的案例研究，其中发生严重冲突的情况发生在中心的最终结果。通过社区中心和冲突的主要主角和冲突的主要主角，设计/方法/方法深入划分（超过访谈）。这些会谈已由二级来源完成并延长了报纸文章。调查结果我们的模型陶醉于阐明冲突的多个维度。特别地，我们表明，人际关系的动态是冲突发展中的中心，并嵌入多种心理学过程（观念过程中有着深刻的感知分歧，主角，集团思维，积极少数群体建设，社会认同的个人建设。）。社会学因素，以及个人习惯，具有效果，但不是人们行为的决定因素。人们部分意识到发生的现象，但不能被视为无数，纯粹的战略行动者。研究限制/影响1概念模型的应用仅适用于一个案例研究。 2-越来越关注故事和故事的潜在维度（天际疗法）。实际意义基于我们反动的冲突模式的案例分析导致考虑到所考虑的组织管理中的几个错误，更准确地在管理冲突关系中。社区中心的顶级经理，2级的变更已被误导，我们展示了可以避免冲突爆发的替代决定。可以从我们的分析推导出更多的一般冲突管理方法。在综合模型中，这些不同概念的原始性/值铰接从未在案例研究中应用过。

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