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Wicomb, Wilmien. "Testing the water while the house is on fire : a critical approach to the African Union conflict management system." Diss., University of Pretoria, 2008. http://hdl.handle.net/2263/8066.
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The author views that the complexity of conflict implies that the African Union’s engagement with conflict – both in understanding and managing it – will benefit from an approach informed by the theory of complexity.
Discusses the following questions: (1) What normative framework currently informs the African system of conflict management? (2) Is complexity theory compatible with the analysis and management of conflict? (3) What are the implications for conflict analysis and management? (4) What would a complexity approach add to the African system?Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2008.
A Dissertation submitted to the Faculty of Law University of Pretoria, in partial fulfilment of the requirements for the degree Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Dr Patrice Vahard, Faculty of Law, University of Addis Ababa, Ethiopia
http://www.chr.up.ac.za/
Centre for Human Rights
LLM
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Mokhine, Ntime Samson. "South African police service deploys its first peacekeepers to Darfur, Sudan : a descriptive study on the deployment preparations and the role of the South African police peacekeepers in African union mission in Sudan (AMIS)." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/1027.
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The focus of this research will be on the question as to whether the South African Police Service adequately prepares its police officials for the functions they will be performing in Sudan: Darfur. This broad question leads to further questions that include the following: What are the peacekeeping recruitment and selection criteria for the South African Police Service members who need to be deployed in Sudan: Darfur? Is the South African Police Service peacekeeping training curriculum adequate enough to prepare its members for their deployment in Sudan: Darfur? Does the South African Police Service have any measures to evaluate the role played by its members in Sudan: Dafur? What measures have been introduced to utilise the new skills brought by members that have been deployed? Are there any properly posted members with mission experience, who are capable of presenting and further developing peacekeeping training in the South African Police Service? Does the South African Police Service senior management have knowledge of generic peacekeeping concepts?.
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Lipsey, Jo-Ann. "Development of a manual to empower African-American clergy to manage church conflict more effectively." Theological Research Exchange Network (TREN), 2002. http://www.tren.com.
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Audifferen, Ekundayo. "The O.A.U. and crisis diplomacy : a study in regional conflict management." Thesis, University of Aberdeen, 1987. http://digitool.abdn.ac.uk/R?func=search-advanced-go&find_code1=WSN&request1=AAIU009338.
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The 25th of May 1963 marked the establishment of the Organisation of African Unity. This dissertation is an assessment of the conflict management role of the O.A.U. Chapter One proves the background to this study. It traces the history of Pan-Africanism between 1958-1963 and sets out the reasons why the O.A.U. emerged in the way it did. Chapter Two describes in detail the Addis Ababa Summit Conference of May 1963 which produced the O.A.U. Charter. In this chapter the characteristic features of the organisations charter and conflict management machinery are also analysed; thus providing an early insight as to how the O.A.U. operates. Chapter Three provides the first case study. It examines the role of the O.A.U. during the Nigerian Civil War (1967-1970) highlighting the limitations of the organisation, and the political impact of O.A.U. support for maintaining Nigerian unity and territorial integrity. Chapter Four assesses the conflict management role of the O.A.U. during the Angola crisis (1974-1976). The variety of problems encountered by the organisation following large-scale foreign intervention which led to its failure are also high-lighted. Chapter Five constitutes the final case study. It is devoted to the O.A.U.'s role during the Tanzania/Uganda War (1978-1979). Though devoid of extra-African intervention, the O.A.U. failed to resolve the conflict within the context of African Unity. The conclusion of this dissertation is that Pan-Africanism in 1963 did not transcend the political/ideological, socio-cultural and religious differences that have produced fissures in African unity. Equally significant is member state commitment to their sovereign rights and independence. The logical consequences of the above is the absence in the O.A.U. Charter of any provision by which the individual policies of the member states can be judged in line with the letter and spirit of the O.A.U. Charter. Both factors have had a direct impact on the O.A.U.'s effectiveness at resolving conflicts as the case studies demonstrates. A much closer collaboration by member states in the political, economic and socio-cultural spheres would be needed if the organisation is to play a more effective and significant role in African conflict management. Finally, any changes or modifications aimed at strengthening the O.A.U. cannot avoid the lessening of state sovereignty in deference to the organisation.
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Faal, Mohammed. "The OAU and conflict management in Africa : the post Cold War era." Thesis, University of Southampton, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.246845.
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Spaumer, Andrew. "Conflict management in Black African marriages in an urban context : an exploratory study." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65608.
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Conflict is an inevitable part of any relationship and it is this underlying force that brings about change and transformation within the relationship. Therefore, as couples develop strategies and routines that can help them in situations where conflicts arise, it is important to consider such strategies to empower other married couples. To solve conflict in African couples it is important that those conflicts be understood in their social context. The western psychotherapy places too much emphasis on the right of the individual, competition, self-actualisation, and individuality, these being concepts which are not acknowledged in the traditional Afro-centric perspective. It is important in assisting helping professionals to understand how culture influences couples in conflict, especially from Black African couples’ perspective. The research study aims to investigate how Black African couples manage conflicts in their marriages. The approach used in this research study is the qualitative approach where eighteen married Black African heterosexual couples and two groups of married women only and two groups of married men only were interviewed. The research was primarily interested in the meaning that the subjects give to their life experiences; therefore, the qualitative research approach was suitable for the study. To give insight into how Black married couples manage conflict in their marriage, the researcher made use of the collective case study design. Semi-structured interviews, one-on-one interviews as well as group interviews were conducted as primary data collection methods. The findings in this study illustrate communication, finances and family as the major causes of conflict in Black African marriages. The systemic nature of the African marriage allows Black African couples to invite family members, friends, pastors or third parties to mediate during conflicts as external intervention during conflict. The use of professionals like social workers or psychologists is considered as the last resort after family members, friends, pastors or third parties have been consulted. Communication, external intervention of pastors and staying humble during conflict are considered as some of the methods couples use to manage conflict which have proven to yield positive results. The research results assist those in the helping professionals like social workers, counsellors and psychologists working with Black African couples to understand what the causes of conflict in their marriage are. It further brought to light the kind of mediators the helping professionals can use during conflict in African couples’ relationships. Those providing professional services should always consider that in providing services to Black African couples they might not be the couple’s first point of contact for help.Mini Dissertation (MSW)--University of Pretoria, 2017.
Social Work and Criminology
MSW
Unrestricted
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Makokha, J. Maende. "The role of African women in conflict resolution : a case study of the Great Lakes Region of Africa /." Abstract, 2008. http://eprints.ccsu.edu/archive/00000526/01/1975Abstr.htm.
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Thesis (M.S.) -- Central Connecticut State University, 2008.Thesis advisor: Peter A. Kyem. "... in partial fulfillment of the requirements for the degree of Master of Science in International and Area Studies." Includes bibliographical references (leaves 78-83). Abstract available via the World Wide Web.
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Roberts, Ruth. "The role of military companies in African conflicts." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/2187.
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Thesis (MA (Political Science))--University of Stellenbosch, 2007.Private military companies (PMCs)are increasing becoming involved in modern conflicts providing specialised skills such as combat services, planning, intelligence, training, support and technical assistance. They provide an alternative to weak state governments as Western governments have become increasingly reluctant to commit their troops to be involved in the civil conflicts of the developing world. Supporters of the employment of private forces see them as an effective solution to this combination of need from conflict-ridden weak states and reluctance of Western governments and international organisations to intervene in these conflicts ...
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Dlamini, Thandeka Lungile. "Searching for new relevance in the 1990s: the Organization of African Unity as an instrument of conflict resolution." Thesis, Rhodes University, 2000. http://hdl.handle.net/10962/d1002980.
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The 1960's and the 1970's marked a great Pan-African movement in Africa, that saw the liberation of most African states. This Pan-African movement, was spearheaded by a quest to unite Africa, and to abate foreign occupation. Amidst the spirit of unity, lay a promise of an organization that would embody the hopes and aspirations of a continent undergoing a re-birth; a progression towards self-determination, economic development and integration, and the maintenance of peace. Therefore, the inception ofthe Organization of African Unity (OAD) was not only a symbol of a unifying force for Africans, but a diplomatic platform that would promote African needs on the international arena. In effect the OAU, at its inception, was for specific ideals that would guarantee liberation and unity of African states. The outcome of these ideals would be greater regional economic integration and the achievement of peace and stability. These ideals mirrored the structural definition of regional organization, with the inclusion of a Commission for Mediation Arbitration and Conciliation under the OAU Charter, to handle disputes among member states. However, the mere fact that this commission lacked the political wherewithal to resolve conflicts, by its sheer lack of a standing peacekeeping force, contributed to the inefficiency of the organization to play an effective role in conflict management. This study attempts to examine the role ofthe OAU in settling disputes. The study sought to accomplish this, in the following manner. Firstly, an investigation into the nature of conflict and why it persists in Africa was conducted. Further, an examination ofthe tools that practitioners utilize not only to study conflict, but to prevent, manage and resolve it, was done. During the investigation it was found that, although the OAU's greatest successes have come from preventive diplomacy, its structural foundations limit the capabilities of the organization to become more relevant. The Charter of the OAU alludes vaguely to the settlement of disputes, but without an executive political decision-making body able to deploy peacekeepers, its principles are largely meaningless. Amidst the growing concerns, the OAU as a matter of survival, developed initiatives it hopes will make it more effective and relevant. The focus ofthe study was the evolving role ofthe OAU, from its inception to its new role as an instrument of conflict resolution. Most of the scholarly work conducted on the OAU, is concerned with depicting a terminal organization, with little or no hope of surviving. Little emphasis is placed on prescribing remedies on how to improve and restructure the organization. The findings included, inter alia, that the organization is faced with enormous challenges, as the sources of conflict are varied and complex. Africa is now the landscape of collapsed states, economic stagnation, environmental degradation, disease and chronic conflicts. The OAU shoulders much ofthe responsibility for not sanctioning governments that contribute to the decay and suffering of the African peoples. Most ofthe criticism of the OAU, stem from the inability of the organization to play an effective role in resolving conflicts in Africa. Most of Africa's conflicts stem from a lack of political legitimacy, lack of democratic institutions, uneven distribution of resources, ethnic tensions and economic stagnation. Until such problems are addressed, Africa will continue to host the world's deadliest conflicts.
