To see the other types of publications on this topic, follow the link: Conflict Prevention and Conflict Management.
Journal articles on the topic 'Conflict Prevention and Conflict Management'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Conflict Prevention and Conflict Management.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Nazarov, Nikita. "SOCIAL AND LABOR CONFLICT MANAGEMENT: UKRAINIAN AND FOREIGN EXPERIENCE." Innovative Technologies and Scientific Solutions for Industries, no. 1 (15) (March 31, 2021): 91–97. http://dx.doi.org/10.30837/itssi.2021.15.091.
Full textAbstract:
The subject of study in the article is the process of socio-economic conflict management. The purpose of the work is to substantiate the theoretical provisions and methodological approaches in the management of labor conflicts as a form of social and labor relations based on Ukrainian and foreign experience. The following tasks are solved in the article: to investigate the essence and place of social and labor conflict in the system of social contradictions; provide a classification of conflicts in the social and labor sphere; to study the forms and methods of resolving social and labor conflicts: to analyze the success of conflict prevention in Ukrainian and foreign practice. The following methods are used: method of analysis and synthesis, classification-analytical method, abstract-logical method, historical-retrospective analysis and generalization. The following results were obtained: the concept of socio-economic conflict is clarified. The classification of conflicts is carried out, which gives an understanding of the nature and essence of conflict relations on the following grounds: the method of conflict resolution (antagonistic and compromise conflicts); spheres of conflict (political, social, economic, organizational conflicts); direction of impact (vertical and horizontal conflicts); degree of conflict confrontation (hidden and open conflicts); the number of participants in conflict interaction (intrapersonal, interpersonal, intergroup); needs (cognitive and interest conflicts). Structural and interpersonal methods for resolving conflict situations are defined. An analysis of the current state of resolution and prevention of labor conflicts in 2020 was conducted according to the National Service for Mediation and Reconciliation. Foreign experience in resolving labor disputes has proved the feasibility of developing the following ways to resolve labor disputes in Ukraine: with the help of special courts on labor and social security (sectoral justice); through civil proceedings in general courts; through conciliation and arbitration procedures. Conclusions: The analysis allowed to determine the essence of social and labor conflict as a form of social and labor relations at the micro, meso, and macro levels, which is manifested in the opposition of the subjects of the socio-economic sphere. Applying the gained world experience it is possible to reduce social tensions and to strengthen social and economic safety of the state.
Keywords: brand; definition; branding; brand book; rebranding; stages.
2
Adams, Adeola, and Chux Gervase Iwu. "Conflict resolution: Understanding concepts and issues in conflict prevention, management and transformation." Corporate Ownership and Control 12, no. 4 (2015): 431–39. http://dx.doi.org/10.22495/cocv12i4c4p1.
Full textAbstract:
Conflicts are inevitable. They can be prevented on some occasions, managed on others, but resolved only if the term conflict is taken to mean the satisfaction of apparent demands rather than the total eradication of underlying sentiments. Within the context of South Africa and Nigeria, two nations characterised by a mix of reputations, the understanding of the concepts of conflict prevention, conflict management and conflict transformation is pertinent to courting peace and harmony among the different groups of people. For one, conflict resolution opportunities restore our humanness and avowed commitment to the larger society. This is premised against the backdrop that conflict is both an intrinsic and inevitable part of human existence involving the pursuit of incompatible interests and goals by parties. This paper attempts the development of a general framework for understanding the different concepts of conflict. The paper concludes by admitting that conflict resolution has less to do with removing conflict per se, but evolving an appropriate option for nipping it in the bud before it degenerates into a crisis. Conflict resolution therefore becomes the harbinger of our social reconstruction and the criterion for measuring the sanity and conformity of social systems
3
Charkhakan, Mohammad Hadi, and Gholamreza Heravi. "Evaluating the preventability of conflicts arising from change occurrence in construction projects." Engineering, Construction and Architectural Management 26, no. 8 (September 16, 2019): 1777–800. http://dx.doi.org/10.1108/ecam-09-2018-0361.
Full textAbstract:
Purpose Although several studies have evaluated effective factors for conflict occurrence, researchers have developed few methods of determining preventive capacities and determining preventive measures on the basis of an analysis of chain of risks that cause conflict. The purpose of this paper is to devise a mechanism for conflict prevention by evaluating chain of risks that cause conflict and different conflict types. Design/methodology/approach Efforts centered on facilitating the prevention conflicts through analyzing the effects of chain of risks on change causes, decomposing the mixture of conflict types in each conflict and determining the contribution of each conflict type to conflict creation. Findings The paper expands the existing body of knowledge on conflict management through the determination of complex relationships, namely, the relationship between conflict causes and project parties and the coherence between project parties and conflict types. Originality/value A practical example is analyzed to demonstrate the proposed approach capabilities. The results showed that using the developed approach to determine conflict type can serve as a means of control in projects and the developed approach can be incorporated into construction contracts as a conflict resolution mechanism. This paper presents an understanding of complex relationships among the chain of risks which cause conflict, the important players in conflict management process and different conflict types. It also provides a basis to select an effective management method for each conflict.
4
Tretyak, Irina A. "Prevention and resolution of constitutional conflicts: concept and methods." Law Enforcement Review 3, no. 4 (January 16, 2020): 30–41. http://dx.doi.org/10.24147/2542-1514.2019.3(4).30-41.
Full textAbstract:
The subject. The article is devoted to different methods of constitutional conflicts resolution, classification of constitutional conflicts, genesis of constitutional conflict diagnostics theory as a system of different measures for constitutional conflicts prevention.The purpose of the article is to confirm or disprove hypothesis that methods of constitutional conflicts resolution and prevention may be classified by different bases.The methodology of the study includes general scientific methods (analysis, synthesis, description) as well as sociological and economic approaches. The main results and scope of their application. The author describes different groups of conflict resolution methods, it’s types and system. The optimal way to resolve the constitutional conflict is systematic application of the following principles: 1) the legality of measures; 2) priority of human and civil rights and freedoms; 3) ultimo ratio (last resort); 4) proportionality of measures; 5) the effectiveness of measures, aimed at resolving the constitutional conflict. Conclusions. Constitutional conflicts are resolved by special legal methods. Depending on the enforceability of such methods for the conflicting parties, such methods can be classified into: - enforcement methods, that are based on the constitutional power of legal enforcement to be applied to one side of the conflict by the other party or by the actor of the constitutional-legal conflict (measures of constitutional enforcement, the mechanism of checks and balances); - cooperative methods, which are understood as mechanisms for resolving constitutional conflicts, enshrined in the norms of constitutional law and based on cooperation, mutual assistance of the parties to the conflict on a parity basis (various forms of coordination, such as negotiations, mediation, conciliation). Methods and mechanisms of conflicts prevention are not the part of methods of resolving constitutional conflicts, since the first methods are applied before the appearance of constitutional and legal conflicts. A constitutional conflict diagnostics as a method of constitutional conflict prevention is based on risk management system and represents a system of legal and organizational measures, aimed at identifying risks of constitutional conflicts and legal monitoring.
5
Tenytska, Tetiana, Iuliia Myroshnychenko, and Ekaterine Lomia. "Conflict management system in health care." Health Economics and Management Review 1, no. 2 (2020): 61–69. http://dx.doi.org/10.21272/hem.2020.2-07.
Full textAbstract:
This article provides ways to improve the conflict management system in health care based on analyzing the causes of conflicts in a private medical institution. The authors considered the healthcare delivery process in the triad «health worker – patient – society». The study involved analyzing conflict causes in the health care system in the relationship between «health worker – patient» and «health worker – health worker». To determine the conflict causes in private medical institutions and ways to minimize them, the authors used questionnaire data collection, interviewing technique, data analysis, and graphic approach. The study object is medical staff and patients of SILMED Diagnostic Medical Center in Ukraine. The findings identified the main problems in the organization of the conflict management system. Therefore, the essence of conflict situations arising in a medical institution was determined. The obtained results allowed formulating proposals to improve the conflict management system of the private medical institution. Thus, the authors emphasized that the conflict management system in private medicine should minimize the probability of conflict, focus on the treatment quality and the service price. Besides, it should include the development of moral codes for doctors in private medical institutions. The authors noted that to reduce conflict in the relationship «medical worker – medical worker», conflict prevention is more effective than constructive resolution. Thus, conflict prevention requires less effort, resources, and time for a successful clinic operation. To decrease conflicts in the relationship «health worker – patient», it is essential to make a pact between the patient and private medical institution. It establishes the patient’s relationship with the clinic and is publicly available for customers. In the study, the authors concluded that during the consultation, the healthcare professional should persuade the patient to follow all recommendations for maintaining or improving the patient’s health, requiring, if necessary, evidence from the clinic’s patients to follow the treatment protocol.
