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    Conflict and ResolutionRemove Conflict and Resolution →

    New research on conflict and resolution from Harvard Business School faculty on issues including conflict management, navigating conflicts of interest, and dealing with the "irrational" negotiator.
    Page 1 of 13 Results
    • 22 Nov 2022
    • Research & Ideas

    When Agreeing to Disagree Is a Good Beginning

    by Clea Simon, Harvard Gazette

    When conflict stems from honest and open listening, disagreement can be a good thing, say Francesca Gino and Julia Minson. But developing those skills requires patience and discipline.

    • 15 Nov 2022
    • Book

    Stop Ignoring Bad Behavior: 6 Tips for Better Ethics at Work

    by Pamela Reynolds

    People routinely overlook wrongdoing, even in situations that cause significant harm. In his book Complicit: How We Enable the Unethical and How to Stop, Max Bazerman shares strategies that help people do the right thing even when those around them aren't.

    • 12 Dec 2019
    • Research & Ideas

    How to Turn Down the Boil on Group Conflict

    by Michael Blanding

    Intergroup conflict can grind office productivity to a halt. Jeffrey Lees discusses how understanding psychological stereotypes can help divided parties compromise. Open for comment; 0 Comments.

    • 17 Dec 2018
    • Research & Ideas

    Women Receive Harsher Punishment at Work Than Men

    by Michael Blanding

    Women caught in misconduct were 20 percent more likely to be fired and 30 percent less likely to find new employment in the financial services industry, reports new research by Mark Egan and colleagues. Open for comment; 0 Comments.

    • 08 Nov 2018
    • Working Paper Summaries

    Arbitration with Uninformed Consumers

    by Mark Egan, Gregor Matvos, and Amit Seru

    Using data on securities disputes, this study of information advantages in consumer arbitration finds that industry-friendly arbitrators are 40 percent more likely than consumer-friendly arbitrators to be selected to take on arbitration cases. Limiting respondents’ and claimants’ inputs over the selection process could improve outcomes for consumers.

    • 03 Jan 2018
    • Working Paper Summaries

    Framing Violence, Finding Peace

    by Kristin Fabbe, Chad Hazlett, and Tolga Sinmazdemir

    Using data collected in a 2016 survey of 1,120 Syrian refugees in Turkey, this study finds that 1) framing civilians’ wartime ordeal as suffering or sacrifice influences their attitudes about ending the conflict, and 2) the identity of who advocates for peace affects civilians’ attitude about supporting it. These results suggest new possibilities for reconciliation processes.

    • 03 Oct 2017
    • Working Paper Summaries

    When Exit is an Option: Effects of Indiscriminate Violence on Attitudes Among Syrian Refugees in Turkey

    by Kristin Fabbe, Chad Hazlett, and Tolga Sinmazdemir

    This study examines the attitudes of civilians displaced by violence in a conflict where the strategic logic was not to control people but to remove them. Results show that civilians who can leave the conflict zone do not necessarily politically align with one or another armed group. Rather, they engage in civic activities that benefit the civilian refugee community itself.

    • 17 May 2017
    • Working Paper Summaries

    Turbulence, Firm Decentralization and Growth in Bad Times

    by Philippe Aghion, Nicholas Bloom, Brian Lucking, Raffaella Sadun, and John Van Reenen

    What makes some firms more resilient than others to large negative macro shocks? This paper finds that the internal organization of firms—specifically, the extent to which decision-making is decentralized from headquarters to plant managers—is an important mediating factor through which macroeconomic shocks affect firm performance and, ultimately, growth.

    • 08 Mar 2017
    • Book

    Why American Democracy Thrives On Conflict

    by Julia Hanna

    Intense political conflict, mediated by shared ideals, has always been with us and is profoundly American, a lesson David Moss drives home in his new book, Democracy: A Case Study. The problem: Not all conflict is productive. Open for comment; 0 Comments.

    • 22 Aug 2016
    • Research & Ideas

    Master the One-on-One Meeting

    by Julia B. Austin

    The one-on-one meeting between supervisor and staff is an invaluable tool for managing, but requires much attention to detail. Julia B. Austin explains best practices for getting the most out of the 1:1. Open for comment; 0 Comments.

    • 09 Dec 2013
    • Research & Ideas

    Cultural Disharmony Undermines Workplace Creativity

    by Michael Blanding

    Managing cultural friction not only creates a more harmonious workplace, says professor Roy Y.J. Chua, but ensures that you reap the creative benefits of multiculturalism at its best. Closed for comment; 0 Comments.

    • 03 Oct 2007
    • Research & Ideas

    Dealing with the ‘Irrational’ Negotiator

    by Deepak Malhotra & Max H. Bazerman

    "Negotiators who are quick to label the other party 'irrational' do so at great potential cost to themselves," say HBS professors Deepak Malhotra and Max H. Bazerman. Their new book, Negotiation Genius, combines expertise in psychology with practical examples to show how anyone can improve dealmaking skills. In this excerpt, Malhotra and Bazerman describe what to do when the other party's behavior does not make sense. Open for comment; 0 Comments.

    • 01 Oct 2007
    • Research & Ideas

    Encouraging Dissent in Decision-Making

    by Garry Emmons

    Our natural tendency to maintain silence and not rock the boat, a flaw at once personal and organizational, results in bad—sometimes deadly—decisions. Think New Coke, The Bay of Pigs, and the Columbia space shuttle disaster, for starters. Here's how leaders can encourage all points of view. Key concepts include: All organized human groups are susceptible to suppression of views deemed contentious or disruptive to an organization's foundational beliefs. Decisions are seldom better for silence, and overcoming that is a key task for the leader of any organization. Candor should be rewarded and incentives designed to encourage opposing points of view. An aware, open, and inquiring senior team is critical to sound decision-making. Closed for comment; 0 Comments.

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