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Bradshaw, Gavin John. "An evaluation of the application of specific conflict management mechanisms in the South African transition to democracy, 1985-2004 : a conflict resolution perspective." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/482.
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South Africa has always been cited as an example of protracted social conflict by the analytical conflict resolution school. Given that appellation, the conflict, in terms of the understanding of that school of thought, would not have been amenable to resolution, and yet many observers hail the South African democratic transition as a miracle of transformation. This thesis, using a detailed application of the various elements of protracted or deep-rooted social conflict, demonstrates that South Africa is indeed an example of protracted social conflict. Given the application of pre-negotiation initiatives, and the establishment of a unique National Peace Accord, negotiations were enabled, and successfully delivered a democratic election, and so far, also a sustainable democracy. The establishment of the Truth and Reconciliation Commission was the result of a realization on the part of a wide spectrum of South African leadership and conflict resolution professionals, that negotiation alone would not provide conflict resolution for South Africans, and that there was therefore an additional need to deal with the deeper issues of conflict, if the settlement were to prove sustainable. The question remains whether ours represents a successful resolution of the conflict from the theoretical perspective of the analytical conflict resolution school. A close examination of South African socio-political issues across a number of domains regarded by the analytical conflict resolution school as important, indicates that while the requirements for conflict resolution were indeed met in the South African case, their more advanced stage of resolution; conflict provention has not been satisfied. That explains the fact that many tensions, much violence and intolerance remain. South Africa’s democracy has not been infused with analytical conflict management institutions, basic human needs have not been substantially met and valued relationships remain elusive. Because protracted social conflict is cyclical, we can expect high-levels of conflict behaviour to haunt, and even threaten our fledgling democracy. It is argued here that a coherent theoretical approach to the South African conflict management process would have produced a more sustainable outcome, and we recommend the continued use and institutionalization of analytical conflict provention processes to secure the future of our country.
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Mutangadura, Chido Samantha. "The role of the African Union in Burundi from 2015 to 2016: an examination of African led mediations in electoral conflicts." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/20714.
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The African Union’s role in the formulation and the implementation of the Arusha Agreement in Burundi has been hailed as a hall mark of success for the organisation’s conflict management on the continent. A decade and a half later Burundi once again finds itself at the precipice of civil war due to the controversy surrounding President Pierre Nkurunziza’s election to a third term in office in 2015. At the time of writing, the mediation efforts are tethering on the brink of failure. The African Union’s response to the political crisis in Burundi has been characterised by policy incoherence, reversals and ineffectiveness as member states have not committed to a particular strategy. This study explores the underlying factors that resulted in the failure of the African Union’s mediation efforts in Burundi by analysing the contingency framework for mediation by Bercovitch Anagnoson and Wille (1991: 11) with specific reference to the eight context variables. The study seeks to understand the failure of mediation in the context of the African Union’s previous success in mediating the signing of the Arusha Agreement. The study reveals that the competing and contradictory narratives surrounding the mediation and the conflict played a significant role in influencing the outcome of the mediation. The study concludes that mediation remains a relevant conflict management strategy for the African Union. The normative framework of the regional organisation however must be shifted to reconceptualise the principle of sovereignty in responding to electoral based conflicts.
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Monama, Fankie Lucas. "Knowledge management and early warning systems : the case of Southern African Development Community's conflict prevention strategy." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/2349.
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Thesis (MPhil (Information Science))--Stellenbosch University, 2008.Africa’s socio-economic reconstruction and development is constrained by the spate of violent conflicts afflicting the continent. Internecine strife and humanitarian concerns have prompted international debates surrounding the efficacy of existing conflict prevention, management and resolution strategies. With Africa seemingly in a semi-permanent state of tension and crisis, and the inability of the global and continental systems and structures to effectively deal with these situations, it requires a disentanglement of a “complex interplay of institutional-bureaucratic and political dynamics,” that place the continent at the centre of intervention dilemma. At the end of the Cold War, violent conflicts on the continent did not wither away, but have become so complex, thus confounding efforts to achieve sustainable peace. This complexity requires greater efforts to improve international, regional and subregional institutional capacities and contingency instruments to facilitate effective responses. The key emphasis within the international community is to enhance instruments to facilitate early detection of conflict situations in order to initiate preventive actions. Put differently, conflict prevention can be facilitated through the dynamic improvement of the processes, structures and functions of (conflict) early warning systems (EWS). In addition, political will is crucial towards the operationalisation of such systems to ensure swift and coordinated implementation of preventive actions. Cedric de Coning argues that conflict early warning systems can “improve our ability to generate the political will necessary to authorize preventive action much earlier in the conflict cycle, by improving our ability to estimate the potential future cost of inaction, and the way we bring this information to the attention of decision makers.” Schmeidl also argues that “early warning needs to be seen as a precondition to developing political will, and thus initiate (or better inform) reasonable response strategies.” However, existing organisational structures crucial for facilitating and expediting conflict prevention initiatives, suffer from “inertia” due to entrenched political structures, hierarchies and competing interests. The United Nations (UN) is an international body with the authority to facilitate conflict prevention. However, it is constrained by organisational complexities such as sectional political self-interest and the “bureaucratic red tape in large bureaucracies”, thus hampering its ability to swiftly and with the correct mandate, to respond to a call for preventive intervention. Hence the devolution of the responsibilities for the settlement of conflicts to the regional and subregional bodies. Conflicts have also “tended to pay little respect to State borders, proving the necessity for inter-State cooperation.” Because of the regionalisation of conflicts, the case of inter-regional collaboration has become increasingly vital as the “appropriate initial actors in seeking to defuse tensions and resolve local disputes within the region.” To this end, stronger intergovernmental mechanisms to facilitate early recognition of conflict situations and early intervention to prevent eruption or mitigate escalation have to be maintained. African countries, as a result, bear the burden of peace interventions from the African Union (AU) which consists of 53 members, to regional economic communities (RECs) such as Southern African Development Community (SADC), which consists of 14 members. These organisations are attenuated by bureaucratic ineptitude for adaptive behaviour that impact on swift and flexible responses. Nation states with diverse historical backgrounds, different political systems and unequal economic strengths are inclined to have fundamental inequalities in power and influence. Consequently, opposing political values, national interest and competing rationalities underlining their actions become sources of contention and impede the establishment of a common ground. These hurdles breed tensions and suspicion that impact on coordination of effort and information sharing regarding conflict situations. Thus, to surmount these barriers, it is imperative to reconcile competing interests through comprehensive inclusiveness, cooperation and effective collaborative partnerships among various stakeholders, particularly civil society and political decision makers. ‘Preventive action’ must, insists the International Peace Academy (IPA), “not be considered as an expedient product or event, but as a continuous, organic process that necessitates a highest degree of inclusiveness and multisectoral participation in dialogue and peace-building. These aspects should be institutionalised within the inter-regional organisations to establish the culture of common effort for common purpose. In the interest of collective effort and to expand AU’s capacity for conflict prevention, the Peace and Security Council (PSC) was established in 2003. The PSC is defined as “a collective security and early warning arrangement to facilitate timely and efficient response to conflict and crisis situation in Africa. Apparently, the PSC, as an instrument of conflict prevention on the continent, is also aimed at achieving unity of thought in dealing with the threats to peace and stability. In conflict situations, state sovereignty, political desirability and competing goals often render peace processes ineffective due to differences regarding the best course of action. The PSC is regarded as the means to create a platform for shared understanding and common vision regarding the challenge of conflict prevention. Still, to be more effective, it requires a strong collaboration with subregional organisations (e.g. SADC) and multisectoral participation of, for example academics, research institutes, civil society organisations (CSOs), non-governmental (NGOs) and community-based organisations (CBOs). The main thrust should be to create a shared framework for political decision makers to make “collective sense” of the problems on the continent, and be in a position to synchronise efforts to achieve peace and stability. Conversely, the AU and also SADC remain politically diverse organisations. As such, operationalisation of conflict prevention initiatives is likely to encounter obstacles emanating from, as Gina van Schalkwyk indicated, “conflict around political values amongst states in the [sub]region and …disputes on the basis of divergent interpretations [of policies]. This creates a paradox between the necessity of conflict prevention and the divergent national interests. Convergent thinking and creating a shared outlook in the existing organisational frameworks (e.g. SADC) is imperative in order to generate political will and to facilitate improved decision making and implementation of proactive responses in the prevention of conflicts.
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Massey, Simon. "Contextualising all-African peacekeeping : political and ethical dimensions." Thesis, Coventry University, 2003. http://curve.coventry.ac.uk/open/items/47e6031c-81e8-8c8c-a900-93297fb9750e/1.
