Dissertations / Theses on the topic 'Handling conflicts'

This thesis presents a study into conflicts that emerge amongst sensor device rules when such devices are formed into networks. It describes conflicting patterns of communication and computation that can disturb the monitoring of subjects, and lower the quality of service. Such conflicts can negatively affect the lifetimes of the devices and cause incorrect information to be reported. A novel approach to detecting and resolving conflicts is presented. The approach is considered within the context of home-based psychiatric Ambulatory Assessment (AA). Rules are considered that can be used to control the behaviours of devices in a sensor network for AA. The research provides examples of rule conflict that can be found for AA sensor networks. Sensor networks and AA are active areas of research and many questions remain open regarding collaboration amongst collections of heterogeneous devices to collect data, process information in-network, and report personalised findings. This thesis presents an investigation into reliable rule-based service provisioning for a variety of stakeholders, including care providers, patients and technicians. It contributes a collection of rules for controlling AA sensor networks. This research makes a number of contributions to the field of rule-based sensor networks, including areas of knowledge representation, heterogeneous device support, system personalisation, and in particular, system reliability. This thesis provides evidence to support the conclusion that conflicts can be detected and resolved in adaptable rule-based sensor networks.

This study examines and analyzes conflict management and effective communication from several complementary perspectives. The purpose of the study is to identify common types of conflicts that learners confront in the process of EFL learning
to examine and analyze EFL learners'
own strategies to deal with conflicts based on the conflict handling modes in the process of EFL learning
to find out their needs in terms of effective communication skills necessary to manage conflicts
and to analyze their attitudes toward conflict management learning and their needs for conflict management strategies. In order to achieve this aim, a survey research is preferred and the quantitaitve data gathered through the questionnaires were supported with the qualitative data obtained from the interivews with participants EFL learners. In the questiionnaire, there were two parts. The first one was a demographic inventory designed to gather the demographic characteristics of the participants. In the second part, four sub-sections were desgined: (1) a rank answer questionnaire to identify common types of conflicts that learners confront in the process of EFL learning
(2) a slightly adapted, Likert scale questionnaire which was translated to Turkish by Gü
mü
seli (1994) from the Rahim Organizational conflict Inventory II (ROCI II) to identify EFL learners'
conflict management strategies
(3) another Likert scale questionnaire to find out their needs in terms of effective communication skills necessary to manage conflicts
and (4) an alternative answer questionnaire to analyze learners'
attitudes toward conflict management learning and their needs for conflict management strategies. The result of these questionnaires were analyzed by SPSS 15.0. This data gathering instrument was implemented on 339 students at the preparatory school TOBB University of Economics and Technology. Data gathered from 171 students from the same school were used for the piloting of the stduy. The data gahthered from 339 students at ETU Preparatory School represented the results of the main study. In analyzing the data, descriptive statistics as frequency, percent, average, and standard deviation and inferential statistics as ANOVA was used. As the second scale of the current study, semi-structered interviewsw were conducted with 12 students studying at the same university. The results of the interviews were analyzed through content analysis. The results of the study revealed that there is a relationship between EFL learners'
conflict managament strategies, need for effective communication skills, and their gender, scholarship status, last school graduated, and duration of study at a particular university. Additionally, the study displayed that students confornt various types of conflict and they need to learn conflict management skills and effective communication skills to deal with conflicts successfully.

Since 2010 a policy network on urban agriculture (UA) has emerged in Bangkok, incorporating policy actors from both governmental and non-governmental bodies. This study argues that multiple forms of social capital – including shared rules, reputation, trust, reciprocity, moral obligation, shared norms and shared knowledge among various actors – have shaped the functioning of this policy network since its emergence. In addition, the study argues that these forms of social capital support the capacity of the policy network to enhance cooperation and handle conflicts. The role of social capital in governing the UA policy network is examined in relation to the floods experienced in Bangkok between late 2011 and early 2012. The analytical framework adopted is based on two contrasting theories: Ostrom’s institutional rational choice (IRC) and Habermas’ communicative action theory (CAT). Both are applied to link social capital and policy network studies. Following these two perspectives, this study conceptualises social capital by considering both rational and normative commitments. By focusing on IRC and CAT perspectives on power, this study analyses how instrumental, communicative and structural power relates to social capital. Findings reveal that the aforementioned forms of social capital influenced the emergence of the policy network by determining the status of the network’s constituent organisations and groups and their power relations. Members of organisations and groups that shared forms of knowledge agreed that the reason for cooperation was epistemic, while reciprocity and moral obligation supported their decision to cooperate. The study also found that the reputable and trusted organisational leader within the network, who shared rules, norms and knowledge with others, played a key role in facilitating a deliberative process while handling conflicts. The analysis aims to bridge social capital and policy network studies, and reveals the benefits of articulating IRC and CAT to understand policy network governance.

This thesis is dealing with how students living in a student corridor experience the circumstances in their corridor. The aim is through interviews with students living in the corridors get a inside look at their situations. I want to examine how changed conditions of life, new meetings and new experiences will influence their personalities. How are the students living in the corridors affected by conflicts and how do they protect themselves from the influence of the rest of the group living there? In addition to that I want to know what they think is important prioritises throughout their student time, like if there are anything important that a student should take time to do beside the studies. In my final discussion in the thesis I will try to present a picture of how a typical student corridor can look like and I will do so with the help of the materials I have received from my informants.

Denna undersökning bygger på lärares attityder till konfliktsituationer och deras föreställningar om hur de agerar vid dessa. Det vi i vår undersökning eftersöker är dels om lärarnas agerande skiljer sig mellan år 1 och år 6 och dels om deras utsagor tyder på en bakomliggande teoretisk kunskap. Med hjälp av en kvalitativ ansats görs åtta intervjuer med behöriga lärare, fyra verksamma i år 1 och fyra verksamma i år 6. Analysen av det insamlade materialet visar att varje lärare har skilda sätt att se på konflikter och majoriteten anser att de både har positiva och negativa aspekter. När det gäller sättet att hantera konflikter har vi funnit att en gemensam grundmodell används. Dock har alla lärare sina egna konflikthanteringsstrategier som de använder beroende på situation och ålder på barnen. Trots att lärarna säger sig ha ytterst lite utbildningen om konflikter och konflikthantering tyder deras utsagor på en bakomliggande teoretisk kunskap.

Thesis (M.S.)--University of Florida, 2002.
Title from title page of source document. Document formatted into pages; contains v, 52 p.; also contains graphics. Includes vita. Includes bibliographical references.

