Conflicts happen, and workplaces often are a breeding ground of toxic relationships. Competition for resources, power struggles and internal politics, different cultural backgrounds, varying beliefs, and a host of other issues all combine into a cauldron of simmering dissension. Managers are expected to be able to deal with conflict with little or no training or experience in most cases.  ,

Effective resolutions can transform discord to harmony.  Into these environments steps the new edited book by Dr. Wilkin and Tony Belak entitled From Discord to Harmony: Making the Workplace Hum.  It is a collection of articles by leaders in the field concerning subject matter such as workplace bullying, conflict coaching, alternative dispute resolution strategies, and many other topics designed to help you navigate the maze of conflict in your organization. 

It is an evidence-based volume, in many cases offering cutting-edge research that can help you mitigate the damage caused by unproductive conflict in organizations. 

For more information, click here to access the publisher's book page. 

Dr Wilkin with Yashwant Pathak edited and published the The De Gruyter Handbook of Organizational Conflict Management.  

This book offers insightful contributions covering a myriad of conflict management topics ranging from fundamental issues, such as emotional intelligence and cultural differences, to cutting-edge themes such as political conflicts and mindfulness training. Renowned conflict management scholars and leading practitioners have contributed chapters to this handbook based on their research and their practical experience in the field of conflict management. Many of the authors have influenced the topic of conflict management as it has become both a fi eld of academic study in universities and a necessary leadership skill.

The handbook is organized in four sections described as follows:

The first section covers interpersonal conflict management and focuses on perceptions, conflict styles, emotional intelligence, psychological safety, and change.

The second section includes ethnic and cultural issues in organizational conflict management, such as microaggressions, ethnicity and religion, and political conflicts.

The third section offers methods for managing organizational conflicts, including mediation, negotiation, ombudspersons, and conflict coaching. This section also offers guidance on developing an organizational conflict management system and discusses HR’s role in managing conflicts.

The fourth section introduces chapters on special topics in conflict management, such as workplace bullying, gender issues, birth order personality, human connections, and forgiveness.

This handbook is an essential reference for scholars and practitioners. It offers organizational leaders insights into the causes and solutions to organizational conflict management. In addition, it is an excellent textbook for undergraduate and graduate courses in organizational conflict management.

Click here for access to the publisher's book site page