Collaborative Practices in Organizations: Managing Conflict and Leading Constructive Change
De Gruyter Handbook of Organizational Conflict Management
LaVena Wilkin, Yashwant Pathak
As our society becomes more diverse and issues become increasingly complex, organizations are challenged to transcend boundaries and inspire team members to understand and navigate diverse practices, perspectives, and interests. Conflict is inevitable in organizations, and collaboration is one pathway for managing conflict and engaging stakeholders in jointly resolving a problem or producing a desired outcome. Collaborators have high concern for both personal goals and relationships. Because collaboration requires a commitment to finding mutually agreeable solutions, this also communicates mutual respect, which can strengthen relationships and support team-building. In addition, collaboration fosters creative idea generation, with the potential to bring about unanticipated positive outcomes. Multiple forms of power can be leveraged to create positive results for the organization and its stakeholders, and this chapter discusses five forms of power as well as the importance of engaging informal and formal leaders to utilize their unique power to tackle complex issues and create sustainable outcomes together. An example of how collaboration has been used to promote positive health outcomes by promoting collaboration between multiple stakeholders is discussed.
Collaboration, Collaborative Practices, Organizational Conflict, Workplace Conflict, Stakeholder Engagement, Power, Leadership
Business | Peace and Conflict Studies | Public Affairs, Public Policy and Public Administration | Social and Behavioral Sciences
Cooper, Robin and Terry Morrow Nelson. (2022). Collaborative Practices in Organizations: Managing Conflict and Leading Constructive Change. In LaVena Wilkin, Yashwant Pathak (Eds.), De Gruyter Handbook of Organizational Conflict Management (123-132).