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The hypothesis underlying this research is that Africa's leaders are under a moral/political imperative to summon the will to develop a capacity to intervene in conflicts, possibly with external assistance, but without direct extra-continental intervention. This begs two questions. Is Africa right — politically and morally – to assume this task? And should the rest of the world, particularly the traditional intervening powers, accept and/or promote and/or assist African self-pacification? A trend toward subsidiarity and the regionalisation of conflict management in the African context followed reversals for United Nations and Western policy in the early 1990s, notably in Somalia and Rwanda. In the wake of these setbacks the universal impulse to intervene wherever necessary was overshadowed by a particularist/relativist position that distinguished Africa and African conflicts as cases apart. This translated in theoretical terms to a switch away from a cosmopolitan position allowing of international intervention to a communitarian position that promotes the African 'community' or African sub-regional 'communities' as the primary loci for addressing conflict. The continental organisation, the Organisation of African Union (0AU), has been hampered in assuming this task by its strict Charter adherence to state sovereignty and non-intervention in the internal affairs of its member states. As a result the logic of subsidiarity devolved on Africa's sub-regional organisations, in particular the Economic Community of West African States (ECOWAS) and the Southern Africa Development Community (SADC). However, these organisations have found development of a security framework problematic, suffered from internal rivalries and have been hindered by paucity of funds and logistics. Interventions undertaken under the auspices of these bodies have often been of dubious legitimacy under international law. Viewed from the perspective of the 'just war' tradition these interventions also invariably seem morally suspect. Unwilling to intervene directly, the United States, France and Britain have established a joint initiative to enhance peacekeeping capacity in Africa. This project, under funded and ill considered, has proven inadequate from the perspective of both African participants and its sponsors. The research examines two case studies — intervention by the OAU in Chad in 1980-1982 and the peacekeeping operation undertaken by ECO WAS in Guinea-Bissau in 1998-1999. These cases confirm that existing mechanisms are ineffective for addressing African intra-state conflict. Moreover, they show that extra-African involvement remains an enduring feature of conflict on the continent. A return to the universal/cosmopolitan impulse in terms of international intervention in African conflicts seems unlikely in the short to medium term. In view of this neglect Africa must continue the project of self-pacification. The West is under a moral duty to set aside narrow national interests and expand and improve its existing peacekeeping capacity enhancement programme.
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Mayer, Claude-Hélène. "Managing conflict across cultures, values and identities : a case study in the South African automotive industry /." Marburg : Tectum-Verl, 2008. http://eprints.ru.ac.za/1166/.
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Koorapetse, Michael Moemedi Sean. "A comparison of the Botswana and South African labour dispute: resolution systems." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1010556.
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The purpose of this study was to compare the dispute resolution systems of Botswana and South Africa. As far as the South Africa dispute resolution system is concerned extensive literature on the system was carried out to describe its functioning. As for the Botswana dispute resolution system there was not much written about it in the literature, so in order to find out more about this system semi-structured interviews with labour relations experts which include mediators, arbitrators, lecturers, labour lawyers, trade unionists, employers and government officials held. The framework of comparison was developed to compare the elements of dispute resolution systems against each other and secondly to compare each system against the criteria of performance to the system. The two labour relations systems were compared in terms of elements of the system and the performance of the two systems. In the comparisons of the elements of the systems it was found out that in both systems the nature of disputes was collective and individual disputes both of which can be referred to the initial process of mediation or conciliation. However, in Botswana collective disputes can only be referred to arbitration if they remain unresolved in mediation while in South Africa only collective disputes on essential services go to arbitration while others lead to a strike or lockout if unresolved at conciliation. As for coverage both systems have incorporated public service sector employees in the systems after being excluded from the system for a very long time. The only difference is that in Botswana the Police force is not included while in South Africa they are included in the system. Differences in the avenues of disputes in the two countries were noted, in Botswana the rights/individual disputes go to either arbitration or Industrial Court if unresolved at mediation, inter-est/collective disputes can only go to arbitration while in South Africa the route of disputes is specified in the legislation. As for the human resources of the two countries it was found that the South African system has more qualified, trained and sufficiently experienced staff than the Botswana system. As for the processes it was found that for South Africa the initial process is conciliation while in Botswana it is mediation but these two processes were similar in many ways, from mediation/conciliation the next step in both systems is arbitration and just like the conciliation/mediation, arbitration in both countries was found to be similar except that in South Africa it is a public hearing. The two systems were also compared in terms of their performances and the research has established that between the two systems the South African system proved to be more superior on three of the criteria; efficiency, accessibility and legitimacy than the Botswana system. Therefore, the research proposes a number of recommendations for Botswana to implement namely; establishment of a legislated mixed process of mediation-arbitration, making the dispute resolution system independent from government, recruitment of high qualified and experienced staff for mediation and arbitration, accreditation to private agencies, effective case management system and proper routing of disputes.
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Wood, J. C. "Defining the role of the African Union Peace and Architecture (APSA) : a reconceptualisation of the roles of institutions." Thesis, Coventry University, 2012. http://curve.coventry.ac.uk/open/items/c211face-e5d4-40ae-bb90-d41d0dff935d/1.
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At its core, this research project is a revision of how we conceptualise the role of international organisations. The concept of role is often invoked International Relations when discussing the function of institutions like the African Peace and Security Architecture (APSA), but its full meaning in this context has never been problematised, leading to varying perceptions of its meaning and a lack of common understanding in the discourse. In the case of the APSA, this lack of common understanding has led to a wide variance in how the role of the APSA is categorised, and a corresponding discrepancy in assessments of the institution’s success and utility, which has had a knock-on effect on policy recommendations, which also differ wildly from author to author. This thesis devises technical definitions for the various ways in which the word role is utilised in International Relations and related fields, and in so doing, aims to standardise our understanding of the role of institutions, using the APSA as a case study. After developing a new technical definition of role based on Role Theory, the thesis develops a research programme which sets out to investigate the true role of the APSA, based on an examination of how the APSA’s role has been shaped by key limiting and enabling factors, and how this role is shaped and influenced, and directed; all the while highlighting how it differs from the organisation’s stated role, and scholarly perceptions of that role.
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Dor, Michael Majok Ayom. "Probing diplomacy on resource conflicts between Kenya and South Sudan." Thesis, University of Fort Hare, 2011. http://hdl.handle.net/10353/d1001258.
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The diversity of African Conflicts has become a field of inquiry and drawn the attention of many scholars who wish to theorize the origin of these conflicts. Such conflicts were perceived, in many ways, as originating from a colonial legacy. However, conflicts over natural resources have always played a role in human society, and have retarded socio-development in many countries. Guy Martin acknowledges that, over the last 40 years, Africa has been and continues to be one of the most conflict-ridden regions of the world; this has resulted in untold human suffering (Guy, 2002:185-188). This study focuses on resource conflicts and their outcomes on Public Administration as a discipline. The discussion offers a theoretical review of academic literature in combination with an analysis of the feature of resource conflicts and the relevant policies which govern conflict resolution and management. According to Terry et al (2007:32), “these two regions suffered from developmental and educational ignorance”. Most of the people living in this area are pastoralists; as such, the violence emanating from cattle rustling within Sudan and across its borders with Kenya, Uganda and Ethiopia continues to erode their moral fabric. The remoteness of the area has caused it to be a landscape of conflicts and insecurity and might have been cause for the paralysis of public administration and, in turn, reflected in poor service delivery. During the course of the study, an orderly and systematic use of mixed methods was chosen, since quantitative and qualitative research methods were found to be complementary rather than oppositional approaches. Using both prominent and modest collection procedures, the methods employed in this study proved to be practical and useful. The study examines resource conflict between the Turkana of Kenya and the Toposa of South Sudan. It suggests practical strategies and mechanisms by which the problem will be ameliorated, here and elsewhere, in as far as providing effective and efficient service delivery to the community without fail.
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Georghiades, George. "An exploration of conflict related to land holding entities in the South African land reform process." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15600.
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This evaluative study aims to identify and analyse conflicts within the South African land reform process that have manifested within Communal Property Institutions, and so doing, devising and providing a mechanism that will assist conflict practitioners to approach these conflicts in an informed manner. It further intends to provide for an approach in order to restore social justice to the land reform process, and so doing, suggesting resolution mechanisms to assist in the process for the reasons that this restoration of land rights was originally intended. This study further seeks to investigate the causes, actions and consequences of protagonistic land claimants and beneficiaries within the land reform process, who have created conflict within their communal property institutions, at the expense of those beneficiaries who are subsequently deprived of their land rights. According to Coate and Rosati (1988), human needs are a powerful source of explanation of human behaviour and social interaction. All individuals have needs that they strive to satisfy, either by using a system of “acting on the fringes” or acting as a reformist or revolutionary. Given this condition, social systems must be responsive to individual needs, or be subject to instability and forced change, possibly through violence or conflict). Humans need a number of essentials to survive. According to the renowned psychologist Abraham Maslow and the conflict scholar John Burton, these essentials go beyond just food, water, and shelter. They include both physical and non-physical elements needed for human growth and development, as well as all those things humans are innately driven to attain. For Maslow, needs are hierarchical in nature. That is, each need has a specific ranking or order of obtainment. Maslow's needs pyramid starts with the basic items of food, water, and shelter. These are followed by the need for safety and security, then belonging or love, self-esteem, and finally, personal fulfilment (Rothman J, 1997). Burton and other needs theorists who have adopted Maslow's ideas to conflict theory, however, perceive human needs in a different way, being rather as an emergent collection of human development essentials (Burton J, 1990). Furthermore, they contend needs do not have a hierarchical order. Rather, needs are sought simultaneously in an intense and relentless manner (Rothman J, 1997). Needs theorists' list of human essentials include safety, a sense of belonging (love), self esteem, personal fulfilment,identity, cultural security, freedom, distributive justice, and participation. The South African land restoration process relies largely on the Constitution of South Africa (1996), with the preamble thereof as its tenets. The three land reform programmes that emanate from the Constitution are the Land Redistribution Programme, the Land Tenure Reform programme, and the Land Restitution programme, which have been used in this study as the point of departure from which deviations are measured and analysed. A number of Communal property Institutions have been considered, the findings of which have been evaluated, investigated and analysed, in order to achieve the aims of this study.
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Likoti, Fako Johnson. "African military intervention in African conflicts: an analysis of military intervention in Rwanda, the DRC and Lesotho." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_4006_1182235430.
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The dissertation examines three military interventions in Sub-Saharan Africa which took place in the mid and late 1990s in Rwanda, the DRC and Lesotho. These interventions took place despite high expectations of international and regional peace on the part of most analysts after the collapse of cold war in 1989. However, interstate and intrastate conflicts re-emerged with more intensity than ever before, and sub-Saharan Africa proved to be no exception.
