Conflict Resolution Styles and Their Effectiveness in Uzbekistan Organizations
Abstract
This research examines the interplay between conflict resolution styles and organizational effectiveness in Uzbekistan, a context characterized by strong collectivist values, hierarchical structures, and an emphasis on face-saving. The study addresses the research question: How do different conflict resolution styles, including avoidance, accommodation, compromise, competition, and collaboration, influence organizational outcomes in Uzbekistan? Employing a mixed-methods approach, data is collected through surveys distributed to employees across diverse industries and semi-structured interviews with managers and human resource professionals. The analysis explores the prevalence of different conflict management strategies, their perceived effectiveness, and their relationship with factors such as employee satisfaction, team cohesion, and organizational performance. The findings contribute to a deeper understanding of culturally appropriate conflict management practices in Uzbekistan and offer practical recommendations for organizations seeking to foster a more harmonious and productive work environment.
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