The Quaker community is committed to conflict resolution; it might be expected that the community itself is conflict free. This study explores this proposition and presents a counter narrative: conflict does exist among Quakers, with its roots in the culture of the organization. An ethnographic case study was undertaken in a context of observing participation, where the researcher was also actively responsible inside the organization. The project included: 39 semi-structured interviews with Key Informants, Grassroots Quakers and Edge Quakers; a collaborative inquiry workshop with 20 self-selected participants; recording of reflections over six months with a final workshop. The study finds a dominant community narrative telling how the Quaker task is to 'mend the world' and live in a'peaceable kingdom'. This is achieved by ignoring conflict within the organization, defensively following the maxim 'don't ask, don't tell, don't even think about it'. A distinctive pattern of conflict handling is revealed; aversion precedes avoidance, relationship is privileged above outcome, and moderation and restraint are required. Conflict which does surface and persists focuses on the interpretation of Quaker identity. The culture of aversion from conflict makes it difficult for Quakers to articulate conflict experience; they lack confidence and are hesitant. Counter narratives and personal narratives are not made public. Consequently there are very few collectively articulated stories about Quaker conflict handling. A constructivist narrative framework acknowledges the power in the internalised collective narrative. As proud individual nonconformists, Quakers minimise the coercive power of the collective narrative, which positions them as stultified in conflict, with their agency neutralized. It is argued that one way of creating radical change is to encourage the telling of more stories of Quaker conflict, providing new parts in the play.

Intragroup conflict research has shown task and relationship conflict have different effects on group outcomes, and suggests groups promote task conflict while avoiding relationship conflict. However, these suggestions have not yet been tested. This study examines the moderating role of group conflict handling on conflict type-group outcome relationships. Results of a field survey of 96 business school project groups showed task conflict inhibited performance when groups used avoidance tactics; however, these effects were negated when avoidance tactics were not used. Similarly, relationship conflict was only harmful to performance when avoided. When the use of avoidance was low, relationship conflict improved performance. Collaboration mitigated the harmful effects of task conflict and compromising mitigated those of relationship conflict on group satisfaction. Results from this work provide an important first look at how group conflict handling behaviors moderate the relationships between conflict types and group outcomes.

Thesis (M.A.)--West Virginia University, 2007.
Title from document title page. Document formatted into pages; contains v, 56 p. Vita. Includes abstract. Includes bibliographical references (p. 36-46).

Thesis (Ed.D.)--Boston University
PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.
An examination of the literature revealed that conflict is prevalent throughout American colleges and universities-especially within divisions of student affairs-and that senior student affairs officers are expected to assume an important role campus-wide in the management of conflict. Trends suggest a significant increase in their involvement with conflict over the next twenty years. This study sought to identify the nature of conflict and the conflict resolution process at small liberal arts colleges and to examine differences among senior student affairs officers in the methods they use to resolve conflicts, the theories they report as underlying these methods, and the sources of these espoused theories of conflict resolution. Interviews on these matters were held with 15 senior student affairs officers in such colleges in the American mid-west. The following are among the most important findings: 1) the deans have a firm understanding of how to handle conflict (contrary to many prior research findings); 2) the deans have a strong dislike for conflict; 3) one-third of the deans report that they avoid conflict whenever possible; 4) the deans see it as their responsibility to handle any conflict involving students and they have the potential to be directly and indirectly involved in almost any such situation, even outside their divisions; 5) handling conflict is reported to take up three-fourths of their time; 6) half of the deans attempt to mediate (minor) violations of policy while others deem it inappropriate; 7) factors which most frequently contribute to conflict include communication, and diversity-the interplay among people from different cultures and backgrounds; 8) the deans view issues of diversity as being the most difficult to handle because of their emotional intensity; and 9) the deans reported a predominantly trial-and-error preparation for dealing with conflict rather than through formal education. The findings suggest that further research is needed to address such questions as these: 1) What is the relationship between espoused theories of handling conflict and theories-in-use? 2) How does having a strong dislike for conflict affect one's ability to manage it? 3) How does institutional culture affect the handling of conflict? 4) What are the consequences of conflict avoidance? 5) How do institutions support deans in handling conflicts involving diversity issues? (6) What consequences typically ensue from trying to mediate policy violations? The findings also suggest the need for practical programs and policies such as the following: 1) improving relevant pre-professional programs; 2) improving in-service programs for those having responsibility for managing and resolving conflict; 3) changing the recruitment, hiring, and evaluation process for the dean of students position; 4) transforming college cultures in ways that better support conflict management and resolution; 5) institutionalizing the process of the effective management of conflict; 6) addressing the issue of avoidance to ensure that conflict is being addressed in a timely manner; 7) developing an ombudsman position to centralize and formalize the process of assisting faculty, staff, and students to resolve conflicts; and 8) creating a Center for Conflict Management to provide faculty, staff, and students with resource materials, training workshops, and assistance with mediating and managing conflict.
2031-01-01

Interpersonal conflict is a research topic increasingly gaining importance in project management. The purpose of this exploratory study was to find out how relationship conflict affects task conflict in projects. The research investigated the styles individuals prefer to handle task conflict with colleagues in bad personal relationship. The influence of four personal characteristic variables (Gender, Age, Work experience and Culture background) on the choice of conflict handling styles were examined at the same time. ROCI-II was used as the data collection instrument. Questionnaires were published through web-based online survey system. 182 valid responses were collected in two weeks. Data was analyzed with statistic software SPSS. The results revealed that integrating, compromising, avoiding, dominating and obliging are the five styles ranked from highest to lowest preferred by individuals to handle task conflicts with colleagues in bad personal relationships. High value of assertiveness and negative value of cooperativeness indicated that in a situation of relationship conflict, individuals are more assertive and less cooperative to deal with task conflicts with colleagues. Results of the study didn't show significant difference among personal characteristic groups. High correlations among conflict handling styles were discovered from this study. Implications of the research findings for theoretical and practical organizations or individuals are provided. Areas and recommendations for future research are suggested.

Thesis (Ph. D.)--Illinois State University, 1995.
Title from title page screen, viewed May 18, 2006. Dissertation Committee: John R. McCarthy (chair), Larry D. Kennedy, George Padavil, William Tolone. Includes bibliographical references (leaves 99-106) and abstract. Also available in print.