6
Soliku, Ophelia, and Ulrich Schraml. "From conflict to collaboration: the contribution of co-management in mitigating conflicts in Mole National Park, Ghana." Oryx 54, no. 4 (September 10, 2018): 483–93. http://dx.doi.org/10.1017/s0030605318000285.
Full textAbstract:
AbstractFew studies exist about the extent to which co-management in protected areas contributes to conflict prevention or mitigation and at what level of the conflicts such collaborative efforts are possible. Following varying degrees of conflict, Mole National Park, Ghana, embarked on a collaborative community-based wildlife management programme in 2000. Using Glasl's conflict escalation model, we analysed the contribution of co-management to mitigating and preventing conflicts from escalating. We conducted a total of 22 interviews with local traditional leaders, Park officials and local government officials, and 26 focus group discussions with farmers, hunters, women and representatives of co-management boards, selected from 10 of the 33 communities surrounding the Park. Our findings indicate that co-management can help mitigate or prevent conflicts from escalating when conflicting parties engage with each other in a transparent manner using deliberative processes such as negotiation, mediation and the use of economic incentives. It is, however, difficult to resolve conflicts through co-management when dialogue between conflicting parties breaks down, as parties take entrenched positions and are unwilling to compromise on their core values and interests. We conclude that although co-management contributes to successful conflict management, factors such as understanding the context of the conflicts, including the underlying sources and manifestations of the conflict, incorporating local knowledge, and ensuring open dialogue, trust and transparency between conflicting parties are key to attaining sustainable conflict management in protected areas.
7
Coleman, Peter T., Katharina G. Kugler, Robin Vallacher, and Regina Kim. "Hoping for the best, preparing for the worst." International Journal of Conflict Management 30, no. 1 (February 11, 2019): 45–64. http://dx.doi.org/10.1108/ijcma-03-2018-0040.
Full textAbstract:
PurposeThe purpose of this paper is to propose that a more optimal regulatory focus in conflict reflects a mix of promotion and prevention considerations because conflict often elicits needs for promoting well-being as well as needs for preventing threats to security and interests. Two studies using distinct methodologies tested the hypothesis that social conflict is associated with better outcomes when the parties construe the conflict with a regulatory focus that reflects a combination of both promotion and prevention orientations. Design/methodology/approachStudy 1 was an experiment that framed the same low-intensity conflict scenario as either prevention- or promotion-focused, or as both. In Study 2, we mouse-coded stream-of-thought accounts of participants’ actual ongoing high-intensity conflicts for time spent in both promotion and prevention focus. FindingsIn Study 1, the combined framing resulted in greater satisfaction with expected conflict outcomes and goal attainment than did either prevention or promotion framing alone. However, a promotion frame alone was associated with greater process and relationship satisfaction. These results were replicated in Study 2. Originality/valuePrior research on regulatory focus has emphasized the benefits of a promotion focus over prevention when managing conflict. The present research offers new insight into how these seemingly opposing motives can operate in tandem to increase conflict satisfaction. Thus, this research illustrates the value of moving beyond dichotomized motivational distinctions in conflict research, to understand the dynamic interplay of how these distinctions may be navigated in concert for more effective conflict engagement. It also illustrates the value of mouse-coding methods for capturing the dynamic interplay of motives as they rise and fall in salience over time.
8
Wang, Nannan, and Guobin Wu. "A Systematic Approach to Effective Conflict Management for Program." SAGE Open 10, no. 1 (January 2020): 215824401989905. http://dx.doi.org/10.1177/2158244019899055.
Full textAbstract:
Due to the complex structure and stakeholder relationships within a program, the management of conflicts in program therein proves more challenging than with a single project. The internal conflict of a program affects the performance of the program team and the success of the program. The previous researches focus more on the project level rather than program level, and lack a systematic analysis of management mechanism of team conflict. This research contributes to the program conflict literature by investigating the unique nature and solutions of conflict within program team, taking a systematic and innovative view on the organizational structure of a complex construction program. The findings reveal unique program conflict and their causes and impacts, and suggest the principles and alternative resolution strategies for conflict in program. The different roles of stakeholders in program conflict are analyzed by social network method. A program conflict management model is developed for the effective management of program conflicts. The model provides a systematic view of the learning cycle of program conflict management, including conflict identification, resolution, feedback, and prevention, of which many patterns are found distinct from project conflict management. The research results can benefit practitioners and researchers in better understanding and minimizing program conflict.
9
Udovitsa, Oleg, and Svetlana Shekera. "CAUSES AND PREVENTION OF MANAGEMENT CONFLICTS IN THE FIELD OF ACTIVITY OF HEADS OF DOMESTIC ENTERPRISES OF THE TOURIST BUSINESS." GEOGRAPHY AND TOURISM, no. 60 (2020): 26–32. http://dx.doi.org/10.17721/2308-135x.2020.60.26-32.
Full textAbstract:
The purpose of this work is to determine the causes of conflicts among managers, stages of development of a conflict situation and the solution of administrative conflicts at enterprises in the field of providing tourism services. In accordance with this, it is necessary to solve the following task: to identify the consequences of managerial conflicts, to explain the stages of the conflict resolution process, and also to identify the goals that provoke a conflict. Methodology. To solve this research goal, an integrated and systematic approach was used based on general scientific and special methods, such as formal logic, analysis and systematization, generalization, literary and comparative methods. In the course of the study, we used literary sources on issues of conflict resolution at enterprises. The available statistical materials have been worked out. Results. It has been established that a managerial conflict goes through all the same life cycle stages as any other type of conflict with characteristic features. It was revealed that managerial conflicts have devastating consequences if they are not resolved. In the field of providing tourism services, where the main job is constant communication, managerial conflicts arise primarily because of the leaders' own ambitions, because of inadequate perception of information, and the like. It was revealed that at the enterprises of the tourism business possible conflicts due to incorrect transmission of information, since it goes through the process of "distortion" (that is, distortion of real information) or "filtering" (that is, replacing important data with unimportant or omission of important information, considering it unimportant ). Conflicts can and should be prevented by implementing a conflict prevention strategy. The scientific novelty of the study lies in the adaptation of the theory of conflict at the managerial level to the tourism sector in order to solve communication problems that arise. The practical significance of the study lies in the fact that managers must know the theory of conflicts, prevent in order to conflict, and also resolve with positive consequences. The research materials can be used for further research on this topic and in the process of training in higher educational institutions for specialties 073 "Management" and 242 "Tourism" in the study of management disciplines and the basics of conflict management in order to create and reproduce special skills for resolving conflict situations in work collectives among managers.
10
Figueras Comas, Sara, Jordi Calvo Lajusticia, and Marta Capllonch Bujosa. "Prevención y resolución del conflicto en educación física desde la perspectiva de los adultos miembros de la comunidad educativa en las comunidades de aprendizaje (Prevention and conflict resolution in Physical Education from the perspective of the adult." Retos, no. 25 (March 7, 2015): 168–73. http://dx.doi.org/10.47197/retos.v0i25.34507.
Full textAbstract:
El presente artículo está vinculado a un proyecto centrado en la superación de conflictos en educación física mediante el modelo comunitario. La parte del estudio a la que se refiere este artículo tiene por objetivo analizar las opiniones, creencias y valoraciones que los miembros adultos (profesorado, familiares y voluntariado) de las Comunidades de Aprendizaje realizan sobre las causas de los conflictos que se producen en la educación física y las formas de abordarlos.La investigación se ha desarrollado bajo el prisma de la metodología comunicativa crítica; y la recogida de información se ha llevado a cabo en 6 comunidades de aprendizaje (3 en Cataluña y 3 en el País Vasco). La participación en este estudio de los miembros adultos de las comunidades se concretó en la realización de entrevistas en profundidad (6 profesores, 6 familiares, 6 voluntarios); a partir de las cuales se realizó el correspondiente análisis cualitativo/comunicativo.Los resultados obtenidos y las conclusiones que se derivan de los mismos se organizan en base a dos aspectos principales: la identificación de las barreras que dificultan la resolución comunitaria de los conflictos (relacionadas con las posibilidades de éxito, la influencia de los medios de comunicación, la prevalencia de otros modelos, las dificultades para la comunicación y la normalización del conflicto); la identificación y propuesta de estrategias que favorecen la resolución comunitaria de los conflictos (relacionadas con el consenso de las normas, la orientación de la asignatura y la gestión de la competición).Palabras clave: educación física, prevención del conflicto y resolución del conflicto, comunidades de aprendizaje, comunidad educativa.Abstract: This article is linked to a project focused on overcoming conflicts in physical education through community model. The part of the study referred to in this article aims to analyse the opinions, beliefs and assessments that adult members (teachers, family and volunteers) of Learning Communities expressed on the causes of the conflicts in physical education and the ways to address them.The research has been developed under the perspective of critical communicative methodology; and data collection was carried out in 6 learning communities (3 in Catalonia and 3 in the Basque Country). Adult community members participated by responding in-depth interviews (6 teachers, 6 relatives, 6 volunteers); from which the qualitative / communicative analysis was carried on.The results and the conclusions are organized according to two main aspects: identification of barriers to community conflict resolution (related to chances of success, influence of the media, prevalence of other models, difficulties in communication and acceptance of conflict as normal); identification and suggestion of strategies that favour community conflict resolution (related to rules agreement, subject aiming and competition management).Key words: physical education, conflict prevention and conflict resolution, learning communities, educational community.