The study sets out to analyse the motives and/or causes of military interventions in Rwanda in 1990, the DRC in 1996-7, and the DRC military rebellion and the Lesotho intervention in 1998. In analysing these interventions, the study borrows extensively from the work of dominant security theorists of international relations, predominantly realists who conceptualise international relations as a struggle for power and survival in the anarchic world. The purpose of this analysis is fourfold
firstly, to determine the reasons for military interventions and the extent to which these interventions were conducted on humanitarian grounds
secondly, to investigate the degree to which or not intervening countries were spurred by their national interests
thirdly, to assess the roles of international organisations like Southern African Development Community (SADC), the Organisation of African Unity (OAU) and the United Nations, in facilitating these interventions
as well as to evaluate the role of parliaments of intervening countries in authorising or not these military interventions in terms of holding their Executives accountable. In this context, the analysis argues that the intervening countries
Angola, Botswana, Burundi, Chad, Namibia, Rwanda, Sudan, South Africa, Uganda and Zimbabwe appeared to have used intervention as a realist foreign policy tool in the absence of authorisation from the United Nations and its subordinate bodies such as the OAU and SADC.
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Foley, Edmund Amarkwei. "Taking a critical look at conflict resolution and human rights from the Organisation of African Unity to the African Union." Diss., University of Pretoria, 2004. http://hdl.handle.net/2263/1083.
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"The Organisation of African Unity (OAU), in spite of its commitments to human rights, failed to develop its institutions for conflict resolution and thus address the problem of massive and grave human rights violations that occurred as a result of conflicts. The OAU failed to actively engage the African Commission, which was established to promote and protect human rights, in addressing any of the conflicts in Africa. The OAU also failed to take action on the reports of the African Commission, in which the Commission had highlighted cases of massive and grave violations of human rights occasioned from conflicts. Consequently, most of the conflicts in Africa have not been fully resolved and there are still instances of sporadic outbreaks of violent conflicts with fatal consequences. The African Union (AU) improves upon the commitment of the OAU to human rights and conflict resolution by incorporating human rights norms into its Constitutive Act and the establishment of the Peace and Security Council of the African Union (AUPSC). However, the AU is yet to demonstrate its real commitment to human rights and conflict resolution particularly in taking action on reports of violations of human rights occurring as a result of conflicts. ... This thesis is composed of five chapters. This first chapter provides a general introduction to the thesis and outlines its structure. Chapter two looks at the relationship between human rights and conflict resolution and examines some of the tensions that exist between the two fields in terms of their normative standards, objectives and strategies. The third chapter then looks at the mechanisms for conflict resolution in Africa under the OAU, manely the Commission of Mediation, Conciliation and Arbitration (CMCA) and the Mechanism for Conflict Prevention, Management and Resolution (MCPMR), their successes and failures and the lessons that can be drawn from their performance and also discusses the role of the African Commission in conflict resolution. Chapter four discusses the AUPSC, its structure, powers, organisaton and performance so far. Chapter five covers the conclusions and recommendations of the study." -- Introduction.Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2004.
Prepared under the supervision of Dr. Enid Hill at the Department of Political Science, School of Humanities and Social Sciences, American University in Cairo, Egypt
http://www.chr.up.ac.za/academic_pro/llm1/llm1.html
Centre for Human Rights
LLM
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Mayer, Claude-Hélène. "Managing conflict across cultures, values and identities: a case study in the South African automotive industry." Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1002790.
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Over the past fifty years, interest in the field of conflict management and peacekeeping has developed worldwide. During the same time, the potential for trans-ultural) conflict has escalated. This can mainly be attributed to the trend towards globalisation, as well as the growing complexity of societies increasingly experiencing more intercultural encounters or cultural transition situations and work-related or organisational conflicts. Cultural transition situations occur in the South African international automotive industry where the emergence of international co-operation, such as joint ventures (driven by globalisation) and new diversity management trends, have changed the way business is conducted. Due to these changes, employees of diverse origins with different cultures, values and identities work together, experiencing work-related conflicts. The purpose of this study was to assess managerial perspectives on conflict, identity and values, as well as on how (trans-cultural) conflict is managed in a selected international organisation in the South African automotive industry. The contribution of this study is twofold, namely to increase the understanding of the complexities of conflict in organisations; and to provide recommendations for conflict resolution strategies to manage (trans-cultural) conflict constructively by considering the values and identity aspects of those individuals involved. This study comprises a single explanatory case study which made use of qualitative data collection and analysis to investigate managerial perspectives on conflict, identity and values, as well as the management thereof, in the selected international organisation in the South African automotive context. Based on the main findings from this case study, it could be concluded that managers with diverse backgrounds experience work-related conflicts which are related to value and identity concepts in the selected organisation. The conflicts experienced fell into the categories of Communication and Treatment, Position and Competition, Organisation and Race and Gender.An overview of the occurrence frequency of value statements revealed that equality, communication and respect were the most commonly indicated values in conflicts. These value concepts include sub-concepts such as: · for equality: race, gender and human equality; · for communication: open, personal, free, decent, calm and proactive communication; and · for respect: mutual respect for self and others. With regard to value concepts and according to value domains of Schwartz (1994) and Schwartz and Bilsky (1987), the value dimensions of selftranscendence comprised the highest number of value statements. This dimension included the value domains of universalism and benevolence. Conflict in the data material was interlinked with identity. The extracts, based on the key words of the identity factors, demonstrated that the identity factors were related to either a weakening or strengthening effect on identities. Social and identity multiplicity in managers provides creativity spaces and flexibility in cases of strong identity patterns. Particularly with weak identities, the existence of conflict potentials could lead to complex conflicts and challenges in conflict management. Communication was most often mentioned as important to successful conflict resolution management and included examples such as round-table talks, smooth communication, face-to-face communication and room meetings. Communication was followed in frequency by strategies of internal intervention, which included the use of the formal structure of the organisation to resolve conflicts.
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Lyamuya, Richard Daniel. "Human-carnivore conflict over livestock in the eastern Serengeti ecosystem with special emphasis on African wild dogs (Lycaon pictus)." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for biologi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-13146.
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AbstractHuman-carnivore conflict is currently one of the main constraints to biodiversity conservation efforts outside many protected areas worldwide. A survey of livestock depredation caused by wild dogs (Lycaon pictus) and other wild carnivore species in the Maasai and Sonjo areas outside Serengeti National Park, Tanzania over two periods between 2007/09 and 2010 using different methodologies indicated a high level of conflict. The conflict related to African wild dogs proved the most significant conflict during both periods compared with that related to other carnivores. Wild dogs were found to cause more attacks in the Maasai area (n = 229, n = 18) than in the Sonjo area (n = 111, n = 9) over both observation periods. However, the difference in attack rates was attributed to a difference in the size of the livestock populations, as there were approximately 318,209 animals belonging to the Maasai tribe, while the Sonjo tribe had only 78,191 livestock. Therefore, wild dogs were found to exert a statistically significantly higher depredation rate (1.42 animals per 1000 per year) related to the Sonjo tribe compared with the Maasai tribe (0.72 animals per 1000 per year), as estimated only during the first period.African wild dogs were found to be the most common predator in both areas for both periods. However, in the second period, leopards (Panthera pardus) and spotted hyaenas (Crocuta crocuta) were also found to be quite common predators in both areas. Shoats (sheep & goats) were depredated more frequently than cattle/donkeys by wild dogs and other carnivores in the area. Livestock depredation was found to occur most frequently during evening. While shoats were found to be most frequently attacked during the wet season, cattle/donkeys were most frequently attacked during the dry season. The results of this study recommend that traditional livestock husbandry techniques should be improved, as should the use of non-lethal control measures. Prevention and control measures for diseases that can affect both livestock and wildlife should be instituted in the area to enhance the survival rate of young animals. If possible, herders should bring their livestock back to boma before 16:00 hrs in the evening. Shoats should be more attentively looked after during the wet season. Furthermore, eco-tourism activities should be encouraged in the area. To achieve these aims, the reinforcement of wild dogs conservation awareness programmes in the area is a possible way forward.
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Amponsem-Boateng, Richard. "Prospects of the Economic Community of West African States standby force." Fort Leavenworth, KS : US Army Command and General Staff College, 2006. http://cgsc.cdmhost.com/u?/p4013coll2,705.
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Crichton, Andrew Trevor Mark. "Prospects of an effective African peacekeeping capability : from rhetoric to reality." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/2178.
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Thesis (MPhil (Political Science))--University of Stellenbosch, 2009.ENGLISH ABSTRACT: This thesis examines the prospects of an effective African peacekeeping capability in light of the developing peace and security architecture of the relatively new continental body, the African Union (AU). The primary aim is to determine the nature and severity of those challenges that currently face the organization’s ambition of realizing this Pan-African dream. This study is a qualitative analysis that comprises both descriptive and exploratory aspects. The thesis begins by discussing the development of peacekeeping in conflict management. It establishes that peacekeeping emerged as an ad hoc response by the UN to address the growing issue of inter-state conflict during the Cold War, but has evolved into one of the primary tools used by the international community to manage complex crises. The advent of new security threats in the post-Cold War era, spurred on by the dynamic process of globalization, necessitated that peacekeeping adapt and is commonly perceived in contemporary discourse as a multidimensional practice. Central to this development was the shift in focus from international to human security and the recent development of the Responsibility to Protect doctrine. The study then goes on to explore the process that has ultimately led to the establishment of the AU’s proposed peacekeeping capability, the African Standby Force (ASF). With a dramatic increase in incidences of violent conflict across the globe in the 1990s, the UN’s limited resources were pushed to the limit, thus paving the way for regional organizations to play a more important role in ensuring international peace and security. The establishment of the AU in 2002 was meant to put to bed the inability of its forerunner, the Organization of African Unity (OAU), which had suffered from limited financial, logistical and structural competence, while its political and institutional authority was hampered by dissent and the qualified support of member states. However, as the African Union Mission in the Darfur region of Sudan (AMIS), highlights, the AU’s peacekeeping capacity is hamstrung by a lack of political will on the part of African leaders, weak institutional capacity, severe financial constraints as well as an overly militaristic approach that neglects the essential multidimensional nature of peacekeeping.