Includes bibliographical references (leaves 89-95).
How individuals respond to and handle conflict in the workplace is one of the growing areas of interest and concern among scholars and professionals working in a wide range of disciplines. However, prior work situated as an effort to understand how training people on conflict theory can manifest behavioral change in the workplace is rare. Few published works exist on identifying the behaviors associated with developing constructive conflict handling skills in the workplace. South African institutions need a solution to the widespread challenge of developing their employees' conflict handling skills. In South Africa, these are considered 'life skills.' To address the gap in theoretically supported business education curricula, this evaluation study seeks to explore the link between the constructs of self-awareness and cooperative conflict. The primary aim of this study is to gain a sense of learner's current level of self-reported conflict handling skills and then measure whether the Insights into Lifeskills Project curriculum facilitates the transition to more complex levels. These measures are taken through the use of a primary survey instrument. Additionally, through a process of balancing the program curriculum with the South African National Qualifications Framework, this study explores and measures how participants make vital connections between theory and practice. Post results of a six-week utilization-focused intervention construct an argument that individuals oriented to these constructs are better able to regulate conflict in the workplace through exercising self-awareness and cooperative conflict skills. As a result of explicit instruction in self-awareness skills and conflict response styles, during the period of February 2009 to April 2009, findings report that the Volunteer Participants of the workplace targeted intervention showed pronounced gains in their ability to handle conflict constructively. The twenty-seven Volunteer Participants of the targeted teams were identified for their experience in high levels of interpersonal workplace conflict. The participant-managers of these teams all shared a desire to develop their team's conflict handling skills. The study's Volunteer Participants are professionals of both functional and management designations in a large-scale South African retail organization.

Conflicts are a natural part of people's daily lives and we all know that they cannot be avoided. Equally common are conflicts in school as an institution, not at least in the interaction between teachers and students. The purpose of this study is to investigate how teachers think and reflect on the various classroom conflicts that arise with students, and which preventive measures the teachers use. This study intends to answer the following questions; What is it that characterizes conflicts between teachers and students in middle school?     How do teachers think that these conflicts can be prevented and what solutions can be applied? I have used in this study a qualitative research method as a tool. This study examines how teachers reflect and discuss about their perceptions of classroom conflicts. My theoretical connection consists of the senior lecturer in pedagogic, Arne Maltén and his ideas of communication theories. He describes different perspectives that teachers can relate to in the prevention of conflicts that may arise.                                                                                                                                                                                                                   The results of my study reveal that teachers receive a negative view of conflicts while they share different approaches of how conflicts could be prevented. The teachers are aware that conflicts at school are impossible to avoid but at the same time they decide to deal with them with their own methods. There are a number of these which can be applied in dealing with conflicts. Some teachers do not shy away from the conflicts, while others choose to avoid them. In school and in learning environment there should be a constructive approach to prevent conflicts.