11
ARCHER, CLIVE. "Conflict Prevention in Europe." Cooperation and Conflict 29, no. 4 (December 1994): 367–86. http://dx.doi.org/10.1177/0010836794029004003.
Full text
12
Zhu, Fangwei, Linzhuo Wang, Miao Yu, and Xiaotian Yang. "Quality of conflict management in construction project context." Engineering, Construction and Architectural Management 27, no. 5 (January 14, 2020): 1191–211. http://dx.doi.org/10.1108/ecam-09-2019-0497.
Full textAbstract:
PurposeA growing number of studies have become focused on managing conflict more effectively and comprehensively in the construction industry. However, little research has aimed to operationalize all the facets related to the quality of conflict management that are necessary in governing conflict management. The purpose of this article is to propose a new model measuring the quality of conflict management in a construction project context that is not only inclusive but also practical.Design/methodology/approachTo address this research gap, the authors used the measurement theory to investigate a series of studies, and then, developed a scale to operationalize the concept of quality of conflict management in a project context.FindingsThe findings show five dimensions to the quality of conflict management: satisfactory resolution outcome, integrated resolution process, conflict prevention, fairness perception, and post-conflict effect.Originality/valueThe research findings contribute to conflict management theory by providing the conceptualization and operationalization of conflict management quality. Practitioners will benefit from this article by understanding effective and efficient ways of managing conflicts in construction projects.
13
Анцупов, А. Я. "ПРОБЛЕМА ОБЩЕЙ ПОНЯТИЙНОЙ СХЕМЫ ОПИСАНИЯ КОНФЛИКТОВ." Konfliktologia 15, no. 2 (July 14, 2020): 13. http://dx.doi.org/10.31312/2310-6085-2020-15-2-13-37.
Full textAbstract:
The article substantiates a need to develop a common conceptual and categorical apparatus of conflict resolution. Statistical data on the number of doctoral and master's theses defended in 17 branches of conflict resolution are given. As a possible variant of the general conceptual scheme for describing conflicts, groups of concepts are proposed that characterize: the essence of conflicts; their classification; structure; function dynamics; evolution; genesis; information analysis; prevention and prevention; completion principles and methods of diagnosis (research); indicators, criteria, assessment indicators. The role of risk is described as one of the important characteristics of the interaction of the warring parties. Briefly substantiates the need to study intrapersonal conflicts and zooconflicts as additional components in the object of conflict management, in which social conflict is central. The destructive and constructive functions of social conflicts are revealed. The nature of the evolution of the annual number of dissertations defended on conflict issues from 1949 to the present is described. It is concluded that the rapid reduction in the number of defended dissertations after 2005 is probably due to the exhaustion of the explanatory potential of the primary paradigms of conflict research in the branches of conflict management in the 20th century. The hypothesis is formulated that the development of a general conceptual scheme for describing conflicts can contribute: firstly, to a qualitative leap in the creation of a general theory of conflicts; secondly, a noticeable increase in the theoretical and applied level of training of conflictologists; thirdly, a significant increase in the effectiveness of their work in managing real conflicts. A proposal is made to hold an interdisciplinary discussion on the issue of a general conceptual framework for describing conflicts on the pages of the journal “Conflictology”.
14
MYKYTIUK, Vlada, Kseniia KOVTUNENKO, and Oksana KOVALYK. "Minimization of cross-cultural and interpersonal conflicts between tourists and the representatives of the tourism operator." Economics. Finances. Law, no. 6/1 (June 26, 2020): 25–27. http://dx.doi.org/10.37634/efp.2020.6(1).5.
Full textAbstract:
The paper is devoted to the study of the main methods and measures for minimizing cross-cultural and interpersonal conflicts as a means of conflict management in the tourism sector are explored. The purpose of the paper is to identify the features of minimizing cross-cultural and interpersonal conflicts through effective management and recommended methods of resolution. The paper examines the conflict of tourism between tourists and representatives of the tourist enterprise. Methods for overcoming cross-cultural and interpersonal conflicts of a tourist enterprise have been developed. The essence of conflict management is to form effective measures to avoid conflicts among tourism staff and tourists. The problems of overcoming conflicts in the tourism sector are now very acute. In this regard, it is necessary to constantly improve the system of staff training, increase the level of competence. The focus should be on the end result and therefore guidance is provided. It is also proposed to improve the preparation of transfer guides to resolve interpersonal conflicts between tourists. Introduction of business games and trainings for the development of staff competence and conflict prevention.
15
Chaika, Larysa, and Viktoriia Chaika. "THEORETICAL AND METHODOLOGICAL FOUNDATIONS OF CONFLICT MANAGEMENT STUDIES IN TAX LEGAL RELATIONS." Journal of International Legal Communication 1 (June 29, 2021): 171–85. http://dx.doi.org/10.32612/uw.27201643.2021.1.pp.171-185.
Full textAbstract:
This paper discusses the problems of conflicts that may be from time to time initiated and settled in the field tax legal relations. The emphasis is placed on the suggestion that the evolution of scientific concepts of conflict is based on the interdisciplinary approach: the paper concludes on the impossibility of separating the philosophical, social, psycholinguistic and legal aspects of the conflict. Complex and systematic analysis of the "conflict" category using the integrative approach has been performed as part of the research. Differentiated state-of-art approaches to the conflict as a subject of scientific analysis may be classified into two primary groups: 1) the approaches, where the conflict is considered in a narrow specific sense; 2) the approaches where the conflict is studied from interdisciplinary perspective. It is determined that any conflict is based on certain confrontation that plays a systemically important framework role both for individual types of conflicts, and for different level of scientific conflict studies. Nevertheless, is concluded that the presence of such confrontation only creates prerequisites for possible behaviour, while the interpersonal relations – i.e. the social category – are pivotal for individual choice of specific communicative interaction strategy. The legal nature and attributive properties of tax conflicts are also discussed from the financial law perspective. The paper distinguishes five specific groups of factors that confirm the actual presence of conflict tax legal relations. The special attention is paid to the tax dispute characterization (as one of the tax conflict development stages) and the remedies available for taxpayer rights protections. In particular, the paper discusses the issues of the taxpayer legal self-defense as the guaranty of subjective rights exercise and lawful interests protection in legal relations as a key for prevention of tax conflicts and disputes. Finally, the reasons are given to substantiate the conclusion that the tax dispute basically comes down to a mechanism of guaranteeing the interested party’s subjective rights enforcement and the balance of public and private interests in the field of taxation.
16
Mamontova, M., and R. Ashurbekov. "Conflict and Stress Management in the Organization: What is HR Role in Managing This Process." Management of the Personnel and Intellectual Resources in Russia 9, no. 5 (December 21, 2020): 50–55. http://dx.doi.org/10.12737/2305-7807-2020-50-55.
Full textAbstract:
The article explores the problem of managing conflicts and stresses in the organization and their impact on the organization. The article studies in detail the causes of conflicts and stress in the organization and the conditions for their prevention. The article also discusses the role of HR in the process of conflict and stress management. Knowledge about the prevention and resolution of the conflict is necessary not only to the head of the organization, but also to line managers, and even ordinary managers. As you know, conflicts and stresses can have not only negative consequences, but also give an organization an impetus for development and change. The topic of the article is relevant, as many companies are faced with the emergence of conflicts and stress in the organization, since in the conditions of interaction between people this is an integral process.
17
Pidana Bolombo, Laode Ahmad. "Implementation of Social Conflict Management in Local Government: A Policy Content Analysis." Journal of Public Administration and Governance 11, no. 2 (July 2, 2021): 382. http://dx.doi.org/10.5296/jpag.v11i2.18711.