AFRIKAANSE OPSOMMING: Die tesis ondersoek die vooruitsigte van ‘n effektiewe Afrika vrede-bewaringsmag, binne die konteks van die huidige Afrika Unie (AU) se raamwerk vir vrede en sekuriteit. Die primêre navorsingsdoel is om vas te stel wat die AU se belangrikste uitdagings is, om die die strewe na Pan-Afrikanisme te bewerkstellig in die area van vrede-instandhouding op die kontinent. Eerstens word ‘n oorsig gegee oor die ontwikkeling van vrede-instandhouding binne die konteks van konflikbestuur. Die afleiding word gemaak dat vrede-instandhouding ontstaan het as ‘n ad hoc proses binne die Verenigde Nasies ten einde inter-staat konflik tydens die Koue Oorlog, te besleg. Dit is later binne die internasionale gemeenskap aanvaar as die primêre strategie vir die oplossing en hantering van internasionale konflik. Na die einde van die Koue Oorlog, en tesame met die dinamiese proses van globalisering, het vredeinstandhouding egter verder ontwikkel en ’n multi-dimensionele proses geword. Hierdie ontwikkeling is hoofsaaklik gekenmerk deur ’n fokus wat wegbeweeg het van tradisionele soewereiniteits-sekuriteit na menslike sekuriteit. Dit het gepaardgegaan met die gelyktydige ontwikkeling van die Verantwoordelikheid om te Beskerm doktrine. Die studie ondersoek verder die prosesse wat bygedra het tot die AU se voorgestelde vredesmag – die Afrika Bystandsmag (ASF). As gevolg van ’n toename in internasionale konflik tydens die 1990s is die Verenigde Nasies se vermoeëns tot die uiterste beproef. Dit het die weg gebaan vir die opkoms van kontinentale en streeks-organisasies om ‘n meer prominente rol te speel in internasional vrede-instandhouding en sekuriteit. Die stigting van die AU in 2002, was veronderstel om die finansiële, logistieke en strukturele tekortkominge van sy voorganger, die Unie vir Afrika Eenheid (OAU) aan te spreek, aangesien laasgenoemde se politieke en institusionele hoedanigheid ondermyn is deur sy lidlande. Daar word bevind – met behulp van ’n gevalle-studie analise van die AU se Sending na Soedan (AMIS) dat die AU se kapasiteit nie na wense is nie, as gevolg van die gebrek aan samewerking tussen leiers, finansiële tekortkominge en ’n neiging om militaristiese benadering te volg, ten koste van die multi-dimensionele aspek van vredes-instandhouding.
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Powell-Bennett, Claudette. "The influence of culture on conflict management styles and willingness to use mediation: A comparative study of African Americans and Afro-Caribbeans (Jamaicans) in South Florida." Thesis, NSUWorks, 2017. https://nsuworks.nova.edu/shss_dcar_etd/79.
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Conflict management style preference and use of mediation within the Black population in the United States (US) is not well understood. The purpose of this study is to find out if there is a significant difference in conflict management style preference and use of mediation by African Americans and Afro-Caribbean (Jamaicans) living in the United States. Based on Hofstede's theory of individualism-collectivism cultural orientation, the US culture emphasizes individualism while Jamaica’s culture emphasizes collectivism. Responses were collected from 108 African American and Jamaican respondents anonymously, of which 96 were deemed usable. The Rahim (1983) Organizational Conflict Management Style Inventory was used to collect data on the five styles and was analyzed with the appropriate statistic test. A thematic analysis was used to analyze the text-based data gathered from the two open-ended questions at the end of the survey. The thematic analysis revealed two major themes: personal and workplace relationship conflict situations. It is recommended that future study includes three groups of Blacks instead of two groups. The preferred conflict management style from the combined group result is the compromising style. A significant difference was found in the obliging and compromising conflict management styles between African Americans and Jamaicans. No significant difference was found between the groups’ conflict management style and willingness to use mediation. The open-ended questions and individual textual description of conflict experience and willingness to use mediation were used to clarify the quantitative results and provide a better understanding of the similarities and differences among people of African descent from different cultural orientations.
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Karimi, Rebekah R. Schulte Bruce A. "An assessment of perceived crop damage in a Tanzanian village impacted by human-elephant conflict and an investigation of deterrent properties of African elephant (Loxodonta africana) exudates using bioassays." Diss., Statesboro, Ga.: Georgia Southern University, 2009. http://www.georgiasouthern.edu/etd/archive/fall2009/lyndsay_a_itoh/Itoh_Lyndsay_A_200908_MS.pdf.
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"A thesis submitted to the Graduate Faculty of Georgia Southern University in partial fulfillment of the requirements for the degree Master of Science." Title from PDF of title page (Georgia Southern University, viewed on June 19, 2010). Bruce A. Schulte, major professor; Lissa M. Leege, J. Michelle Cawthorn, committee members. Electronic version approved: December 2009. Includes bibliographical references (p.76-78).
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Mtingele, Mkunga Humphrey Percival. "Leadership and conflict in an African church : an inquiry into the context, nature, causes and consequences of conflict management in the Anglican Church of Tanzania during the period of indigenous leadership circa 1960-circa 2000." Thesis, Open University, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.412393.
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Powell-Bennett, Claudette. "The Influence of Culture on Conflict Management Styles and Willingness to Use Mediation| A Comparative Study of African Americans and Afro-Caribbeans (Jamaicans) in South Florida." Thesis, Nova Southeastern University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10623422.
Full textAbstract:
Conflict management style preference and use of mediation within the Black population in the United States (US) is not well understood. The purpose of this study is to find out if there is a significant difference in conflict management style preference and use of mediation by African Americans and Afro-Caribbean (Jamaicans) living in the United States. Based on Hofstede's theory of individualism-collectivism cultural orientation, the US culture emphasizes individualism while Jamaica’s culture emphasizes collectivism. Responses were collected from 108 African American and Jamaican respondents anonymously, of which 96 were deemed usable. The Rahim (1983) Organizational Conflict Management Style Inventory was used to collect data on the five styles and was analyzed with the appropriate statistic test. A thematic analysis was used to analyze the text-based data gathered from the two open-ended questions at the end of the survey. The thematic analysis revealed two major themes: personal and workplace relationship conflict situations. It is recommended that future study includes three groups of Blacks instead of two groups. The preferred conflict management style from the combined group result is the compromising style. A significant difference was found in the obliging and compromising conflict management styles between African Americans and Jamaicans. No significant difference was found between the groups’ conflict management style and willingness to use mediation. The open-ended questions and individual textual description of conflict experience and willingness to use mediation were used to clarify the quantitative results and provide a better understanding of the similarities and differences among people of African descent from different cultural orientations.
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Bukae, Nkosi Makhonya. "An analysis of the Southern African Development Community (SADC) preventive diplomacy in the kingdom of Lesotho: a case study." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1008296.
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The focus of this study is the Southern African Development Community (SADC) preventive diplomacy interventions in Lesotho in 1994, 1998 and 2007. The core aim of the study was to evaluate the efficacy of the SADC security mechanism (the Organ on Politics, Defence and Security (OPDS) in conflict prevention, management and resolution on the basis of the Lesotho experience. Data for this qualitative case study was collected through interviews and document analysis. The twenty four participants for the study were drawn from the SADC OPDS unit, Lesotho political parties, Civil Society Organisations (CSOs), Academics from the University of Botswana (UB) and the National University of Lesotho (NUL), retired Botswana Defence officers who participated in the Lesotho missions and office of the post-2007election dispute dialogue facilitator in Lesotho. Documents on the SADC Treaties, Protocols, Communiqués and interventions in other set ups were used to highlight its operational policies, mandate, structures, successes and challenges. Lesotho was chosen as a case study because SADC employed both non-coercive (SADC Troika and Eminent Person mediation, 1994 and 2007 respectively) and coercive measures (the 1998 military intervention). The findings of the study revealed that SADC as a regional body had its own successes and challenges. Different perceptions on the SADC interventions in Lesotho emerged mainly between the participants from the ruling party and the opposition parties. While the former commended SADC for successfully mitigating the calamitous effects of 1994, 1998 and 2007 post-electoral violence, the opposition parties viewed the regional organisations as engaged in illegal interference in the domestic affairs of the country to defend the incumbent governing party. It also emerged from the study that the SADC security mechanism has numerous structural and operational flaws. There were several unanswered questions revolving around the legality and mandate of some of the missions. For instance, no concrete evidence emerged as to whether the 1998 military intervention was authorised by the SADC. The study also revealed that SADC has learnt valuable lessons from the Lesotho missions. Some of the reforms which the SADC has introduced in the OPDS such as the establishment of the SADC Stand by Force, Early Warning structures, the Mediation Unit, and a panel of expert mediators emanated mainly from the Lesotho experiences. The study recommends that SADC needs to harmonise the efforts of its OPDS structures such as the Mediation Unit; the Troika; the Inter-State Defence and Security Committee (ISDSC); the Inter-State Politics and Diplomacy Committee (ISPDC) and the Summit of Heads of States and Governments for rapid, coherent and well coordinated interventions in future regional preventive missions. It is also recommended that SADC should focus on identifying and mitigating underlying causal factors such as underdevelopment; poverty; deprivation of freedoms, marginalisation and other forms of social stratifications and oppression in its preventive diplomacy missions if durable peace is to be achieved in Lesotho and any other future cases.
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Blignaut, Alice May. "An impact and cost-benefit analysis of some SAPS personnel capacity-building programmes / by Alice May Blignaut." Thesis, North-West University, 2007. http://hdl.handle.net/10394/1816.