Submitted by Marcia Bacha (marcia.bacha@fgv.br) on 2012-05-14T12:37:02Z No. of bitstreams: 1 Mauro Brant Heringer.pdf: 3231910 bytes, checksum: 718d078a383b39a3a6c91c90c589aafb (MD5)
Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2012-05-14T12:37:15Z (GMT) No. of bitstreams: 1 Mauro Brant Heringer.pdf: 3231910 bytes, checksum: 718d078a383b39a3a6c91c90c589aafb (MD5)
Made available in DSpace on 2012-05-14T12:37:56Z (GMT). No. of bitstreams: 1 Mauro Brant Heringer.pdf: 3231910 bytes, checksum: 718d078a383b39a3a6c91c90c589aafb (MD5) Previous issue date: 2012
Por mais que a informatização esteja avançada (interligação por meio da rede internet de computadores entre os órgãos e entidades públicas pelo Estado), máquina alguma substituirá os dramas do homem contemporâneo, principalmente aqueles que sempre estiveram alijados da cidadania. O presente estudo traz à baila as reflexões e discussões acadêmicas desenvolvidas ao longo das mais de 700 horas/aulas do curso de mestrado em Poder Judiciário, turma 2010. Longe de ser uma unanimidade o Poder Judiciário é um poder do Estado que representa antes de tudo a capacidade e a prerrogativa de julgar, de acordo com as regras constitucionais e das leis criadas pelo Poder Legislativo em determinado país. É um dos mais sólidos pilares nas democracias e um perigoso algoz nos regimes absolutos. Apesar desta importância e de no Brasil ser um poder sólido que já demonstrou sua importância para a garantia da solidificação da democracia, são poucos os estudos sobre o Judiciário, poucos e iniciais são as pesquisas sérias sobre este poder de suma importância para a sociedade, para economia e para as instituições. Como, também, não é espanto quando vemos que fato repetitivo que a maior insatisfação ou reclamação da sociedade reside na morosidade das soluções judiciais traduzida pela alta taxa de litigiosidade da justiça brasileira. O Poder Judiciário é objeto de estudos sistemáticos, contínuos e avançados em diversos países que já demonstraram a importância de se conhecer bem as suas propostas, os resultados das suas atividades, funções e os seus gastos, pois, o seu 'negócio'é a resolução dos conflitos da sociedade de forma a contribuir com a pacificação da mesma através de uma ordem jurídica justa. Os estudos realizados nos Estados Unidos, Alemanha e Espanha, como exemplo, demonstram que conhecer bem o judiciário é o primeiro passo para melhor gerenciá-lo. Assim, deve-se menção e reconhecimento no investimento realizado pela Fundação Getúlio Vargas em promover com destaque o presente Mestrado em Poder Judiciário. A FGV é uma das poucas instituições privadas que tem como um dos seus objetivos o preparo pessoal, extrapolando as fronteiras do ensino com avanços significativos nas áreas da pesquisa e da informação. No mesmo caminho da qualificação profissional de seus magistrados e servidores e na vanguarda da gestão judiciária, o Tribunal de Justiça do Distrito Federal e dos Territórios, investiu e acreditou na proposta de estudos e pesquisas do presente mestrado, merecendo, significativamente, os elogios e agradecimentos pela visão de futuro e investimento realizado no conhecimento que é sempre importante e necessário. A dissertação em comento representa primeiramente uma visão contraposta ao modelo de política pública encampada pelo Conselho Nacional de Justiça, através da Resolução 125 de 29 de novembro de 2010, cujo objeto é o tratamento adequado dos conflitos de interesse no âmbito do Poder Judiciário, representando, assim, interesse especial de pesquisa científica por se tratar de uma política nacional judiciária a ser adotada, obrigatoriamente, por todos os Tribunais de Justiça do país. Além deste aspecto supra referido, reside, também, o fato do ineditismo deste estudo e pesquisa, especificamente, porque essa política pública judiciária aborda aspectos e variáveis novas no tratamento das atividades e das funções próprias do Poder Judiciário quando propõem, como exemplo, o tratamento dos conflitos considerados pré processuais. Outro aspecto importante merecedor de atenção no estudo reflete-se na discussão do modelo de política pública que, em premissa vênia, deveria ser tratado em caráter geral republicando do Estado e não particularizado em um dos seus entes, mesmo que pareça ser, constitucionalmente, pressuposto da alçada do Poder Judiciário tratar exclusivamente do problema da altíssima litigiosidade e do baixo resultado de resposta à demanda posta para seu controle. Este estudo, tem como objetivo demonstrar que a resolução 125/2010 do CNJ é insuficiente para resolver os problemas de congestionamento e morosidade da Justiça brasileira, como preconizada, isso porque, o modelo que se propõe para combater o problema da morosidade é restrito e está 'contaminado' pela idéia do monopólio da jurisdição ou por uma espécie similar que traz para o âmbito do judiciário uma nova atividade de trabalho, a qual é relacionada com a solução do conflito pré-processual a qual deveria fazer parte de uma política pública geral não restrita a um poder republicano. A correspondência dos argumentos com a materialização utilizada para o problema será comprovada nas linhas que se seguem, pois, assuntos com grande abrangência como as soluções judiciais devem, preferencialmente, adotar mecanismos públicos de caráter geral para uma boa solução. Nesse sentido, o trabalho demonstrará que as tentativas recorrentes em superar o problema da alta demanda judicial está restrita a modelos insuficientes abrangidos por um monopólio que não deveria ser aplicado para solucionar problemas pré processuais no âmbito do Poder Judiciário. Constitui, pois, um contraponto à idéia de efetividade na redução da demanda judicial tradicional 1 como prevista pela política pública judiciária frente ao monopólio da jurisdição, ou seja, frente à reserva que detém o Judiciário na promoção e gestão de uma nova atividade – o tratamento dos conflitos de interesse pré-processual por meio dos instrumentos de autocomposição, notadamente as conciliações e mediações. Apresentam-se, igualmente, neste trabalho proposições legislativas que dão o suporte material às idéias apresentadas, caracterizando a comprovação de viabilidade entre a apresentação do problema científico, as justificativas para o enfrentamento do problema e uma solução para o mesmo, como vista a modernizar uma política pública. Importante reafirmar que o escopo do presente trabalho não reside na observação própria dos modelos e técnicas de resolução de conflitos, notadamente as conciliações e mediações, incentivadas pelo CNJ, ou nos modelos arbitragem. Ao contrário, espera-se que todas as tentativas que possam melhorar e modernizar os atuais serviços judiciais no Brasil sejam válidas, eficazes e são muito bem vindas, pois, é uma tentativa positiva para melhorar o atual cenário em que se encontra o Poder Judiciário quando é confrontado em seu acesso à justiça, rapidez, confiabilidade e segurança nos seus julgamentos.
As much as technology is growing (connecting computers through the internet among agencies and public entities by the state), any machine will replace the drama of contemporary man, especially those who've been priced out of citizenship. Man's problems can not be solved by machines in distant locations without allowing direct access to the human who controls the machine. This study brings up the reflections and academic discussions developed over the more than 700 hours / lessons of the masters course in the Judiciary, class 2010. Far from being a unanimous decision, the Judiciary is a state power that represents above all the ability and prerogative to judge, according to the rules and the constitutional laws created by the Legislature in a determinate country. It is one of the strongest pillars in democracies and dangerous regimes in the absolute nemesis. Despite this importance and the fact that in Brazil is a solid that has demonstrated its importance in ensuring the solidification of democracy, there are few studies on the Judiciary, and initials are few serious researches on this power of paramount importance to society, to economy and institutions. When we see that the most repetitive dissatisfaction or complaint society lives in the slowness of judicial solutions translated by the high rate of litigation in Brazilian courts. The Judiciary is the object of systematic studies, continuous and advanced in several countries have already demonstrated the importance of knowing well its proposals, the results of its activities, functions, and their costs, because their 'business' is the resolution the conflicts of society to contribute to the pacification of the same through a fair legal system. Studies in the United States, Germany and Spain, for example, show that the Judiciary is familiar with the first step to better manage it. Thus, we have to mention the investment made by the Fundação Getúlio Vargas to promote especially the present Master of the Judiciary. FGV is one of the few private institutions that have as one of its goals the personal preparation, beyond the boundaries of teaching with significant advances in the areas of research and information. In the same way of the professional qualification of judges and their servers and at the forefront of judicial management, the Court of Federal District and Territories, invested and believed in the proposed study and research of this master, deserving significantly, the praise and thanks for vision and investment in the knowledge that it is always important and necessary. The dissertation represents at first a vision against the model of public policy championed by the National Judicial Council, through Resolution 125 of November 29, 2010, whose object is the appropriate treatment of conflicts of interest within the Judiciary, representing this way a special scientific interest because it is a national judicial policy to be adopted, must, by all the courts of justice in the country. Apart from that mentioned above, lives also the fact that the novelty of this study and research, specifically because this public policy deals aspects and new variables in the treatment of the activities and functions of the Judiciary when they propose, as an example, the treatment of the conflicts. Another important aspect that worth the attention in the study is reflected in the discussion of public policy model, that should be treated in general republishing from the state and not particularized, even if it seems constitutionally of the Judiciary to treat exclusively with the problem of high litigation and low answer to the demand in its control. This study has a goal to demonstrate that the resolution 125/2010 CNJ is insufficient to solve the problems of congestion and delay in the Brazilian courts, as recommended, because, the model proposed to combat the problem of delays is restricted and is 'contaminated' by the idea of the monopoly of jurisdiction or a similar kind that brings justice to the scope of a new work activity, which is related to the solution of the conflict pre-trial which should be part of a general public policy does not restricted to a Republican power. Correspondence with the materialization of the arguments used for the problem will be proven in the lines that follow, therefore, with great coverage issues such as judicial remedies should preferably adopt mechanisms for general public a good solution. In this sense, the work will demonstrate that the recurrent attempts to overcome the problem of high lawsuit is restricted to insufficient models covered by a monopoly that should not be applied to solve procedural problems in the pre Judiciary. It is therefore a counterpoint to the idea of effectiveness in reducing the traditional lawsuit as provided for by the judicial against the monopoly of jurisdiction, ie, the reserve forward who holds the judiciary in promoting and managing of a new activity - the treatment of conflicts of interest pre-trial through instruments, notably the conciliation and mediation. We present also, in this study, legislative proposals that give material support to the presented ideas, characterizing the evidence of the viability between the presentation of scientific problem, the reasons for the confronting of the problem and a solution for it, how to modernize a public policy. Important to reaffirm that the scope of this present work is not based on the observation of the models and techniques of conflict resolution, notably the conciliation and mediation, encouraged by the CNJ, models or arbitration. Rather, it is expected that all attempts to improve and modernize the current legal services in Brazil are valid, effective and very welcome, because it is a positive attempt to improve the current scenario is the Judiciary when is confronted in their access to justice, speed, reliability and security of your judgments.

