Claus W Langfred
Biographic Data
| ID | 6541108 |
|---|---|
| NAME | Claus W Langfred |
| GIVEN NAMES | Claus W |
| FAMILY NAME | Langfred |
| SIGNATURE | LANGFRED C W |
| AFFILIATIONS | Washington University in St. Louis |
| VERIFIED | No |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 3 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2000 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 0 |
The morality of violence
Purpose This paper aims to provide structure and insight to the relatively unexplored and undeveloped question of if, when and under what circumstances, violence might be considered an appropriate conflict resolution strategy. The topic of deliberate violence is generally not considered in models of conflict management or resolution, and the authors believe this is a “blind spot” in the literature. While violence is obviously not a desirable outc…
Too Much of a Good Thing? Negative Effects of High Trust and Individual Autonomy in Self-Managing Teams.
A high level of trust can make the members of self-managing work teams reluctant to monitor one another. If low monitoring combines with high individual autonomy, team performance can suffer. Data ...
The paradox of self-management
This study explores how autonomy at the individual and the group levels directly affect group cohesiveness, and how they indirectly influence group effectiveness. Hypotheses suggesting that individual and group autonomy will be oppositely related to cohesiveness are supported in data collected from a large sample of work groups in two separate organizations. Also supported are hypotheses suggesting a group cohesiveness/group performance orientati…
No prominent works on this page.
The paradox of self-management
This study explores how autonomy at the individual and the group levels directly affect group cohesiveness, and how they indirectly influence group effectiveness. Hypotheses suggesting that individual and group autonomy will be oppositely related to cohesiveness are supported in data collected from a large sample of work groups in two separate organizations. Also supported are hypotheses suggesting a group cohesiveness/group performance orientati…
Too Much of a Good Thing? Negative Effects of High Trust and Individual Autonomy in Self-Managing Teams.
A high level of trust can make the members of self-managing work teams reluctant to monitor one another. If low monitoring combines with high individual autonomy, team performance can suffer. Data ...
The morality of violence
Purpose This paper aims to provide structure and insight to the relatively unexplored and undeveloped question of if, when and under what circumstances, violence might be considered an appropriate conflict resolution strategy. The topic of deliberate violence is generally not considered in models of conflict management or resolution, and the authors believe this is a “blind spot” in the literature. While violence is obviously not a desirable outc…
Autonomy (2 works) · Political science (2 works) · Psychology (2 works) · Team Dynamics and Performance (2 works) · Affect (linguistics (1 work) · Communication (1 work) · Complex Systems and Decision Making (1 work) · Conflict management (1 work) · Conflict resolution (1 work) · Conflict resolution research (1 work)