A literature review exploring values alignment as a proactive approach to conflict management

Abstract

PurposeThe research aim has two purposes: to clarify the concepts of values, collaboration and conflict and their relationship with one another within organizations; and to provide data that supported or disconfirm values alignment as a proactive approach to conflict management.Design/methodology/approachAn interdisciplinary review of literature was undertaken, as current literature on the topic of values as it relates to conflict was very limited in scope. The key concepts investigated were the connection between values (including alignment and congruence) and decision making, behavior, collaboration, strategy, prioritization and conflict within an organization. Research was guided using constructionism, chaos and complexity theories within a framework of Chaordic systems thinking.FindingsThe paper provides documentation that previous values research practices have been fragmented and have had limited practical applications. Support is provided indicating that values alignment fosters collaboration and could be a proactive approach to conflict management.Research implications/limitationsNo long‐term studies were found on the topic of inquiry, although some documentation on business performance is starting to appear. Further research using values alignment as an organizational process would be beneficial. Practical implications – The framework presented appears to have a pragmatic application that would benefit organizational development and effectiveness. Originality/value – This paper expands previous studies by examining values research across domains and suggesting a different research approach. A model is discussed that provides meaningful linkage between business strategy and organizational values.

Misaligned values in software engineering organizations

“…We believe that our study contributes in several ways. In general, it adds support to previous research on alignment by reinforcing its importance in software engineering organizations and confirming the relationship between value alignment and performance . Our work also extends existing alignment theory by providing initial empirical support for a between‐group value misalignment theory.…”

“…It draws on the assumption that in order to achieve effectiveness, the organizational entities must be directed and structured so that they are suited to each other . Research has, for example, shown that values alignment fosters collaboration and could be a proactive approach to conflict management …”

“…The initial research on values focused on the personal values of individuals . Personal values define preferences and thus reflect what is essential to individuals . In an organization, individual values guide the employees' private decisions and actions, while organizational values provide norms that specify how they should behave and how organizational resources should be allocated .…”

Improving the National Conflict Management System in Korea - Trucker's Strike in 2003 as Complex Conflict -

“…갈등은 어떻게 관리하느냐에 따라 긍정적․생산적 또는 부정적․비생산적인 결과를 가져온다 [7]. 특히, 잘 못된 갈등해결은 모든 사람에게 경제적․도덕적 제재 를 가져오기 때문에 [8], 갈등관리는 갈등 당사자들이 모 두 상생할 수 있도록 이루어져야 한다 [9].…”

Introductory Chapter: Congruence of Personal and Organizational Values—How to Deal with?

“…The importance of value congruence is analyzed in very different contexts: from its significance in staffing [33] or leadership, i.e., ethical leadership [34][35][36], spiritual leadership [24] to the impact on employees' creativity [29], on the performance of the organization [37] or even on the success of the changes that take place in the organization [38][39][40]. The congruence and/or fit of the values of the organization and the employees is relevant when regulating many processes in companies, such as building, development, and ensuring the employees' loyalty [41,42], employees' behaviour, its modelling including the quality of relationships [31,40,43,44], as well as the implementation of the change [38,39,45,46], and solution of problems, where it is necessary to understand the significance of value fit and consider it in the strategy of the company [47,48]. Congruence of personal values and organizational values means the identity of the values of the employees and the organization when the individual is ready to follow and support the organization's rules and regulations [49].…”