PurposeThe purpose with thisstudyis to find out how preschool teachers describe their individual and collaborative work in relation to handling and preventing the children’s conflicts. Further the objective is to discover therole of the individual pedagogue, and the teacher team have in conflict situations. To discover the relevance of the teacher teamin the children’s conflicts,the studywill also evaluate how the collaborative work within the teamcan be made possible. Research methodThe data has been collected by interviews to research how the preschool teachers describe the individual, and collaborative work with conflicts, and how they perceive the work with conflicts.ResultsThe study shows that the preschool teachers find thatit’s important to handlethe conflicts that emerge among the children. Although the collaborative work within the teacher teams varied, the teachers still found it of importance of handlingthe conflicts within the group. According to the preschool teachers, the reason that the collaborative work is crucial is because a lack of organization between the pedagogues, results in inconsistent methods for handling the children’s conflicts. An organized teacher team is also important because the collaboration allow the children to develop and learn from their conflicts.

ABSTRACT THE IMPACT OF MOTIVATION AND CONFLICT ESCALATION ON THE FIVE ZONE MODEL FOR PREFERRED CONFLICT HANDLING AND MANAGERIAL DECISION MAKING BY DEWEY WILSON TODD JULY 2005 Committee Chairmen: Dr. Peter Zhang and Dr. Craig Hill Major Department: Managerial Sciences (Decision Sciences) The Todd-Cambridge Preferred Conflict-Handling Mode (PCHM) Instrument is an example of a two-dimensional, five zone model, similar to the Thomas-Kilmann Conflict Mode Instrument, used to explain how individuals deal with situations in which their desires are in conflict with another individual or group. The instrument, developed for this research, was based on the Managerial Grid (Van de Vliert & Kabanoff, 1990). The two variables in the PCHM model are Assertiveness and Cooperativeness. Two additional interacting, independent variables (Motivation and Conflict Escalation) were posited to affect a sudden change in subject action under situations wherein there are different views of recommended decisions. The third variable being explored by this research is “Motivation”. This represents a measure of one’s degree of attachment with respect to a decision. Motivation may originate in compensation, personal regard or an emotional attachment. The primary theory was that while assertiveness and cooperativeness may be statistically uncorrelated, although interdependent for the purposes of categorization (Van de Vliert & Kabanoff, 1990), motivation creates an interaction effect with the other two variables and can be shown by inserting either a negative or positive motivational vignette between two administrations of the PCHM instrument. In other words, when one is highly motivated on a decision component there will be a predictable change in PCHM. Five of ten hypotheses were supported (null rejected) in investigating the effect of motivation. The fourth variable explored was “Conflict Escalation” – also introduced in the form of a vignette. The purpose was to determine the effect on PCHM when a normal group decision making environment suddenly intensified in conflict. Individuals are classified according to the five preference categories, with one primary preference generally emerging. The research question here was, “…as conflict escalates, does the dominant preference score of the individual change significantly?” This could potentially affect communication and make participants more disparate. In two of the five hypotheses, this theory was supported. The conclusion was that, although PCHM has traditionally been considered static, it can be affected suddenly and with a degree of predictability. This can be evidenced through motivation and conflict escalation.

Previous studies have established that for some people a typical day at work starts with immense feelings of distress, anxiety and irritability caused by workplace bullying. Not only does bullying behaviour in the workplace have a negative impact on a person’s professional life, but it is also detrimental to the effectiveness of the organisation. A survey focussing on the perceived exposure to bullying and victimisation in the workplace was administered to a sample of 159 employees employed by a mine in Mpumalanga. The results uncovered that more than a quarter of the participants reported that they had experienced workplace bullying. The study also discovered that line managers experienced more negative acts than senior managers. While those who only experience a brief spell of bullying behaviour at work survive their experience relatively unscathed, previous studies have also indicated that others are affected in a significant physical and psychological way. In conclusion this study determined that workplace bullying is an actual occurrence, not only internationally but also in South Africa. Employees and employers can therefore only benefit from understanding this unique workplace phenomenon. This article provides the opportunity for employed people to recognise the nature and prevalence of workplace bullying in order to prevent it from becoming a silent epidemic. Researchers generally accept that bullying is behaviour that is aggressive or negative and carried out repeatedly. Previous research established that bullying can occur in any context where people interact. This article open by synthesising a conceptual framework of negative acts as an interactive form of organisational behaviour from the available literature. Empirical research was done in order to investigate the prevalence of negative acts. The study found that more than a quarter of the participants had experienced bullying at some stage during their career with managers and supervisors predominantly reported as the perpetrators. The study also found that behaviour that tends to isolate individuals was generally reported as the most frequently experienced form of negative acts. By understanding workplace bullying both employers will be able to implement influence strategies aimed at dealing with this workplace phenomenon at levels of protection, intervention and dispute resolution. In conclusion it has been established that workplace bullying is not only a real problem in international workplaces, but also in South Africa. This means that employers not only have to cope with the consequences of employees performing badly but also behaving badly. This article presents an opportunity to understand negative behaviour in the workplace.
Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012

Thèse (M. Sc.) - Université du Québec à Rimouski, 2006.
Titre de lʹécran-titre (visionné le 26 avril 2007). Mémoire présenté à l'Université du Québec à Rimouski comme exigence partielle du programme de Maîtrise en gestion de projet. Comprend un résumé en français. CaQRU CaQRU CaQRU Bibliogr.: f. 126-131. Paraît aussi en éd. imprimée. CaQRU

This thesis proposes a learning systems-based model for the optimum development and transfer of conflict handling skills via Outdoor Management Development (OMD) programmes. Despite a rapid increase in provision for OMD, there is a lack of empirical evidence to support the efficacy of the learning process and transfer to the workplace. Existing research focuses primarily upon the outcomes of courses, rather then the means by which these outcomes may accrue. Accordingly, focusing on this context, the literature on cognitive skill acquisition was used to construct a new framework for analysing the mechanisms of skills learning and transfer. Using the skills of conflict handling as an example, the role of knowledge in skill acquisition was linked to the issue of learning transfer to propose a way in which different methodologies may influence learning outcomes. However, whilst the initial aim was to empirically test this framework, a cursory consideration showed that a large number of factors had to be empirically confirmed before this could be accomplished. Thus in order to assess the applicability of the framework to management development provision, a mixed methods design involving both qualitative and quantitative and inductive and deductive approaches was utilised within the overall research strategy. The earlier stages of the fieldwork focused upon the nature of the conflict handling process and the characteristics of conflict in business contexts. This research provided a basis for investigations into the process of conflict regulation and the knowledge base underlying skills application. The final phase of the fieldwork focused upon the development of conflict handling skills, including perceived provision for conflict handling in OMD. Methods used were content analysis, in-depth semi-structured interviews and a questionnaire survey. A total of five studies were completed.