Full textAbstract:
This study discusses the implementation of handling social conflicts in West Java Province in 2015 - 2019. This study begins with a study of the conflicts that occur, as well as evaluating the handling of social conflicts that have occurred in West Java Province in three dimensions, namely conflict prevention, conflict cessation, and post-conflict handling as a form of implementation of policies on handling social conflicts. The theoretical framework of this research is made in stages, starting from the grand theory using the theory of Government Science in the context of the government administration system to regulate, directing relations between community members, middle range theory which uses public policy theory, and applied which uses the theory of policy implementation proposed by Grindle, which sees the successful implementation of two aspects, namely 1) the content of policy aspect, which is seen from six variables, namely the interests that are affected, the type of benefit, the degree of change, the location of the policy. decision making, program implementers, resources involved. This study concludes that the implementation of social conflict handling policies in West Java Province, there are still some shortcomings or implementation that has not been maximized in terms of several indicators both in policy content and policy context.
18
Lin, Qing Feng, Bo Cheng, and Guang Quan Lu. "Analysis of Characteristics of Vehicle-Bicycle/Pedestrian Conflicts Using Video Drive Recorder." Advanced Materials Research 243-249 (May 2011): 4413–17. http://dx.doi.org/10.4028/www.scientific.net/amr.243-249.4413.
Full textAbstract:
Vehicle to pedestrian/bicycle accidents account for a large proportion of traffic accidents in China. In order to study the characteristics of vehicle to pedestrian/bicycle conflicts, 50 taxis are chosen as the test vehicles. A field-test was conducted using video driver recorder in Beijing for one year. A large amount of traffic conflict and accident data was collected in real driving environment. Considering the factors including conflict type, conflict time, conflict location, traffic control and conflict speed etc., the traffic conflict characteristics of vehicle to pedestrian/bicycle were analyzed. The results might contribute to the road safety management, road design and accident prevention technology.
19
Dauh, I. Putu Agus Arya, I. Ketut Sukadana, and I. Made Minggu Widyantara. "Peran Pranata adat Dalam Pencegahan Konflik Antara Kelompok Masyarakat Adat." Jurnal Preferensi Hukum 1, no. 1 (July 27, 2020): 133–38. http://dx.doi.org/10.22225/jph.1.1.1996.133-138.
Full textAbstract:
Customary order becoming a sociological aspect of institutionalized procedures for handling conflicts is a reality that still exists in Indonesian society. Indonesian people in general still apply the traditional values that have been applied for a long time as role models in social life. Law Number 7 of 2012, has encouraged customary arrangements in the management and solved problems in the community. The issue to be discussed in this paper were the regulation of handling social conflicts in Indonesia according to Law No. 7 of 2012? and the role of traditional institutions in handling social conflicts in Indonesia's heterogeneous society. In this study the authors used a normative legal research method. This study use the socio-legal approach. The results of this study showed that the regulation of handling social conflicts according to Law No. 7 of 2012 Customary Institutions have a role in conflict prevention, conflict management, post-conflict handling between communities. The role of the customary community order in handling a conflict for Indonesian community groups increases or fosters tolerance and mutual respect for freedom in carrying out community activities. With the growth of tolerance, conflict between communities can be avoided
20
Ackermann, Alice. "Strengthening the OSCE's capacities in conflict prevention, crisis management and conflict resolution." Security and Human Rights 23, no. 1 (2012): 11–18. http://dx.doi.org/10.1163/187502312800079737.
Full textAbstract:
AbstractTwenty years after the 1992 Helsinki Document — Challenges of Change, the Organization for Security and Co-operation in Europe (OSCE) agreed at the 2011 Ministerial Council in Vilnius, Lithuania, on a decision intended to strengthen the OSCE's capacities in early warning, early action, dialogue facilitation and mediation-support as well as post-conflict rehabilitation. MC Decision 3/11 is an important one, in particular, as OSCE participating States were required to revisit the Organization's approach to conflict prevention and resolution over the last three years. The outcome was been an impressive document that demands the implementation of concrete action toward the creation of a systematic early warning and mediation-support capacity and the enhancement of early response to emerging crisis and conflict situations.
21
Sinaga, Lestari Victoria. "PELAKSANAAN TUGAS KEPOLISIAN DALAM PENANGGULANGAN KONFLIK SOSIAL DI WILAYAH POLDA SUMUT." JURNAL RECTUM: Tinjauan Yuridis Penanganan Tindak Pidana 1, no. 2 (July 9, 2019): 201. http://dx.doi.org/10.46930/jurnalrectum.v1i2.229.
Full textAbstract:
Aspect of social conflict that needs to be considered is violence arising from social conflict. Conflict management aims at preventing how violence does not occur and conflict parties can handle and resolve their conflicts without using violence. Government Regulation Number 2 Year 2015 concerning Act Implementing Regulation Number 7 2012 concerning Handling Social Conflict was made to protect and provide a more optimal sense of community security. Government regions in preventing conflicts optimize peaceful dispute resolution through deliberation for consensus and can involve participation of the society.
22
Gottardo, Nicholas G. "‘Walking their walk’: reducing conflict between families of ill children and the medical profession." Archives of Disease in Childhood 105, no. 1 (August 20, 2019): 87–89. http://dx.doi.org/10.1136/archdischild-2019-317387.
Full textAbstract:
In recent years, several high-profile court cases generated headlines across the globe. Notably, they brought conflict between families of seriously ill children and the medical profession to the forefront. These conflicts, especially when the courts become involved, are highly destructive to all parties concerned, as the focus inevitably shifts from the child to the conflict itself. Often, at the heart of conflict, is a lack of effective communication between a patient’s family and their health providers. In order to assist health workers in the prevention, recognition and management of conflict in paediatrics, a Conflict Management Framework (CMF) and a set of guidelines endorsed by the Royal College of Paediatrics and Child Health (RCPCH) have been developed. Here, I review recent high-profile court cases to underscore the changing landscape of conflict and the central role that the media (and social media in particular) can play in fuelling and intensifying conflicts. The CMF and RCPCH-endorsed guidelines are discussed in the context of my own experience utilising some of these, as well as implementing other strategies aimed at reducing conflict in a paediatric oncology and haematology unit.
23
Peck, Connie. "Conflict management and the prevention of war." Australian Psychologist 25, no. 1 (March 1990): 3–14. http://dx.doi.org/10.1080/00050069008259586.
Full text
24
Chamo, A. M., A. Abdullahi, I. Tafida, A. K. Karaye, B. Y. Mamman, M. M. Kundiri, U. Sani, D. L. Damisa, M. Galadima, and U. Ja’afar. "Effect of Demographic Characteristics on Conflicts Management in Jigawa State, Nigeria." Journal of Agricultural Extension 25, no. 1 (March 1, 2021): 62–74. http://dx.doi.org/10.4314/jae.v25i1.5s.
Full textAbstract:
The study analysed the effect of demographic characteristics on conflict management in Jigawa State. Multi-stage sampling procedure consisting of purposive, snow ball sampling method, cluster sampling and random sampling were used in selecting 75 crop farmers, 75 sedentary pastoralists and 79 migratory pastoralists who were interviewed using Structured Questionnaire. The analytical tools used include descriptive statistics, logistics regression. The study revealed that farmers believed court verdict (53.3%) and intervention by low enforcement agents (40.0%) were the strategies of conflict resolution. The sedentary pastoralists generally believed that intervention by traditional leaders (52.0%) and local community crop farmers/herders intervention (42.7%) were the strategies of conflict resolution, while the migratory pastoralists opined that intervention by traditional leaders (50.6%) and payment of compensation to victims (49.4%) are the strategies of conflict resolution. The result further revealed that 57.3% of farmers, 65.3% of the sedentary pastoralists and 50.6% of the migratory pastoralists agreed that extension agents play vital roles in conflicts prevention and management. Results of logistic regression for the farmers showed that marital status (0.007), household size (0.100) and nature of the farms (0.010) were statistically significant, while for the sedentary pastoralists’ age (0.010), herd size (0.093) and awareness about grazing reserves (0.097) were significant, and for the migratory pastoralists herd size (0.074), herding experience (0.063) and membership of association (0.100) were statistically significant. However, the demographic characteristics associated with conflict should be properly managed by the appropriate institutions involving in conflict resolutions, similarly government should train and empowers extension agents in discharging their duties, and this will help in effective conflict prevention and management.
Keywords: Conflict, demographic characteristics, farmers, sedentary and migratory pastoralists
25
Grishina, L. M. "Prevention of the reasons intergenerational conflicts in families." Vestnik Universiteta, no. 6 (August 7, 2021): 183–86. http://dx.doi.org/10.26425/1816-4277-2021-6-183-186.
Full textAbstract:
Conflicts within the family between representatives of different generations are considered in order to identify the most common causes and topics of conflicts between members of the same family, intergenerational relations in families. Families with representatives of three generation were interviewed: children, parents and grandparents. Questionnaires, surveys, and interviews were used to collect statistical data. Recommendations on forecasting, prevention and management of conflict situations within the family are given.