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Demsa, Paul Meslam 1949. "International Peacekeeping Operations: Sinai, Congo, Cyprus, Lebanon, and Chad Lessons for the UN and OAU." Thesis, University of North Texas, 1989. https://digital.library.unt.edu/ark:/67531/metadc330944/.
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Peacekeeping is a means by which international or regional organizations control conflict situations that are likely to endanger international peace and security. Most scholars have viewed the contributions of peacekeeping forces only in terms of failures, and they have not investigated fully the political-military circumstances" under which conflict control measures succeed. This dissertation is an attempt to bridge this gap and to show how the OAU compares with the UN in carrying out peacekeeping missions.
The method of research was the case study method in which primary and secondary data was used to describe the situations in which six peacekeeping forces operated. The content of resolutions, official reports and secondary data were examined for non-trivial evidences of impediments to implementation of mandates.
Findings from the research indicate that peacekeeping missions not properly backed by political efforts at settlement of disputes, cooperation of the superpowers, and financial and logistic support were ineffective and usually unsuccessful. Lack of consensus and pursuit of national interests have resulted in ambiguous or unrealistic mandates and have reduced the effectiveness of peacekeeping operations. Moreover, parties to a conflict were interested only in solutions that favored their interests and were often skeptical about the role and credibility of peacekeeping forces. But the continued violations of ceasefire agreements in defiance of the presence of peacekeeping forces were due partly to the force's inability to use force except in self-defense ,
Most of the forces operated under serious operational and logistical difficulties and they were inadequately funded. But none of the three factors has been responsible alone for the failure of peacekeeping missions. The coordination of UN operations has been better than that of the OAU. In civil war situations, national governments have requested peacekeeping forces because they could not, unaided, put down their opponents. The UN has deployed its forces only as a means of relaxing tensions while member-states have pursued other interests.
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Williams, Heiletje Marili. "The effect of the human relations and health maintenance components of the SAPS self-management programme / Heiletje Marili Williams." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1631.
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Background: The success achieved with the South-African Police Service’s generic Personnel Capacity-Building Programmes contributed to a 2003 decision by the National Commissioner that a similar type of intervention should be included in the basic training of SAPS recruits. This led to the development of the Self-Management Programme. This programme is, since July 2004, an integral part of the empowerment of more than 8000 recruits annually and is presented on a bi-annual basis.
A comprehensive study into the programme’s short-term and long-term effect and return on investment (ROI) was launched in 2004. This thesis will report on the results achieved with the measurement of the programme’s human relation and health maintenance components.
Objectives: The primary aim of the study was to determine the effect of the Self-Management Programme’s human relations and health maintenance modules on the knowledge, attitude and behaviour of SAPS recruits, as well as the programme’s return on investment coefficient.
Method: The study utilised an experimental research design, as well as focus groups and triangulation. It involved an average of 520 recruits (400 for the experimental groups and 120 for the control groups) per module. This was supplemented by qualitative research in which 91 recruits participated in various focus groups. The modules and programme was also subjected to a structured and comprehensive return on investment analysis.
Results: Through the triangulation of measurements it was ascertained that the human relations and health maintenance modules had a practical significant effect on the recruits’ knowledge, attitude and behaviour and empowered them on both a personal and a professional level. The ROI analysis also showed that the programme was of considerable financial benefit to the SAPS and should remain as an integral part of all new recruits’ training in the future.Thesis (Ph.D. (Social Work))--North-West University, Potchefstroom Campus, 2006.
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Strzeminska, Anna Dominika Boldireff. "The role of regional co-operation in the resolution of the conflict in the Democratic Republic of Congo." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53164.
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Thesis (MA)--University of Stellenbosch, 2002.ENGLISH ABSTRACT: Since the early 1960s, when the majority of African countries gained independence from colonial powers, the continent has been in turmoil. Conflicts have been extensive, and detrimental to economic, political and above all, social development. Today, Africa is under more pressure than ever to find solutions for these conflicts. The situation is complicated by the complex and difficult challenges brought on by a rapidly globalising world. Also conflicts have often been characterised by internal, as well as regional proportions. Coupled with this, the threats facing Southern Africa are of such a nature that they transcend national boundaries, and have a tendency to effect entire regions as opposed to individual states. Thus threats no longer endanger states, but rather their people. fn view of this, conflict resolution requires a regional approach as well, in order to ensure a viable and lasting solution. This thesis attempts to evaluate the contribution of regional co-operation to conflict resolution in Southern Africa. Two concepts imperative to this evaluation are regionalism and security. Both are examined and juxtaposed. The author determines that the concepts have changed dramatically since the end of the Cold War period, and that new regionalism and new security approaches need to be considered in addressing conflicts, since traditional interpretations have become obsolete, particularly in the developing world. Furthermore, an examination of the international, regional and sub-regional organisations, concerned with conflict management on the continent, is carried out. The United Nations and the Southern African Development Community, together with their efforts in Southern Africa analysed. The author takes the conflict in the Democratic Republic of the Congo as a case study, and concludes that the persisting conflict has ensued precisely because regional co-operation was inadequate. The states and leaders involved did not take into account the regional dimensions of the conflict, and also ignored threats to human security. Regional co-operation was at a minimal, and involvement has until now been predominantly unilateral and statist, marked by personal interests, and not those of the population.
AFRIKAANSE OPSOMMING: Sedert die vroeë sestigerjare, toe die meerderheid Afrikalande onafhankliheid van koloniale magte verkry het, was die kontinent in onrus gehul. Dit was omvattende konflik - konflik wat nadelig was vir ekonomiese, politieke en veral sosiale ontwikkeling. Vandag, meer as ooit tevore, is Afrika onder druk om oplossings te vind vir hierdie konflikte. Die situasie word gekompliseer deur die uitdagings gestel deur 'n vinnig globaliserende wêreld. Die konflik word dikwels deur interne sowel as streeksafmetings gekenmerk. Hiermee saam is die bedreigings wat op Suidelike Afrika 'n invloed het van so 'n aard dat dit nasionale grense ignoreer en die geneigdheid het om totale streke, in teenstelling met individuele state, te beïnvloed. Hierdie bedreigings stel dus nie state in gevaar nie, maar eerder hul mense. Om 'n lewensvatbare en blywende effek te hê, benodig konflikoplossing dus ook 'n streeksbenadering aan te neem. Hierdie tesis poog om die bydrae van streekssamewerking, ten einde konflikoplossing in Suidelike Afrika te bewerkstellig, te evalueer. Beide word ondersoek en in verband gebring. Die skrywer bevind dat die konsepte drasties verander het sedert die einde van die Koue Oorlog tydperk, en dat nuwe regionalisme en nuwe sekuriteit benaderings oorweeg moet word, aangesien tradisionele interpretasies verouderd, veral in die ontwikkelende wêreld, is. Verder word internasionale, regionale en sub-regionale organisasies wat gemoeid is met konflikhantering op die kontinent, ook ondersoek. Die Verenigde Nasies en die Suidelike Afrika Ontwikkelings Gemeenskap (SADe), tesame met hul pogings in Suidelike Africa, word geanaliseer. Die skrywer maak gebruik van die konflik in die Demokratiese Republiek van die Kongo as gevallestudie, en kom tot die gevolgtrekking dat konflik ontstaan het juis omdat regionale samewerking nooit werklik gerealiseer het nie. Die betrokke state en leiers het nie die streeksdimensies van die konflik in ag geneem nie, en ook menslike sekuriteit bedreigings ignoreer. Regionale samewerking was beperk tot In minimum, en betrokkenheid was tot nou toe oorwegend eensydig en staats georienteerd, en gekenmerk deur persoonlike belange, en nie dié van die bevolking nie.
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Delport, Kandi Sue. "Conflicts in the role of business as a social partner in the South African economy : a study of skills development in the Border-Kei region." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1011784.
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This thesis analyses conflicts in the role of business as a social partner in the South African economy by studying skills development in the Border-Kei Region. Skills development is a key component of the South African government’s programme of labour market regulation and is founded on a participatory approach. The skills development framework requires the participation and co-operation of multiple social partners but relies heavily on the role of business in the attainment of national and sectoral skills development objectives. Unfortunately, however, there are significant conflicts in the role which business is expected to play which consequently hinder the efficiency of the framework and the likelihood that that these objectives will be realised. One of the most pertinent examples of these conflicts is the voluntary nature of the skills development framework, which incentivises but does not compel organisations to invest in training and development. Other conflicts include dissonances between national and employer led strategies and organisational disincentives to engage in training and development. This qualitative study uses an interpretive approach to study how and to what extent the Skills Development Act is implemented in selected organisations in Buffalo City as well as studying the issues pertaining to the implementation process. By using a purposive sampling approach, this research includes both primary data in the form of semi-structured interviews and secondary data in the form of documentary sources. The data represents the perspectives of business, labour and government and provides significant depth of insight into the discussions and issues surrounding skills development in Buffalo City. This dissertation argues that South Africa’s vocational training system, institutionalised through appropriate legislation, may not be sufficient to mobilise social partners, and of primary concern in this research – business – to invest in skills development. It suggests that extensive reliance on business is an insufficient way in which to upskill the labour market. However, with few alternatives to this approach, it is subsequently essential that business is encouraged to buy into the collective interest of skills development objectives. This primarily entails overcoming the challenges that embody the framework and increasing state emphasis on skills development.
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Muhindi, Solomon Peter Kavai. "Conflict management in Kenyan electoral conflict: 2002-2012." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/12286.