Yemen is amid in three threats at the moment, during a civil war with a pandemic hitting them during a humanitarian crisis. The aim of this work was to understand how has the civil war in Yemen shaped and impacted their humanitarian crisis and COVID-19 response. A literature review was used in this study which helped to analyze the work. As a theoretical framework, it was used Michael E. Brown’s concept of Causes and dimensions of internal actors and Mary Kaldor’s concept of New Wars, which helped to outline and analyze the elements of this conflict and what effects internal and external Actors have in the conflict.   Mason and Rychard´s conflict mapping tools were used as a method. Also, the inter-agency framework helped to analyze the structural causes and key actors in the conflict. These all helped answer the research question, how has the civil war in Yemen affected their humanitarian crisis and COVID-19 response?  One of the important points that this conflict in Yemen tells us is the importance of local humanitarian workers when the conflict actors deny access to the areas. Without them, the work of international aid workers would be almost impossible, as the war continued around. The two humanitarian actors benefit from each other and this brings joint benefit to the Yemeni civilians. The main findings are as the war prolongs for a long time and externals actors intervene in it, followed by a humanitarian crisis affecting innocent civilians. Such a country will then be vulnerable to various pandemics. This has happened in the conflict in Yemen, as the situation is terrible and the COVID-19 pandemic disaster is coming to light there. One can state as a conclusion of the study that further research on the effect of COVID-19 could be helpful for the future to understand the real catastrophic effects this absurd conflict has brought.

This thesis focuses on two under-researched areas of consumer behaviour: conflict handling styles and consumer bargaining. As illustrated in this thesis, consumer bargaining is a substantial and important behaviour that has rarely been studied from a consumer perspective. Further, conflict handling, which is considered an important and wellresearched phenomenon in an organisational context, has been rarely applied to consumer behaviour, despite the potential for conflict in many areas. The aims of this thesis were to a) examine consumer bargaining behaviour across a variety of culturally diverse nations; b) develop and validate a new instrument to measure conflict handling styles; and c) examine the relationships between the likelihood of consumer bargaining, preferred conflict handling styles, and personal values. Consumer bargaining was found to be common in both developed and developing nations. Respondents from Australia and Germany reported bargaining for a broad range of products that vary in their prices, including cars, electronics, appliances, clothing, and computers. Bargaining in South Korea was even more common, including everyday purchases like clothing, and food and drink. Finally, bargaining in Brazil was almost as common as in South Korea, and also included expensive consumer durable purchases, such as electronic products and cars, in addition to everyday purchases, such as clothing, and food and drink. The conflict handling style instrument developed in this project had convergent validity with existing ratings scales, reproduced the theorised structure of the dual-concerns model of conflict handling, and had predictive validity in a service recovery context. The benefits iii of the new scale over existing ratings scales include: a) capturing relative preference for the conflict handling styles; b) reduction of sources of common method variance; c) reduction of ratings scale response biases; and d) reduction of numerical effect biases, such as different perceived distances between response categories. The newly developed scale was also used to assess the hypothesised relationships between personal values, conflict handling styles, and consumer bargaining intensity in a developed Western country (Germany). As expected, the dominate conflict handling style was positively related, while the avoid conflict handling style was negatively related to consumer bargaining intensity. Although no relationship was found between personal values and consumer bargaining intensity, personal values were found to be an antecedent of conflict handling styles. Specifically, the power value type was found to be a positive predictor of the dominate conflict handling style, while benevolence and social universalism were found to be positive predictors of the integrate conflict handling style.

South African organizations experienced more conflict in the past ten years because of all the changes in the management of labour relations. Employees at lower, middle and upper management levels within organizations are not well informed about the different types of conflict, the functionality and dysfunctionality of conflict, how conflict takes place within the different job-levels and how to manage and resolve it. Dysfunctional conflict can be destructive and it can affect the productivity of the organization. Because of the lack of knowledge regarding conflict within the steel organization and the necessity for it to be handled correctly, it was decided to seize the opportunity to contribute to the existing knowledge of conflict. Objectives of the study The major objectives of this study are as follows: To determine how literature conceptualizes conflict dynamics by examining theory, industrial sociology, organizational behaviour and general management. To determine the following aspects by means of an empirical study: - What the main reasons are for conflict within the steel organization. - How the handling of conflict differs among the middle and lower job levels within the organization. Research study and methodology The research study is divided into a theoretical and an empirical framework. Chapters 2, 3 and 4 outline the theoretical basis. Various aspects of conflict and handling or managing it are discussed in detail. The study employs the conflict theories of Ralph Dahrendorf and Karl Marx as points of departure, as found in chapter 2, in an attempt to provide a framework for the problem statement and to attempt the attainment of the set of objectives. This chapter discusses conflict and analyzes it as a social interaction characterized by force, strife and animosity. It also offers and analysis of Dahrendorf s and Marx's theories to determine their suitability to the study. Chapter 3 discusses conflict within a business context with reference to functional and dysfunctional conflict. different approaches to conflict. types of conflict, different reactions to conflict as well as its different stages. Chapter 4 addresses the course, handling and management of conflict by analyzing the conflict process while it keeps the theories of Marx and Dahrendorf in mind. Chapter 5 analyzes and describes the data and results found by means of empirical research according to specific statistical methods. The empirical study was conducted among the employees of a steel company. A standardised questionnaire and personal interviews were used. Major findings Chapter 6 consists of analysed information about the assembled data. The major findings of the study support the set of research objectives and prove all of them. Major findings include the following: Cooperation, discipline and communication are problem areas within the steel organization. A large number of employees show dissatisfaction about the nature and extent of their work. Some of the employees misuse their authority and this is a major cause of conflict. A total of 95% of the population show that they would like further training in the dynamics of conflict management. Half of the population show that they are unaware of any policies and procedures of conflict management in the steel company. Conclusion In conclusion as found in chapter 6 the study makes a number of recommendations centring on the training of employees to handle conflict and policy-making about conflict-handling and management.
Thesis (M.A. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2006.

