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Tous droits r€serv€s D€partement des relations industrielles de l'Universit€Laval, 1983

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https://www.erudit.org/en/Document generated on 10/17/2023 6:59 a.m.Relations industriellesIndustrial RelationsLa gestion des conflits interpersonnels en milieu universitaireManaging Interpersonal Conflict in the University SphereBernard Garnier

Volume 38, Number 2, 1983URI: https://id.erudit.org/iderudit/029353arDOI: https://doi.org/10.7202/029353arSee table of contentsPublisher(s)D€partement des relations industrielles de l'Universit€ LavalISSN0034-379X (print)1703-8138 (digital)Explore this journalCite this article

Garnier, B. (1983). La gestion des conflits interpersonnels en milieu universitaire.

Relations industrielles / Industrial Relations

38
(2), 277"296. https://doi.org/10.7202/029353ar

Article abstract

This study is based on three models, those of: Pondy, Blake and Mouton, and Thomas. The author particularly refers to the five main methods or strategies for managing interpersonal conflict developed by Blake and Mouton. The subject of the article is the university dean. It examines his efforts at management of conflicts with department directors and teaching staff, and their effectiveness. The sample includes five Ontario universities of average size, and five deans on each campus, representing various disciplines and professional faculties. Interviews were conducted with them, and a questionnaire was sent to all department directors concerned. Five hypotheses were developed along the lines of Blake and Mouton methods/strategies for managing interpersonal conflict, each related also to

efficiency.As far as results are concerned, "problem solving" is perceived for example, bydepartment directors as the best method used by deans to manageinterpersonal conflict. However, this is not the style used by most deans."Forcing" used in a general way in conflict management are seen as inefficientby teaching staff. However, periodic constraint in specific areas is consideredslightly effective by department directors.

Professors see "compromising" as moderately effective when used as an overall style of conflict management. Department directors interpret this style as "neutral" efficiency when used in specific areas. According to department heads and professors, this is the style most frequently used. "Smoothing" is considered moderately effective when used as a general style of conflict management by professors, while department heads see it as neutral or slightly ineffective when used in specific areas.

La gestion des conflits interpersonnels

en milieu universitaire

Bernar

d

Garnie

r Cet article examine l'utilisation et l'efficacité des méthodes de gestion de conflit interpersonnel utilisées par les doyens d'uni versité avec leurs directeurs de département et les professeurs de leur faculté.

L'auteur

discute les implications théoriques de l'étude pour la gestion des conflits ainsi que les implications prati ques pour l'administrateur. L e confli t occup e un e plac e important e dan s le s science s sociales C e phénomèn e complex e e t fascinan t es t abord dan s d e nombreuse s disci pline s comm e le s relation s internationales l'économique l a sociologie le s science s politiques le s relation s industrielles l a psychologi e e t le s science s d e l'administratio n (Fink 1968)
. C'est le conflit au niveau de l'organisation qu i retiendr a notr e attentio n dan s ce t articl e e t plu s spécifiquemen t l e confli t interpersonnel U n de s principau x problème s qu i s e pos e l'individ u impliqu dan s u n confli t interpersonne l es t d e savoi r quell e attitud e i l doi t adopte r vis-à-vi s d u confli t e t que l comportemen t i l doi t avoi r e n c e qu i concern e l'autr e person n e engagé e dan s l a relatio n conflictuelle

Doit-i

l

évite

r le s conflit s tou t prix

Doit-i

l s e rendr e au x argument s d e l'autr e personne

Doit-i

l cherche r u n compromi s honorable

Doit-i

l résoudr e l e confli t parti r d'une position d e force O u doit-i l remonte r au x cause s d u confli t afi n d e l e résoudr e d'une faço n optimal e pou r le s deu x parties Nou s examineron s cett e problématiqu e dan s l e context e de s université s e n nou s attachan t u n personnag e centra l d e l'administratio n universitaire l e doye n d e faculté Nou s

étudieron

s l a faço n don t le s doyen s gèren t le s con

GARNIER

Bernard

Départemen

t d e management

Facult

de s science s d e l'adminis tration

Universit

Laval

Québec

Ce t articl e es t bas su r l a recherch e doctoral e d e l'auteu r complété e l'Universit

Wester

n

Ontari

o (Garnier 1980)

L'auteu

r désir e remercie r le s membre s dquotesdbs_dbs43.pdfusesText_43

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