26
김정일 and 주상현. "A Study on the Institutionalization Plan of Public Conflict Prevention and Conflict Management." Korean Comparative Government Review 18, no. 3 (December 2014): 351–80. http://dx.doi.org/10.18397/kcgr.2014.18.3.351.
Full text
27
Idris, Jamaluddin, and Herawati Herawati. "Manajemen Konflik Bernuansa Islami di SD Ramah Anak Kota Lhokseumawe." Palita: Journal of Social-Religion Research 4, no. 1 (April 29, 2019): 73–90. http://dx.doi.org/10.24256/pal.v4i1.711.
Full textAbstract:
In order to maintain the stability of the quality of Islamic education; Islamic conflict management in Child Friendly Elementry School (CFES) is a necessity; in order to minimize the chance of conflict and bring friendliness evenly to all HR in schools, including teachers; as one of the most critical components in the education process in elementary school. The purpose of this study is to find out; (1) the forms of conflict that occurred, (2) technical and (3) Islamic nuance conflict regulation strategies applied at the Lhokseumawe CFES, and (4) CFES efforts to minimise conflict. This study uses a qualitative approach using techniques: documentation review, direct observation, and in-depth interviews conducted with principals and teachers, to obtain data and information related to the four objectives of this study. The results of the study show that: six forms of conflict occur in CFES, namely conflict: within individuals, between individuals, between individuals and groups/divisions, between groups/groups, between organisations, and between individuals in different organisations. Domination of conflict only occurs in the personal aspects of the teacher, which is motivated by family reasons, limited capacity, heavy workload, etc. However, every conflict that emerges can be implemented well, based on three technical management of conflict, namely: identification of conflicts, evaluation of conflict and resolution of conflicts that are Islamic in nature through a spiritual/religious and family approach (ukhuwah). Islamic nuances of conflict management strategies applied in CFES very prioritising collaboration, accommodation, compromise (deliberation), communication, and negotiations that prioritise the values of ukhuwah Islamiyah. An added benefit of CFES in minimising conflict is to have three specific things, namely: having conflict prevention programs and policies, having a structured conflict management program, and having a climate/culture and teacher friendly social interaction; which is always applied in all aspects of the implementation of education in schools.Manajemen Konflik Bernuansa Islami Di Sd Ramah Anak Kota Lhokseumawe
28
Bobrova, N. A., M. A. Vlasova, and V. G. Pozin. "CONFLICT OF INTERESTS IS THE BASIS OF CORRUPTION." Vektor nauki Tol’attinskogo gosudarstvennogo universiteta. Seria Uridicheskie nauki, no. 2 (2021): 5–13. http://dx.doi.org/10.18323/2220-7457-2021-2-5-13.
Full textAbstract:
Despite the permanent interest of scientists in the issue of corruption, the nature of its basics as an anti-social phenomenon remains understudied. As such principle, the paper considers the conflict of interests of participants in various public relations related to the exercise and abuse of power. The paper aims at showing the nature of the conflict of interests as the basis of such anti-social phenomenon as corruption, identifying subjective and objective causes of corruption. The authors analyze the gaps and weaknesses of current anti-corruption legislation and the practice of its application. The paper gives specific examples of a conflict of interests in various corruptogenic spheres and manifestations, for instance, in the sphere of economic entities’ participation in tenders announced by state and municipal authorities. The authors consider the legal and moral ways of preventing conflicts, the role of ethical norms in preventing conflicts, the legal framework of their prevention and resolution, the ratio of the conflict of interests and the employee’s qualification, the relationship between the material and personal interest, the activities of commissions for preventing a conflict of interests guaranteeing the role of written notification of a conflict of interests, special aspects of the notification procedure, and the consequences of non-compliance with the written notification. The study shows that a conflict of interests and corruption risks are eliminated both through legal means and moral ones, whereby the moral qualities of leaders and the requirements imposed on the heads of state and municipal authorities are of particular importance. Nepotism, increasingly prevalent in power and management structures (kinship and clientelism), is a common form of a conflict of interests, which undermines the moral foundations of public and municipal service.
29
Karasel Ayda, Nedime, Fahri Tumka, Şengül Tumkan, and Orçun Ayda. "Paternalist Leadership In Contemporary Education Strategies In Conflict Solution and Management." Revista Amazonia Investiga 9, no. 30 (July 7, 2020): 84–98. http://dx.doi.org/10.34069/ai/2020.30.06.9.
Full textAbstract:
Schools are institutions where human relations are intensive due to the existence of different individuals and groups. Therefore, as in every organization, it is natural to have conflicts in schools due to different human profiles and changing views. While it is a natural situation to have conflicts, the main thing to focus on is how to manage the conflict rather than the existence of the conflict. At this point, administrators, who are leaders in schools, have big duties. The response and conflict management strategies that managers will give to the conflict are directly related to the leadership styles of the preventators. In this study, it was aimed to determine the strategies used by school administrators with paternalist leadership style, which is one of the leadership styles sought in contemporary education approach, during conflict resolution or management. In the research prepared using the qualitative method. The sample of the research consisted of 5 teachers (25 teachers) each who worked in the schools of 5 administrators working in private and public primary schools affiliated to the TRNC Ministry of Education in the academic year 2019-2020. The sample of the research is in accordance with the “purposeful sampling” approach. During the analysis of the data, “content analysis” method was used. According to the results of the research, according to the opinions of the teachers, it was understood that the most common method of conflict resolution, which the paternalist leaders pursue in the conflicts in the school environment, was “uniting those in common view”. In addition, there have been conclusions that the managers tried to find a solution to the conflict by making one-to-one interviews with the people who caused the conflict after the conflict, and that this was effective in preventing the conflict from recurring.
30
Михайлова, Татьяна, Tat'yana Mihaylova, Олег Трубников, and Oleg Trubnikov. "Management activity of the head of the territorial body of the Ministry of internal Affairs of Russia in the prevention and resolution of professional conflicts." Applied psychology and pedagogy 3, no. 3 (July 2, 2018): 33–42. http://dx.doi.org/10.12737/article_5b1ef5392f6574.07715728.
Full textAbstract:
The way searching to increase the efficiency activity of system of law enforcement agencies in Russia has led to the fact that the force using in professional employees interaction is absolutely unproductive. The problem of leveling of consequences of the conflicts destructive influence on group activity results will increase not only efficiency of the head of law-enforcement body activity, but also professional activity of the Ministry of Internal Affairs of the Russian Federation as a whole.
While studying the conflicts influence on the efficiency of office activity of divisions of law-enforcement bodies the social and psychological factors have been studied, which influence on conflict behavior tactics of Internal Affairs Departments heads, and ways of their solution .
Using the method to define the ways of the conflicts regulation (K. Kenneth Thomas) and the questionnaire "Behavior tactics in the conflict" social and psychological factors of conflict behavior in office groups of staff of bodies of internal affairs are investigated.
31
Osei-Kyei, Robert, Albert P. C. Chan, Yu Yao, and Khwaja Mateen Mazher. "Conflict prevention measures for public–private partnerships in developing countries." Journal of Financial Management of Property and Construction 24, no. 1 (April 1, 2019): 39–57. http://dx.doi.org/10.1108/jfmpc-06-2018-0032.
Full textAbstract:
Purpose Conflict between project parties is among the major risk factors in public–private partnership (PPP) in developing countries that has, in extreme cases, led to the failure or distress of many PPP projects. This paper aims to explore conflict prevention measures for PPPs in developing countries using Ghana as a case study. Design/methodology/approach From a comprehensive review of literature, a list of conflict prevention measures was derived; further, a questionnaire survey was conducted with PPP experts from Ghana. Kendall’s coefficient of concordance test, range normalization method and factor analysis were used for data analysis. Findings Results show four significant conflict prevention measures for PPPs in developing countries, they include extensive stakeholder consultation in decision makings, clear goals and mutual benefit objectives, clarity of roles and responsibilities of parties and transparent appeal procedures. Using the factor analysis technique, the prevention measures are grouped into three unrelated categories, they are efficient communication structure and risk assessments, transparency and openness and proficient service delivery. Originality/value The research findings inform policymakers and local practitioners of the strategic measures and procedures needed to minimize the occurrence of conflicts in PPPs in developing countries.
32
Haigh, Richard, Siri Hettige, Maheshika Sakalasuriya, G. Vickneswaran, and Lasantha Namal Weerasena. "A study of housing reconstruction and social cohesion among conflict and tsunami affected communities in Sri Lanka." Disaster Prevention and Management: An International Journal 25, no. 5 (July 11, 2016): 566–80. http://dx.doi.org/10.1108/dpm-04-2016-0070.