In South Africa, private and public sector organizations have been experiencing conflict at an increasing rate during the past few decades and especially the last ten years. The prominence and high level with which conflict is regarded in this new democracy has made the study of this phenomenon more relevant. Especially within business organizations, between individuals, groups, and at management level, the influence of transformation and affirmative action has steadily affected interpersonal and intergroup relations. This situation makes it more difficult to handle or to manage. The lack of knowledge experienced in many business organizations causes mismanagement of conflict which eventually (directly or indirectly) affects the productivity of the employee corps and subsequently, the effectivity or profitability of the organization. The objective of this study was to establish by means of a comparative theoretical and empirical analysis, the nature, causes and handling/ management styles of conflict within a public and a private sector organization. Being respectively non-profit and profit driven organizations and having introduced affirmative action and transformation at different degrees, it was possible to evaluate the effect with regard to conflict. The research method followed in this study was both qualitative and quantitative. In the first five chapters a theoretical, qualitative approach was applied. Different theories of conflict, from the classical, neo-classical to modern systems, were analysed in order to establish sources of conflict. From this discussion, an analysis of conflict which was viewed by the theories of both Karl Marx and Ralph Dahrendorf to be a social interactive process characterized by force, strife and animosity, was accepted to form the basis of the study regarding the sources of conflict. Departing from this basis the various concepts of conflict as developed in the literature were studied in a comparative way. This was followed by a comparative analysis of conflict handling processes for which an adapted conflict process model was presented. The elements of this model form the core research of this study. Analysis of three key conflict handling style models (Thomas-Killman, ROC-II and CMS) were consequently compared to decide which one would be the most suitable for the empirical survey. The second part of this study consisted of a quantitative comparison of causes, handling styles and manifestation of conflict on an interpersonal basis within a local authority and an agricultural company. This was done by means of questionnaires containing designed variables obtained from the qualitative section of the study and a standardized section borrowed from Rahim's ROC-II model questionnaire. The descriptive statistical analysis was done with the SPSS-program in consultation with the STATCON Bureau of the Rand Afrikaans University. The empirical survey validated the viewpoints brought forward in the qualitative part of the study. By way of the results obtained from the analysis, the four hypotheses which were linked to the set objectives of the study were validated. The four hypothesis are: - A significant difference exists with regard to the causes of conflict between a local authority and agricultural organization. - A significant difference exists between employees of the local authority and the agricultural organization's perception of what effect conflict has on them. - A significant difference exists in the frequency with which different conflict-handling styles are used when compared to different background variables in both organizations. - A significant difference exists in the frequency with which different conflict-handling styles are used amongst employees of the agricultural organization and local authority Explicit findings with regard to the literature (qualitative) and empirical (quantitative) study were brought forward, and practical recommendations for management as well as recommendations for further research were made.
Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2005.

Vi har genomfört en kvalitativ studie i ämnet konflikthantering. Vi har valt att utforma den med hjälp av fem lärare som vi har intervjuat. Konflikter kan man inte undvika, varken i livet eller i skolan och där är det lärarens uppgift att hantera dem. Därför tycker vi att det är viktigt att belysa och förstå kunskapen om konflikthantering.

Förr hanterades inte konflikter och bråk i skolan som idag. Fram till 1958 var det fortfarande tillåtet att bestraffa elever med aga. Det var genom aga och skäll som man hanterade konflik¬terna istället för att som idag prata med eleverna. Skäll existerar fortfarande men framförallt hanterar lärarna konflikter med hjälp av att kom¬municera med eleverna. Idag är idealet att kommunicera väl; lyssna, tala och känna empati. I konfliktsituationer agerar läraren ofta medlare mellan eleverna.

För att ta reda på hur kunskapen om konflikthantering i skolan ser ut tar vi hjälp av begreppet tyst kunskap. Eftersom tyst kunskap har många olika tolkningar för vi en diskussion kring begreppet. Att vi använder oss av just detta begrepp beror på att tyst kunskap i alla olika tolk¬ningar ändå anses vara en praktisk kunskap. Så är, menar vi, även fallet med konflikthan¬teringen i skolan eftersom den är kopplad till lärarens vardagliga arbete. Därför kopplar vi samman kunskap om konflikthantering med tyst kunskap.

Vi har kommit fram till att hur lärare hanterar konflikter beror mycket på vilka ideal som råder just då. Lärarna i våra intervjuer inhämtar kunskapen om konflikthantering till största delen i sitt arbete och de anser alla att det är viktigt att aktivt förebygga konflikter för en fungerande undervisning och ett gott klassrumsklimat. Kunskapen om konflikthantering är situationsbunden och personlig men detta räcker inte för att vi ska kunna sluta oss till att det är tyst kunskap, detta beror helt på vilken definition man utgår ifrån. Vi vill poängtera att våra resultat inte på något sätt försöker vara generaliserande.

We have done a qualitative study about conflict-handling. The purpose of this study is to understand conflict-handling and prevention of conflicts in the classroom from a teacher’s perspective; how does teachers develop their knowledge of conflict-handling and is that knowledge tacit? How can teachers handle conflicts and quarrels in the classroom and how can they prevent them? Those are our questions at issue. To get information we interviewed five different teachers and studied relevant literature. We have chosen to restrict this study to conflicts between pupils or teachers and pupils, grade 4-6 in the Swedish school.

Conflicts or quarrels are things that can’t be avoided and it is the teacher’s job to handle them, this is called conflict-handling. In former times the conflict-handling in schools meant corporal punishment or telling the pupil off. Telling-off still exists in our schools today but the way conflicts are handled is now mostly by using communication and the teacher will in most cases become the mediator between the pupils.

To elucidate conflict-handling we chose to use the concept of tacit knowledge. This concept has many different interpretations but all of them are saying that tacit knowledge is practical. Therefore it is interesting for us to connect conflict-handling, which is a part of the teacher’s daily tasks, with tacit knowledge.

We have compared the interviews with each other and with the literature and found that the conflict-handling depends on what the current ideals are. The teachers in our interviews learn conflict-handling mostly in their work and they all think that it is important to actively prevent conflicts for a functioning education and a good atmosphere in the classroom. In the matter of deciding if conflict-handling is tacit knowledge or not it all comes down to which definition of tacit knowledge you rely on. The results we found are only specific for the teachers we interviewed and for our study.

The organization leader has a big role when a conflict occurs. It is essential that the leader has some kind of conflict management to solve the problem with minimal harm for the company and its employees, for even the employees who are not directly involved can be negatively affected by the conflict. To avoid any negative and destructive outcomes the leader has to find to solve the issue in the best way possible for all involved.

En allmän uppfattning bland lärare i skolan är att mycket tid läggs på konflikthantering. Studien lyfter lärares uppfattningar kring konflikter och konflikthantering, då syftet är att studera konflikthanteringen i två klassrum. Syftet är även att se vilka uppfattningar lärare har kring förebyggandet av konflikter samt hanterandet av dessa. Studien bygger på observationer samt kvalitativa intervjuer där två lärare har intervjuats. Uppfattningen bland lärarna i studien är att en konfliktfri skola är till fördel för eleverna och undervisningen. Tolkningen är även att hanterandet av konflikter är ett måste i skolans vardag, samt att det tas tid från den planerade undervisningen till att hantera konflikter. Resultatet visar att det finns skilda uppfattningar om vilken nytta konflikthantering kan ha för elever. Tidigare dokumenterad forskning visar, i motsats till det resultat som framkommit i studien, att konflikthantering kan ge eleverna värdefulla verktyg för att klara av sociala problem som de ställs inför nu och i framtiden. Resultatet presenterar även att konflikter kan vara av olika karaktär där vissa konflikter blir konstruktiva och andra destruktiva. I resultatet lyfts även att det oftast är samma elever som hamnar i konflikt och att det finns en gemensam nämnare kring dem. I studien diskuteras resultatet. Här tas konflikthanteringens frånvaro i klassrummet upp, varför det är relevant att lyfta konflikter i klassrummet samt att barn behöver trygghet för att kunna hantera konflikter. Slutligen diskuteras de valda metoderna för genomförandet av studien.

