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Conflict and Complexity: Goal Diversity and Organizational Search Effectiveness

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  • Cohen, Michael D.

Abstract

There is a long-standing concern in organization theory with the effect of conflict on search. This article uses a computer model of organizational decision making to demonstrate an effect called “search-enhancing conflict”: organizational decision-making performance when there are conflicting subgoals may be better than it would be if all subunits evaluated alternatives in terms of a single organizational goal.

Suggested Citation

  • Cohen, Michael D., 1984. "Conflict and Complexity: Goal Diversity and Organizational Search Effectiveness," American Political Science Review, Cambridge University Press, vol. 78(2), pages 435-451, June.
    • Handle: RePEc:cup:apsrev:v:78:y:1984:i:02:p:435-451_25
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    Cited by:

    1. Luigi Marengo & Corrado Pasquali, 2010. "How to get what you want when you do not know what you want. A model of incentives, organizational structure and learning," LEM Papers Series 2010/08, Laboratory of Economics and Management (LEM), Sant'Anna School of Advanced Studies, Pisa, Italy.
    2. Tomasz Obloj & Metin Sengul, 2020. "What do multiple objectives really mean for performance? Empirical evidence from the French manufacturing sector," Strategic Management Journal, Wiley Blackwell, vol. 41(13), pages 2518-2547, December.
    3. Benoit Morel & Rangaraj Ramanujam, 1999. "Through the Looking Glass of Complexity: The Dynamics of Organizations as Adaptive and Evolving Systems," Organization Science, INFORMS, vol. 10(3), pages 278-293, June.
    4. Pierre Garrouste, 2002. "Knowledge: A Challenge for the Austrian Theory of the Firm," Chapters, in: Nicolai J. Foss & Peter G. Klein (ed.), Entrepreneurship and the Firm, chapter 4, Edward Elgar Publishing.
    5. Vibha Gaba & Henrich R. Greve, 2019. "Safe or Profitable? The Pursuit of Conflicting Goals," Organization Science, INFORMS, vol. 30(4), pages 647-667, July.
    6. Faïz Gallouj, 2000. "Evaluer et comparer les performances des établissements postaux: la méthode de l'arbre de performance en question. Le cas des Centres Régionaux de Services Financiers," Working Papers hal-01111907, HAL.
    7. Luigi Marengo & Corrado Pasquali, 2012. "How to Get What You Want When You Do Not Know What You Want: A Model of Incentives, Organizational Structure, and Learning," Organization Science, INFORMS, vol. 23(5), pages 1298-1310, October.
    8. Gatzweiler, Franz W., 2014. "Value, institutional complementarity and variety in coupled socio-ecological systems," Ecosystem Services, Elsevier, vol. 10(C), pages 137-143.
    9. Stark, David & Gernot Grabher, -, 1996. "A szervezett sokféleség evolúcióelmélet, hálózatelemzés és a posztszocialista átalakulás [Organizing diversity: evolutionary theory, network analisys, and postsocialist transformation]," Közgazdasági Szemle (Economic Review - monthly of the Hungarian Academy of Sciences), Közgazdasági Szemle Alapítvány (Economic Review Foundation), vol. 0(9), pages 745-769.
    10. Sendil K. Ethiraj & Daniel Levinthal, 2009. "Hoping for A to Z While Rewarding Only A: Complex Organizations and Multiple Goals," Organization Science, INFORMS, vol. 20(1), pages 4-21, February.
    11. Ash Amin & Patrick Cohendet, 2000. "Organisational Learning and Governance Through Embedded Practices," Journal of Management & Governance, Springer;Accademia Italiana di Economia Aziendale (AIDEA), vol. 4(1), pages 93-116, March.

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