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In the recent years, majority of African countries have been faced by conflicts during election periods. Some of the electoral related conflicts escalated into violence, and they have been transformed or managed. While other electoral related conflicts have just been prevented during the election periods but remain latent conflicts that would escalate triggered by future elections. This study focuses specifically on electoral conflicts in Kenya and its conflict management perspective from 2002-2013. To transform and manage the conflict, peacebuilding initiatives have been integrated in the study. The prime actors in Kenya electoral conflict includes the; the ruling party coalition, the leading opposition coalition and ethnic groupings affiliated to the ruling party and opposition. Other peripheral actors include: the Independent, Electoral and Boundary Commission (IEBC), the International Criminal Court (ICC) and the judiciary. Triangulation (the combination of two or more methods of collecting and analysing data) has been adopted both in data collection and analysis. Focus group interviews, selected individual interviews, and literature reviews were used to collect data, while research findings were analysed systematically using the constructivist grounded theory. Moreover, the liberal peace theory, Institutionalisation before Liberalisation (IBL) and findings from other researchers like (Elder, Stigant and Claes 2014:1-20), and the Afrobarometer research findings (Kivuva 2015) have been used to authenticate the research findings. Research findings indicates that claims of election rigging, numerous institutional failures, negative ethnicity and economic disparity, among other factors heighten the fear and anxiety that escalates during elections. Towards achieving peacebuilding and sustainable peace, the following reforms were undertaken: constitutional changes and reviews, electoral body reform, judicial reform, pursuit of transitional justice, extensive range of local initiatives reforms and police reforms. However, findings in the study also reveal that despite the latter reforms, peacebuilding measures have been short-term, temporal, and not fully successful, leaving behind a latent conflict that could be triggered again with future electoral conflicts. Besides that, negotiation, dialogue and mediation played a role in restoring trust and confidence in the democratic structures after escalated elections. We also recommend that multi-ethnic composition for electoral coalitions should also be adopted as a means to mitigate ethnic triggered conflicts.
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Coady, Allison Marie. "Examining the role of preventive diplomacy in South Africa’s foreign policy towards Zimbabwe, 2000-2009." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/25681.
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The recent political conflict in Zimbabwe has attracted the attention of policymakers, academics and the media alike in the neighbouring countries of the region, across the African continent and internationally. While the story of an ageing African liberation hero turned dictator who, through autocratic rule, has governed his country and his people to the ground in order to maintain power is captivating, a key element of the fascination is the critical diplomatic role played by South Africa from 2000 onward. Foreign policy in post-apartheid South Africa on paper is driven by human rights and democracy, conflict prevention and conflict resolution through peaceful means, and the promotion of African interests in world affairs. However, after observing South Africa’s involvement in the Zimbabwe conflict between 2000 and 2009, South Africa’s foreign policy appears to be propelled more by African solidarity and sovereignty, anti-imperialism, and a softer interpretation of preventive diplomacy than its international counterparts. Thabo Mbeki’s preventive diplomacy toward Zimbabwe during his presidency was slow to produce results, lacked transparency and frustrated many, yet, when examined under a preventive diplomacy theoretical lens, Mbeki’s policy did eventually garner success through the signing of the Global Political Agreement (GPA) and the formation of an inclusive government in Zimbabwe. This dissertation examines the role of preventive diplomacy in South Africa’s foreign policy toward Zimbabwe under Mbeki’s leadership and determines the point at which South Africa switched from an approach of preventive diplomacy to one of conflict resolution and conflict management. The concept of ‘preventive diplomacy’ is often focused on government-to-government relations or the high level diplomacy of intergovernmental organizations such as the United Nations (UN). Multi-track diplomacy expands on this traditional interpretation and considers the preventive diplomacy contributions of a variety of non-state actors to the practice of conflict prevention. This dissertation uniquely moulds the preventive diplomacy theoretical framework of Michael Lund with Kumar Rupesinghe’s concept of multi-track diplomacy to form a more comprehensive illustration of the role of preventive diplomacy in the approach of multiple actors towards the Zimbabwe conflict. The more inclusive preventive diplomacy theoretical framework is then applied to the conflict in Zimbabwe between 2000 and 2009. Through the application of a preventive diplomacy framework which incorporates the concept of multi-track diplomacy it is then possible to observe the South African government’s preventive diplomacy approach toward Zimbabwe first between 2000 and 2007 and then as mandated by SADC between 2007 and 2009 and finally compare it with the diplomacy of multi-track actors such as the UN, Zimbabwe-based and South African-based civil society organizations, the Zimbabwean Diaspora, religious groups, and financial institutions. The examination of the larger role of preventive diplomacy in the Zimbabwe conflict situation leads to the understanding that each diplomatic effort is interlinked. Therefore the culminating event of the South African government’s preventive diplomacy approach in the Global Political Agreement could not have been achieved without the preventive diplomacy efforts of a multitude of actors who were also committed to preventing violence and finding a lasting solution to the conflict in Zimbabwe.Dissertation (MA)--University of Pretoria, 2012.
Political Sciences
unrestricted
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Plaatjes, Carlton Henry. "Assessing conflict and management interventions." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1018930.
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Human resource management, or people management, is concerned with the philosophies, policies, programmes, practices and decisions that affect the people who work for an organisation. The various people management functions are aimed at helping the organisation achieve its strategic goals and as such are an integral part of the management process. People management consists of several aspects and sub-divisions of which pro-active conflict handling and management is one and which is also the subject of this study. The objective of this study was to assess causes of conflict and interventions and styles of conflict management in the workplace. Workplace politics, change management, diversity, cultures and religious views are but a few major sources for the emergence of conflict. We are currently in the era of fast change or more aptly put “hyperchange” and conflict is inevitable and management styles can also create and/or escalate conflict situations including, the composition of diversity in the workplace. This adds to the new challenges of management. Organisations in this decade need to acknowledge that their management styles of days gone by are not relevant anymore and one must understand to recognise conflict and resolve it in an appropriate manner. This study assessed the major causes of conflict in the workplace and whether the managerial style of managers and management interventions impacts on the overall conflict situations experienced by staff members in organisations in Cape Town and Windhoek. It also gave an indication if interventions and conflict management training/programmes are in place or used, if at all. Sometimes conflict is resolved successfully or unsuccessfully and what impact it has on the managers, his/her staff and colleagues and the organisation as a whole. This can have a detriment impact on the business and the culture within the organisation and which could result in or give rise to high labour turnover, underlying unhappy staff and disempowerment of managers and staff and poor production and service levels.
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Mandela, Siyabulela. "Preventive diplomacy and conflict provention in Africa." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/13435.
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South Africa‟s participation in international peace missions is guided by the White Paper of 1998 and premised specifically on the country‟s foreign policy objectives based on its vision of “a better South Africa, a better Africa and a better world”. South Africa recognises itself as an integral part of the African continent and therefore sees its national interests as being intrinsically linked to Africa‟s stability, unity and prosperity. Since 1994, South Africa has placed itself at the forefront of Africa's peace and security endeavours, trying to transform itself from international villain during apartheid years to Pan-Africanist peacemaker. The country has played an instrumental role in both shaping and setting the normative agenda of the African Union and Southern African Development Community. South Africa‟s participation in conflict resolution and peace missions in Africa is informed by an understanding of the nexus that exists between peace, security and sustainable development. This research focuses on South Africa‟s diplomatic and peacekeeping engagement in Lesotho, covering the constitutional and electoral crises from 1994 - 2015 constitutional crisis. The author shows the importance and way forward to resolve conflicts before they become escalated and deadly. The study calls for a „timely‟ reaction to disputes and conflicts on the African continent via preventive diplomacy, conflict provention and addressing of underlying issues that give rise to disputes and conflict.
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Kellum, Duan Carmichael. "Peacebuilders and the values of culturally diverse students." CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2511.
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The purpose of this study is to examine the cultural relevance of the Peacebuilders model. The study shows that programs such as Peacebuilders need to address concepts of culture that will enhance the diversity of program participants. Many schools and school districts are utilizing these programs to head off student violence, resolve student conflicts and premote school wide harmony.
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Mwagiru, Makumi. "The international management of internal conflict in Africa : the Uganda mediation, 1985." Thesis, University of Kent, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.240370.
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Msila, Vuyisile. "The effectiveness of school management: conflict management skills as a missing link in selected schools in Gauteng." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1018647.
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Growing research in educational leadership and management shows that there are many factors that have an impact on the running of effective schools. Many people are now aware of the importance of the school management‟s role in guiding successful schools. This quantitative study was conducted in Gauteng where 100 school managers responded to a questionnaire which probed them about their conflict management and competence skills. The participants responded to a 40 item Likert scale instrument. Each of the items had five alternatives to choose from. The results demonstrate that many teachers were never trained in conflict management skills and that they also find it hard to resolve disputes in their schools. Furthermore, a majority of the participants attributed the dysfunctionality and lack of teacher commitment to the pervading unresolved conflicts in their schools. There was also consensus that intractable conflict adversely affects the culture of learning and teaching in schools. Among the recommendations highlighted at the end are to ensure that prospective school managers are empowered with conflict management skills before assuming their positions.
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Chukwunaru, Charles Obinna. "Conflict prevention, management and resolution in Africa: a case study of the conflict in the Darfur region of Sudan (2003 – 2013)." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14818.