Full textAbstract:
Purpose The purpose of this paper is to critically analyse the role of housing reconstruction projects in post conflict and post tsunami Sri Lanka, and to discuss their implications on conflict prevention. Design/methodology/approach Using four housing reconstruction projects in Batticaloa, Kilinochchi and Jaffna Districts, Sri Lanka, as case studies, and a novel methodological framework, the study explores the causal relations among the independent variables associated with housing reconstruction and dependent variables related to conflict prevention. The data, gathered from interviews and project reports, were analysed using propositions from a literature review, adopting a thematic analytical approach. Findings This study finds that reconstruction has created new forms of conflicts and tensions for the people who came to live in the newly constructed houses. The hostile relations that existed among different ethnic groups during the conflict were continued, and to some extent, exacerbated by the reconstruction undertaken after the war. Practical implications The study identifies causal relations among the independent variables associated with housing reconstruction and dependent variables related to conflict prevention, which can be used to inform physical reconstruction programmes after conflict. Originality/value The research presents a novel methodological framework. The results reveal concerns in housing and infrastructure development that have implications for future research and practice in post conflict environments.
33
Battu, Nagaraju, and Ch R. B. Alias Kalyan Ram. "Interpersonal Conflict Management– Inevitable but Manageable (with Reference to M/S Karvy Computershare Pvt. Ltd, Hyderabad & M/S Anand Rathi, Bangalore)." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 7, no. 2 (June 10, 2017): 320. http://dx.doi.org/10.21013/jmss.v7.n2.p23.
Full textAbstract:
<div><p><strong><em>Introduction</em></strong>: A conflict has generally been defined as a situation in which two or more parties strive to acquire the same scarce resources at the same time. Scholars generally agree that there needs to be more than one part to have a conflict, and that the time factor is important. What does cause concern is the term scarce resource.</p><p><strong><em>Objective of the Study</em></strong>: To examine the effect of strategies adopted for managing interpersonal conflict on organizational performance, to examine the perceptions of the employees in the organization under study and to offer suggestions to minimize the inter-personal conflicts and to improve conducive environment for organizational success</p><p><strong><em>Method of the Study</em></strong>: The study employed both descriptive survey design and explanatory research design. It targeted a population of 650 employees of purposively selected units under study. A sample size comprising 450 employees from M/s Karvy Computershare and 200 from M/s Anand Rathi were selected using stratified random sampling techniques.</p><p><strong><em>Results of the Study</em></strong>: Conflict escalation has according to this study it’s foundation in emotional involvement. A person focused conflict has a higher risk of escalation and to evolve towards becoming dysfunctional. Through this study it has been revealed that conflict management can be divided into two areas, prevention of conflicts and management of functional conflicts. Feedback can be counted as preventive tools to help develop employee’s behaviour and to ensure that the opinions and feelings are passed on through controlled communication channels. </p></div>
34
Alderson, Keanon. "Conflict management and resolution in family-owned businesses." Journal of Family Business Management 5, no. 2 (October 12, 2015): 140–56. http://dx.doi.org/10.1108/jfbm-08-2015-0030.
Full textAbstract:
Purpose – The purpose of this paper is to review the literature concerning the negative effects of conflict among family businesses and to make practitioner focussed recommendations for the prevention, management, and resolution of conflict. This paper discusses the prevalence of conflict in family firms, differentiates the types of conflict present, and recommends proven approaches to prevent and manage the conflict, with a focus on corporate governance tools. Examples of well known companies are presented. Design/methodology/approach – A review was conducted of the literature concerning family business conflict and corporate governance. Findings – Conflict is a common problem in family firms that has significant consequences for the business and the family. Research has shown effective governance may reduce and manage conflict. Research limitations/implications – This was a literature review. As such it did not perform original research. Practical implications – This paper has practical implications for family business practitioners. The paper offers the negative aspects of conflict and recommends effective mechanisms such as governance tools to enable the prevention, management, and resolution of conflict. Social implications – Implications exist for practitioners and policy makers in order to reduce conflict and increase the viability of family firms. Originality/value – The scholarly literature has been reviewed and synthesized into distillation for family business owners.
35
Орлова and L. Orlova. "MEDIATION PROCEDURE AS THE TOOL OF CONFLICTS MANAGEMENT IN THE SPHERE OF EMPLOYMENT RELATIONS." Management of the Personnel and Intellectual Resources in Russia 6, no. 3 (July 14, 2017): 12–16. http://dx.doi.org/10.12737/article_5947deb7ce46e6.29504524.
Full textAbstract:
The objective of the article is to show specific features and the possibilities of mediation procedure in the sphere of employment relations as a new form of conflict management. The effective conflicts solution is one of the main items of managerial decisions, mechanisms of conflicts management in the sphere of employment relations. In contemporary conditions the greatest importance belongs to professional conflicts solution with the help of mediation procedure. Mediation is the combination of certain goal-oriented managers’ types of actions. Each of them is observed in the article. There is an example of industrial dispute which is defined by different specific interests of employees and personal management staff. These differences cover almost all aspects of social-working relations in the organization. At the same time an employer can be interested in prevention of conflict increasing. This is an efficient, rational base for mediation procedures in the frames of employee-employer disputes.
36
Poroma, Celestine Lekia, Dorka Godbless Deedam, and Victor Owonaro Jerry-Abredi. "The Imperative of Restructuring and Conflict Management in Nigeria." Nigerian Journal of Sociology and Anthropology 17, no. 2 (November 1, 2019): 56–67. http://dx.doi.org/10.36108/njsa/9102/71(0240).
Full textAbstract:
The study examines the Nigerian State and the imperative of restructuring as conflict management strategy towards peace-building. The study adopts an expository and descriptive analytical framework. It traces the persistent conflicts and agitations to the dysfunctional structure of the Federal system and argues that historically, Nigeria is fraught with conflicts, some of them life threatening, others minor and pedestrian. It maintains that the imperative of restructuring is a sine-quo-non to sustainable conflict management and peace-building that will develop constructive relationships across ethnic and national boundaries to resolve injustice and transform structural conditions that generates deadly conflict. It revealed that the challenge facing the Nigerian nation is how to make conflicts constructive rather than destructive, marginal rather than fundamental, peripheral rather than pivotal. The study suggests that the Nigerian State needs attitudinal restructuring and systemic framework that will guarantee economic and political freedom of the minorities and the marginalized within the sovereign State and built a pluralist democratic State where the rights of all citizens are respected. It also seek to blend power with principle and reconcile authority with freedom, and put a robust peace infrastructure in place to play a preventive and mitigating role.
37
Hariyati, Rr Tutik Sri, Krisna Yetti Malawat, and Kartika Mawar Sari. "Nursing managers' strategies for reducing interpersonal and interprofessional conflicts in the Covid-19 Pandemic." International Journal of Nursing and Health Services (IJNHS) 3, no. 6 (December 22, 2020): 716–21. http://dx.doi.org/10.35654/ijnhs.v3i6.403.
Full textAbstract:
The COVID-19 pandemic is a challenge for all parties and needs a fast, precise and integrated response. Nurses as the frontline are the people most at risk of contracting this disease. Changes in all aspects require that nurses can collaborate with other interprofessional teams and makes nurses vulnerable to pressure and stress that can lead to conflict. The role of nursing managers in creating a conducive work atmosphere and preventing interprofessional conflicts is needed. This study used literature reviews through the ScienceDirect online database, SAGE journals, Wiley Online Library and other sources, which aims to analyze the strategy of nurse managers in preventing interprofessional conflicts in the era of the COVID-19 pandemic. The results show that providing education on the control and prevention of COVID-19 infection, supervision, improving effective communication through information technology, optimizing workflows, improving nursing standards, providing support and implementing crisis management are strategies that can be used by nurse managers. Assertiveness can be used as conflict management to prevent interprofessional conflicts in the pandemic era. Each profession can communicate positively with other interprofessional teams, accept each other and carry out professional responsibility and making decisions about COVID-19 patients.
38
Twagiramungu, Noel, Allard Duursma, Mulugeta Gebrehiwot Berhe, and Alex de Waal. "Re-describing transnational conflict in Africa." Journal of Modern African Studies 57, no. 3 (September 2019): 377–91. http://dx.doi.org/10.1017/s0022278x19000107.
Full textAbstract:
ABSTRACTThis paper discusses the principal findings of a new integrated dataset of transnational armed conflict in Africa. Existing Africa conflict datasets have systematically under-represented the extent of cross-border state support to belligerent parties in internal armed conflicts as well as the number of incidents of covert cross-border armed intervention and incidents of using armed force to threaten a neighbouring state. Based on the method of ‘redescribing’ datapoints in existing datasets, notably the Uppsala Conflict Data Project, the Transnational Conflict in Africa (TCA) data include numerous missing incidents of transnational armed conflict and reclassify many more. The data indicate that (i) trans-nationality is a major feature of armed conflict in Africa, (ii) most so-called ‘civil wars’ are internationalised and (iii) the dominant definitions of ‘interstate conflict’ and ‘civil war’ are too narrow to capture the particularities of Africa's wars. While conventional interstate war remains rare, interstate rivalry using military means is common. The dataset opens up a research agenda for studying the drivers, patterns and instruments of African interstate rivalries. These findings have important implications for conflict prevention, management and resolution policies.
39
Bortsevych, Pavlo. "Corporate conflict prevention: comparative legal aspects." Law Review of Kyiv University of Law, no. 1 (April 15, 2020): 193–96. http://dx.doi.org/10.36695/2219-5521.1.2020.39.
Full textAbstract:
The article presents a comparative legal analysis of the laws of Ukraine and the United States regarding the regulation of corporate relations and corporate conflicts. Corporate conflict can be defined as disagreements (disputes) between shareholders (investors) and managers in connection with the violation of shareholders' rights that lead or may lead to claims against the company controlling the shareholder or executives regarding the decisions taken by them, early termination of powers. management, significant changes in the composition of shareholders.
Even when examining the nature of the relationship between objective and subjective causes of conflicts, the following features may be noted: the clear distribution of objective and subjective causes of conflicts, and even more so their opposition, is obviously unlawful. Any objective reason plays a role in the emergence of a specific conflict situation, including due to the action of subjective factors. As a rule, corporate conflicts in joint stock companies are the property rights of the shares of the company and the rights that these securities give (participation in management, participation in the distribution of profits of the company, etc.). The interests of shareholders are aimed at generating income from the company's activities. Earning income can be realized in two ways - paying dividends and increasing the share price. In the process of addressing these issues in practice, there may be abuse of corporate rights, including greenmail.
The main attention is paid to the issues of preventing greenmail, which, although not an offense, can cause losses to the business entity and its participants.
The term "greenmail" in the literature is interpreted as a procedure for the acquisition of a large number of shares of a company in order to create a threat to its hostile takeover in order to resell these shares at an overpriced price to the same company.
The following main features of corporate greenmail can be identified:
- it is a form of intervention in the activities of a joint-stock company;
- based on the fact that the person owns a certain number of shares, which does not allow to make a significant impact on the process of managing a joint-stock company;
- the intervention is aimed at hindering the operational activity of a joint-stock company and, as a consequence, creating certain negative consequences for the company and (or) its shareholders, including in their financial and property sphere;
- the purpose of such conduct is to sell its block of shares at an inflated price to the controlling shareholder or to the company itself or to obtain another property grant;
- the actions of corporate greenmailers are formally legitimate, but may be qualified as abuse of law.
In the United States, greenmail is interpreted differently in individual states, but what is common is that greenmail is an abuse of rights and may cause harm to the company and its members.
There is no definition of greenmail at the legislative level in Ukraine. This is due to the fact that in Ukraine the phenomenon of greenmail due to the lack of development of corporate relations in comparison with the United States has not yet become widespread, however, it should not be ruled out the significant spread of greenmail in the future.
The conclusions of the analysis include recommendations to prevent greenmail.
40
Benitez, Miriam, Francisco J. Medina, and Lourdes Munduate. "Buffering relationship conflict consequences in teams working in real organizations." International Journal of Conflict Management 29, no. 2 (April 9, 2018): 279–97. http://dx.doi.org/10.1108/ijcma-11-2017-0131.
Full textAbstract:
Purpose Relationship conflict has important negative organizational and personal consequences. However, papers analyzing how to buffer the negative effects of relationship conflict at work-unit level are lacking. This study aims to extend the literature by examining which specific conflict management styles used by work teams (avoiding, integrating and compromising) reduce or increase the link between relationship conflict and collective emotional exhaustion. Design/methodology/approach Regression analysis was conducted using 91 teams (398 employees) from 42 hotels and 42 restaurants. Findings Results revealed that, as it was expected, relationship conflict was positively related to emotional exhaustion at a team level; this relationship depended on how team members handle relationship conflicts. That is, avoiding and integrating conflict management styles buffered the link between relationship conflict and collective emotional exhaustion, whereas compromising increased this positive link. Research limitations/implications Organizations would include conflict management skills as a requirement for preventing negative consequences of conflict in teams, such as anxiety/depression and bullying. Originality/value By considering the unique perspective of team member’s shared perceptions of conflict management styles, important implications for the span of influence of collective perception of conflict on well-being have been indicated.
41
Kholilulloh, M. "SCHOOL CULTURE SEBAGAI TINDAKAN PREVENTIF DAN SOLUTIF DALAM MANAJEMEN KONFLIK DI SMK DARUL KAROMAH SINGOSARI." Leadership:Jurnal Mahasiswa Manajemen Pendidikan Islam 2, no. 1 (January 15, 2021): 24. http://dx.doi.org/10.32478/leadership.v2i1.583.
Full textAbstract:
In management studies, the presence of educational conflicts cannot be separated from the daily problems felt by managers of educational institutions. This conflict occurs because the school is a gathering place for a variety of complex characteristics and characteristics, which meet with interactions within the school environment. SMK Darul Karomah is one of the vocational schools in the Randuagung area, Singosari, Malang which has good conflict management. This SMK is different from schools in general, where this school has certain steps or strategies in overcoming and preventing conflicts among students, or conflicts that occur inside or outside the school. One of the conflict management strategies contained in SMK Darul Karomah is the existence of School Culture.Based on the cases taken, the formulation of the research problem is to describe how the form of school culture at SMK Darul Karomah and to describe how school culture is a preventive and solution action in conflict management at SMK Darul Karomah. In this study, the method used is qualitative research located at SMK Darul Karomah Randuagung. The data collection techniques used were observation, interviews and documentation. Data analysis was carried out by collecting data which was then selected and simplified according to research findings, by presenting data that could be drawn conclusions. The data validity checking techniques used by the author in this study include: credibility, transfrability, independence, and confirmability.The results of this study can be concluded that: 1) school culture at SMK Darul Karomah has a pesantrenan nuance, there are daily, weekly, monthly and annual activities considering that this vocational school is in the middle of Darul Karomah Islamic boarding school. 2) school culture as a preventive and solution action in conflict management at SMK Darul Karomah in the form of cultivating habits, ishlah, tabayyun and punishment with pesantren nuances.
42
Вахнина, Виктория, Viktoriya Vahnina, Валерий Михайлов, Valeriy Mihaylov, Никита Штейников, and Nikita Shteynikov. "Prevention of socio-psychological conflicts as a condition for the creation of a favorable socio-psychological climate in the service team of the agencies of internal affairs." Applied psychology and pedagogy 3, no. 2 (April 11, 2018): 14–22. http://dx.doi.org/10.12737/article_5acd16394f8171.50116680.
Full textAbstract:
The effectiveness of managerial activity of the heads of the internal affairs bodies is aimed at the formation of a favorable social and psychological climate in the service team. Favorable climate in the team is ensured by taking into account the socio-psychological factors that determine the style of management activity, the level of conflict in the team, degree of socio-psychological compatibility and teamwork. The implementation of the basic functions of management depends on the style of management and personal qualities of the leader himself. At present, the concept of conflict in the normative and legal acts of the Ministry of Internal Affairs of Russia is not reflected, there is only the concept of a conflict of interests, which is legally fixed. Personal responsibility for maintaining the official discipline, the formation of a favorable social and psychological climate in the service team is entrusted to the head (chief). In the prevention of socio-psychological conflicts, the most important role belongs to the leader, his ability to distribute responsibilities psychologically, rightly assess the achieved results, act as an intermediary in the settlement of emerging conflicts, disputes and contradictions.
43
Adrian-Taylor, Shelley Rose, Kimberly A. Noels, and Kurt Tischler. "Conflict Between International Graduate Students and Faculty Supervisors: Toward Effective Conflict Prevention and Management Strategies." Journal of Studies in International Education 11, no. 1 (March 2007): 90–117. http://dx.doi.org/10.1177/1028315306286313.
Full text
44
Löhr, Katharina, Frieder Graef, Michelle Bonatti, Henry F. Mahoo, Jane Wambura, and Stefan Sieber. "Conflict management systems for large scientific research projects." International Journal of Conflict Management 28, no. 3 (June 12, 2017): 322–45. http://dx.doi.org/10.1108/ijcma-04-2016-0022.