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Africa has witnessed some of the most horrific and devastating conflicts in the world in recent times. This study, concerned about the problem of these seemingly intractable or endemic violent conflicts ravaging the continent of Africa since decolonisation; resulting in poverty, hunger, diseases, massive killing, rape, permanent disability and underdevelopment, examined the issues relating to conflict prevention, management and resolution in Africa. In doing so, it used the conflict in the Darfur region of Sudan as a case study. It examined the role of international organisations, especially that which the African Union and the United Nations played in the prevention, management and resolution of the conflict in the Darfur region of Sudan, as well as the remote and immediate cause of the Darfur conflict and major parties to the Darfur conflict. Other issues examined by this study include the outcome of the United Nations Commission of Inquiry into the violations of international humanitarian law and human rights law, including acts of genocide in Darfur; and the Sudanese government’s response. Moreover, it analysed the implication of the Darfur conflict in the problem of preventing, managing and resolving violent conflict in Africa while drawing some lessons for the African Union, as well as the government of Sudan. However, this research, which adopted the qualitative case study methodology in data collection, presentation and analysis, posits that the protracted violent conflict, which was triggered by some rebel leaders with doubtful motives in the Darfur region of Sudan, who capitalised on the age-long problem of underdevelopment in the Darfur region, as well as low intensity disputes among the tribes over ownership of land and water resources, was avoidable. It further asserts that the African Union lacked the capacity to engage in an effective peace support operation in Africa as witnessed in the failure of its mission in Darfur, which eventually got rescued by the United Nations through the UN-AU Hybrid Mission in Darfur (UNAMID). Further, this study has contributed in narrowing the existing gaps in academic literature on the aspect of conflict prevention management and resolution especially in Africa, even as it introduced the conspiracy theory in the understanding of the issues relating to the conflict in the Darfur region while recommending the immediate operationalisation of the African Union standby force to avert the reoccurrence of the Darfur conflict in Sudan and other parts of Africa, among other strategies aimed at enhancing the capacity and capability of the African Union to prevent, manage and resolve violent conflicts in Africa with or without the intervention of foreign powers. Moreover, this study recommends good governance that will promote political, social and economic justice as well as adherence to the rule of law; against all forms marginalisation, discrimination and other forms of structural violence in Africa. Essentially, this research has made an original contribution to the conflict studies literature with the formulation of the “Violent Intrastate Conflict Model” which explains the conflict dynamics and processes in most violent intrastate conflicts or civil war.
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Mkhomi, Moses Sipho. "Intergroup conflict in selected schools in Diepkloof, Johannesburg North District." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020924.
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Intergroup conflicts are rife in public schools and often the bone of contention is promotional posts. These conflicts can affect the quality of teaching and learning if the focus of the teachers moves from the primary purpose of teaching to contesting senior posts. In addition, such contestation often splits the teaching staff into groups or factions. One such split is between the group made up of teachers belonging to the politically-aligned union and the group of teachers from non-politically aligned teacher unions or those not unionised at all. The School Governing Body parent-wing is often caught in conflict between these two groups as it has the legislative power to recommend appointment to the District Director. It is within this context that this study explores the perceptions of stakeholders in selected schools in Diepkloof with regard to intergroup conflict and investigates whether cadre deployment plays a role in this conflict. The findings of this study reveal stakeholders‟ perceptions that politically-aligned unions tend to exert influence to have their members promoted and, in the process, often overlook better qualified educators.
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Kotze, Sharon Jean. "Social diversity in an engineering workplace: a conflict resolution perspective." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1638.
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The global working environment has altered dramatically over the last decade, with the workforce now consisting of a diverse assortment of individuals. South Africa, in particular, has had to face major challenges as it adapts to the newly conceived "Rainbow Nation". It has also had to make amends for inequalities bred by the past discrimination and the segregation of Apartheid. Prior to this, businesses in general, were inward-looking in that they did not have to comply with or conform to the changing trends found in the international arena. Suddenly, issues such as Black Economic Empowerment, Affirmative Action, gender, age, faith and preferred sexual orientation have had to be accommodated as the new Employment Equity Act of 1998 was promulgated. Each individual coming into the workplace has his or her own cosmological, ontological and epistemological view, and although this facilitates a positive contribution by individuals with regard to varying ideas, skills, talents and expertise, more often than not, the reality is that the differences that exist within a staff complement often result in conflict. Furthermore, South Africa exhibits deep-rooted, social conflict as a result of the oppression of the apartheid years. Unemployment, poverty, poor education and service deliveries are far from being satisfactorily addressed. Therefore, it is assumed that unmet/frustrated basic human needs, as defined in Abraham Maslow‘s "Hierarchy of Needs", play a role in causing conflict both in the workplace and in society. It was felt that basic human needs, as articulated, had not been researched as a cause of workplace conflict and this research will explore the part that frustrated human needs may play in organisational conflict, alongside diversity conflicts.
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Nahonyo, Cuthbert L. "Human elephant conflicts in the Greater Ruaha Ecosystem, Tanzania." Thesis, University of Kent, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.369610.
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Ajam, Razaana. "The need for conflict management in organisations (a health insurance company, Port Elizabeth)." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/3852.
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Conflict is evident in many spheres of life, however this study concentrated more specifically on conflict relating to organisations. Organisational conflict is seen “as any social collectivity, organisations such as private sector companies, government departments, schools and universities, non-governmental organisations, and political parties all experience internal conflict in varying degrees” (Bradshaw, 2008: 22). Each individual coming into a workplace has created his or her own set of challenges especially in the brutal arena of business. Conflict has destructive and productive qualities that can diminish or elevate processes within an organization (Stone, 1999). If it is not harnessed properly or dealt with in the correct manner, it can damage the reputation of a business; resulting in its downfall and this in turn contaminates and affects peripheral businesses associated with the organisation downstream. This study explored the following key aspects: Background of organisational conflict and its management; Background of the organization; Whether these two areas mentioned above can work together to create a cost effective and efficient outcome when dealing with conflict. The research adopted a mixed method approach with predominant focus on qualitative research methodology. The main focus of this study was conflict management within organisations and to probe and determine whether companies see the need to employ the field of conflict management as a strategy in times of fluctuating dispositions. It is evident that the organisation may not be fully aware or make use of alternative conflict resolution strategies and that the main causes of conflict can be eliminated such as poor communication, ill-defined job descriptions and objectives and differing of opinions. The need to employ alternative methods of conflict management may be emphasised by looking at the costs that conflict produces and the use of limited vital resources and the loss of human capital.
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Khosa, Tsakani Elizabeth. "Conflicts in sustainable utilisation and management of resources inside the Kruger National Park." Thesis, University of Limpopo, 2000. http://hdl.handle.net/10386/2626.
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Thondhlana, Gladman, Georgina Cundill, and Thembele Kepe. "Co-management, land rights, and conflicts around South Africa’s Silaka Nature Reserve." Taylor & Francis Group, 2016. http://hdl.handle.net/10962/67781.
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Publisher versionGlobally, co-management of protected areas (PAs) offers promise in efforts to achieve ecological integrity and livelihood needs. Most co-management agreements are premised on joint decision making in defining equitable sharing of benefits from and the management responsibilities for natural resource management. However, co-managed PAs are often conflict ridden. The forceful closure of Silaka Nature Reserve in South Africa in 2013 by a local community epitomizes the conflicts that can emerge in co-management arrangements. Using Silaka Reserve as a case study, we ask questions related to the meaning of land to local people, with an interrogative focus beyond “material benefits” in co-management discourse. The results of this study show that apart from nonaccrual of material benefits, conflicts arise from nonrecognition of nonmaterial aspects such as cultural values of and historical attachment to land and limited involvement of land claimants in decision making. The implications for co-management as a desired outcome on settled land claims are discussed.
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Khobotlo, Shadrack Motlalepula. "The politics of peacekeeping in Southern Africa: a critical assessment of South Africa's engagement in regional peacekeeping initiatives." Thesis, Rhodes University, 1998. http://hdl.handle.net/10962/d1002997.
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International peacekeeping has gained a high profile in international relations and more so, in the post cold war era. The profound increase in the occurrence of civil wars globally and the consequent high demand for the UN to intervene has compelled the world body to delegate its peacekeeping powers to regional organisations. SADC is one of many regional organisations around the world which are faced with the challenge of developing peacekeeping capacities to resolve local conflicts. This thesis endeavours to investigate the prospects of peacekeeping in Southern Africa with specific reference to the involvement of South Africa as a regional power with the wherewithal to play a leadership role in this regard. This is done within the theoretical framework that is provided by the Realist school of thought in international relations. Furthermore, the concept of national interest as defined by Realism will be utilised to explain why countries in Southern Africa in general and South Africa in particular become involved in regional peacekeeping initiatives. The issue of whether the Republic should be involved and how much it should be involved has provoked an intense debate within the country. This debate will therefore be instructive in understanding the dynamics that influence the country's foreign policy behaviour towards the region in relation to playing a leadership role in regional peacekeeping initiatives. The central issue implicit in the debate is the fact that most of the SADC member states that are expected to contribute towards these initiatives have weak economies. This economic weakness in turn leads to the thorny issue of having to seek foreign assistance from western countries from which the region is trying to gain greater independence. This presents the region with a paradox because foreign assistance has serious implications for the SADC countries' sovereignty. It is in this context therefore, that this thesis examines economic development in individual SADC countries and in the region as a whole to establish whether they are in a position to develop a sustainable regional peacekeeping capacity. The contention of the thesis is that economic development is closely related to peacekeeping because without a sound economic base Southern Africa or any other region for that matter, will not be able to develop a viable peacekeeping capacity. On the other hand, keeping the peace in the region is itself important for economic development because it is only in a peaceful environment that economic development can take root.
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Wren, Beverley. "Development of an employee management model to address conflict and discipline in SME's." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/646.
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The research problem addressed in this study is to determine what effect current labour legislation has on small and medium enterprises (SME’s), in particular with regard to handling conflict and disciplinary procedures in the workplace. To achieve this objective a literature study was undertaken to ascertain what labour relations practices are recommended and/or enforced by law. The literature study included a look at the effect of conflict on the workforce and the resultant cause and effect of the stress that conflict causes. The literature study was then used to develop a questionnaire to test the degree to which small to medium sized business managers, in the coastal city of George in the Western Cape, complied with the law and application of the necessary regulations governing labour relations. The empirical study results indicated a healthy adherence to labour legislation in general. The results indicated that the role-players, namely owners and managers of small to medium sized businesses, had valid arguments both for and against the weight of the labour legislation imposed on small businesses. Those businesses that had not indicated a strict adherence to regulation run the risk of costly fines and penalties being imposed on them. Such enterprises would do well to employ an independent consultant to “audit” and update employee records on a regular (6 monthly) basis. Failure to take the time to have all the correct documentation prepared could result in costly labour disputes and government intervention, which far outweighs the cost of a professional ensuring that all the necessary paperwork is correct and in place