Full textAbstract:
Purpose This paper aims to analyze the transferability of a conflict management model developed for business organizations to a temporary and international research project to serve as a support tool for internal communication and in case of conflict. Design/methodology/approach The authors analyze the transferability of a conflict management model that was initially developed for business organizations to an international, inter-organizational and temporary research project that is third-party funded. Using a case study, a participatory approach is applied with both qualitative and quantitative methods used. Findings The transferability is possible but only with the adaption of conflict prevention. The project’s international and inter-organizational structure further results in a need for decentralization of conflict management responsibilities and diversification of conflict management approaches. Time, financial resources and a high autonomy of cooperation partners limit the degree of participation in the design process. Research limitations/implications The research is based on a case study. Research on comparative design processes are needed to verify or extrapolate findings and to help assess the impact of conflict management systems in other large research projects. Originality/value This paper contributes to the body of knowledge on conflict management systems. By implementing a conflict management system in a temporary, international and scientific project environment, this case study identifies contextual factors relevant for the system design and provides initial test results. As conflict management systems in research projects are not yet prominent, this adapted model of conflict prevention and management can benefit similar projects.
45
Reuveny, Rafael. "Economic Growth, Environmental Scarcity, and Conflict." Global Environmental Politics 2, no. 1 (February 1, 2002): 83–110. http://dx.doi.org/10.1162/152638002317261481.
Full textAbstract:
The global population is expected to reach nine billion by 2050, intensifying “environmental scarcity,” a term used here to denote environmental degradation and pressure on renewable and nonrenewable natural resources. Currently, environmental scarcity is more pronounced in less developed countries (LDCs) than in developed countries (DCs). Many argue that this scarcity is increasingly promoting armed conflicts in LDCs. The conventional solution to the problem of environmental conflict is economic growth. It is argued that as LDCs' income per capita rises to the level ofthat of DCs, their population growth and environ mental scarcity will decline, preventing conflict and building peace. This paper illustrates that the growth approach to conflict prevention probably will not work because the biosphere most likely would not be able to support a DC-level standard of living for all the people on Earth, at least not at the current state of technology. The resulting intensification of pressures on natural resources is likely to induce more, not less, environmental conflict. Still, economic growth in LDCs is important on both moral and practical grounds. One could make economic growth in LDCs ecologically—and therefore politically—feasible by balancing it with a coordinated economic contraction in DCs. The difficulties associated with implementing this approach are discussed. I believe that the approach will probably be rejected by DCs in the short run, but might eventually be initiated in response to some global ecological-social-political crisis. The problem is that such a crisis also might result in extensive damages. Whether or not such damages could be alleviated would depend on the nature ofthe crisis and the extent of the damages up to that point.
46
ALI EL AMIN, KHALID. "EASTERN SUDAN INDIGENOUS CONFLICT PREVENTION, MANAGEMENT AND RESOLUTION MECHANISMS." African Security Review 13, no. 2 (January 2004): 7–22. http://dx.doi.org/10.1080/10246029.2004.9627281.
Full text
47
Ostapchuk, T., S. Biriuchenko, and I. Tsaruk. "Psychological aspects of social responsibility as a method of conflict management at the enterprise." Galic'kij ekonomičnij visnik 68, no. 1 (2021): 119–27. http://dx.doi.org/10.33108/galicianvisnyk_tntu2021.01.119.
Full textAbstract:
Some aspects of the implementation of social responsibility principles in conflict management at the enterprise are considered in this paper. Any activity involving human interaction is followed by high probability of conflict. The implementation of social responsibility principles affects the interests of a large number of participants – related parties or stakeholders, who, in turn, have their own needs, goals, values and expectations. Certainly, this causes various differences, which over time can escalate into conflicts. One of the primary internal stakeholders of the company is its staff, as the quality and efficiency of the company is influenced not only by the efforts of individual employees, but the overall productivity of the whole team. Social and labor relations between the employer and staff, as well as employees themselves, should be focused on the creation of conditions for human activity and interaction in such a way as to minimize the possibility of various contradictions, conflicts and their destructive development. The means of management, particularly the prevention and resolution of conflicts within the enterprise are the introduction of elements of internal social business responsibility. Its priority areas include: human resources development (advanced training; professional retraining; internships; on-the-job training; the possibility of gaining the second higher education; in-house training, etc.); formation of safe and comfortable working conditions; ensuring the stability of wage payments; additional medical and social insurance of employees; providing financial assistance to employees in critical or emergency situations. At present, modern enterprises, implementing the principles of social responsibility, transform it into social benefit, at the same time receiving a number of positive effects, including improvement of business reputation and image; employee productivity increase; sales growth and customer loyalty; increase of the enterprise investment attractiveness; stimulation of consumer confidence and, first of all, prevention and overcoming of conflicts in the team.
48
Demianchuk, Vitalii, and Pavlo Bortsevych. "COMPARATIVE LEGAL ASPECTS OF ENSURING THE ECONOMIC SECURITY OF COMPANIES IN RESOLVING CORPORATE CONFLICTS IN UKRAINE AND THE UNITED STATES." Baltic Journal of Economic Studies 5, no. 1 (March 22, 2019): 54. http://dx.doi.org/10.30525/2256-0742/2019-5-1-54-58.
Full textAbstract:
The aim of the article is to reveal the legal nature of corporate conflicts and ways to overcome them in Ukraine and the United States. The subject of the study is corporate conflicts caused by the corporate relations that arise between the owners of corporate rights, as well as the relationship between the owners of corporate rights and management bodies of the company. Methodology. The study is based on general scientific and specialscientific methods and techniques of scientific knowledge. The logical semantic method enabled to determine the content of the concepts of “corporate conflict” and “greenmail”. The comparative legal method enabled to compare the doctrinal approaches to this issue. The same method enabled to analyse US law regarding the subject matter. The normative dogmatic method enabled to interpret the content of legal regulations of domestic and foreign legislation that regulate the issue of corporate conflicts and ways to overcome them. The system-structural method enabled to analyse objective and subjective causes of corporate conflicts. Methods of analysis and synthesis enabled to distinguish features of corporate blackmail as the cause of corporate conflicts. The method of legal modelling enabled to develop proposals regarding greenmail prevention in Ukraine. Practical implications. Studies on the issue of greenmail in the US helped to develop recommendations for prevention of greenmail in Ukraine, as well as to identify issues requiring further consideration and research. Relevance/originality. The concepts of “corporate conflict” and “greenmail” are defined. The objective and subjective causes of the occurrence of corporate conflicts, the reasons for their occurrence, as well as the subjective component of the parties to the corporate conflict are analysed. The absence of the legal definition of the concept of greenmail and the effective mechanism of its prevention is stated, therefore, appropriate recommendations to prevent its occurrence are formulated.
49
CHAKRABORTY, Souraditya, and Nabanita PAUL. "Efficacy of different human-elephant conflict prevention and mitigation techniques practiced in West Bengal, India." Notulae Scientia Biologicae 13, no. 3 (August 18, 2021): 11017. http://dx.doi.org/10.15835/nsb13311017.
Full textAbstract:
Human-elephant conflicts (HEC) have become an ever-increasing threat to wildlife management in recent years around the world. In India, West Bengal has been one of the worst sufferers of these conflicts. With 2.89 % of the entire elephant population in India, the state records a high mortality rate, both human and pachyderm every year. Although several mitigation techniques, traditional as well as modern, have been used for many years, however, the conflict cases have not shown any steady decline. It seems that the measures practiced in the region focus on short-term alleviation rather than a long-lasting solution ensuring peaceful coexistence of the two species. The study discusses the mitigation and preventive measures of human-elephant conflicts practiced in the state, their efficacy and shortcomings. The study revealed a single “universal model” is not successful to mitigate the concerns; rather a combination of measures is required. An amalgamation of traditional and modern techniques is also suggested. An efficacious operative mitigation plan should be site-specific and based on several local factors including conflict, physiographical, habitat, anthropogenic and other such variables. Thus, a hypothetical model for designing an effective mitigation strategy has been proposed for future researchers and competent authorities to look into. This could be helpful for policy makers to plan effective management practices not only in the region but also elsewhere.
50
Johnson, Patsy E. "Implementing a School-Wide Conflict Management Program: Staff Development is the Key." Journal of School Leadership 6, no. 6 (November 1996): 600–624. http://dx.doi.org/10.1177/105268469600600602.
Full textAbstract:
This paper presents a staff-development model to implement a school-wide conflict management plan. Results of an ongoing conflict management plan following its third year from an urban middle school are included to illustrate a conflict prevention and management strategy that was motivated and shaped by the school's culture and climate realities. The strategy is based on the premise that the effectiveness of the conflict management program improves when the philosophical orientation for conflict management is articulated, understood, and implemented by the administration, faculty, students, and parents.