A general opinion among teachers in school is that a lot of time is spent on conflict handling. In the study, teachers opinions about conflict and conflict handling will be discussed though the purpose is to study conflict handling in two classrooms. The purpose is also to see what opinions teachers have when it comes to preventing and handling conflicts. The study is built on observations and qualitative interviews with two teachers. The opinion among teachers in this study is that a school without conflicts gives the pupils advantages and is something that the school teaching take benefits from. The interpretation is that the handling of conflicts in school is unavoidable and time is taken from planned education to conflict handling. The result of the study shows that different opinions of pupils benefits from conflict handling. Earlier documented research shows, unlike the result of the study, that conflict handling may give pupils valuable tools to handle social problems they may experience now and in the future. The results even presents conflicts of different type of character, some of them can be constructive and some destructive. Focus of the result in the study is also that the same pupils often end up in conflicts and that there are a common denominator among them. In the study the result is discussed. Subjects that are in focus are the lack of conflict handling in the classroom, why it is relevant to discuss conflicts in the classroom and also that children need a security to be able to handle conflicts. Finally, are the chosen methods of the study discussed.

Classical approaches to conflict resolution assume that inducing conflict parties to analyse conflict constellations precipitates that the disputants recognise mutually shared needs or interests. Partially in critical reaction towards this assumption, a more recently emerging approach envisages setting up a communicative framework within which the conflict parties are supposed to harmonise their conceptualisations of the conflict. This dissertation, in contrast, argues that work within the frameworks of these classes of approaches is impolitic as long as war-related hostilities stay intact, since conflict parties which see the existence of the adversary as the core of the problem are unlikely to engage in a process of open communication or open analysis, so that trustbuilding is a sine qua non. Practice experiences of local NGOs in the former Yugoslavia suggest that the following activities can be conducive to trustbuilding: 1) supporting exchanges on personalising information, so that the internal heterogeneity of the opponent's group is rendered visible; 2) bringing intergroup iii commonalities to the foreground, either through cooperation on shared aspirations, or by unearthing interpersonal overlaps e.g. common feelings, values, and war-related experiences; 3) undermining the imagination of the own side's moral superiority by fostering the recognition of crimes and suffering inflicted by the own side. For those cultural and religious differences which persist after basic trustbuilding, a contingency approach is proposed: 1) Fostering the exploration of commonalities and differences; 2) If disagreements remain despite a better basic understanding, tolerance of these difference can be based on a better understanding of the values' background, and on an acceptance of differing beliefs as equal in valence; 3) Supporting the discovery of joint values to raise awareness for options of cohabitation with differences; disagreements which cannot be solved might be continued within an accepted communicative framework based on these shared values.

I dagsläget har alla människor en sorts relation till sin bank. Relationen kan vara alltifrån sparande, lån, aktier och med mera. Produkter och tjänster mellan de olika bankerna har blivit likartade efter avregleringen år 1986. Detta har medfört att det har blivit alltmer viktigare för banker att vara konkurrenskraftiga i sina produkter och tjänster till sina kunder. I detta fall har fler banker investerat mycket på sina resurser för att få lojala kunder. Relation skapas i en bank då sammanhängande faktorer såsom kommunikation, åtagande, kompetens samt konflikthantering uppnås. Detta leder till studiens syfte, vilket är att utforska huruvida bankrådgivarna använder sig utav de psykografiska- och relationsfaktorerna för att kunna uppnå en god relation till sin kund. I studien har man använt sig utav hermeneutisk forskningsfilosofi, detta tillsammans med en abduktiv ansats, samt en kvalitativ metod. Denna metod används för att skapa en djupare inblick och förståelse för forskningsområdet. Genom intervjuundersökningarna har denna uppsats analyserats för att kunna ge svar på uppsatsens forskningsfråga, samt syfte. Grunden till intervjufrågorna kommer ifrån olika teorier. Intervjuerna ägde rum på Sparbanken 1826 i Kristianstad, där bankkunder, privatrådgivare samt personalansvarige intervjuades. Studien indikerar på om de psykografiska- och relationsfaktorerna används i en svensk bank. Studien påvisar att alla fyra relationsfaktorer används utav banken, däremot används inte samtliga psykografiska faktorer, då det endast är värdering som verkställs på banken.
Nowadays customers have a sort of relationship with their bank. The relationship can be from savings, loans, stocks and more. Products and services between the different banks have become similar after deregulation in 1986. For that reason, it is significantly important for banks to offer competitive products and services to their customers. This has resulted to more banks have invested many of their resources in order to have more satisfied and loyal customers. Relationship is created in a bank when interrelated factors such as Communication, Commitment, Competence and Conflict handling are achieved. This leads to the purpose of this research, which is to explore if the psychographic factors have an impact on the advisers relationship with the customers. The study has used hermeneutic research philosophy combined with an abductive and a qualitative approach. The method is used to create a deeper insight and understanding of the research area. This study has been analyzed through field studies in order to provide answers to the study´s problems and purposes. The bases of the interview questions were selected and gathered from different theories. The interviews were conducted at Sparbanken 1826 in Kristianstad, where bank customers, private advisors and staff officer were interviewed. The study indicates if the psychographic- and relationship factors are used in a Swedish bank. The study demonstrates that all four relationship factors used by the bank, however, all the psychographic factors are not used, where there were only valuations executed on the bank

The thesis presents a conceptual study engaging the theories emerged in the philosophy of language and the theories of international relations and negotiations into a single framework. The framework comprises the concepts developed by L. Wittgenstein, J. L. Austin, and J. Derrida whose relevance has been identified through searching for the zone of common grounds in which they could contribute to the theoretical knowledge on international negotiations in crisis and conflict handling contexts. It has accordingly been developed following the lines of the IR/negotiations theoretical set, but also adjusted by considering two relevant empirical cases. The said Wittgenstein-Austin-Derrida framework has been assigned the mission to study language as a tool in crisis/conflict negotiations, but likewise to consider crisis/conflict negotiations in the framework of language. This implies the post-structuralist approach to the international affairs, which enables the possibility of deconstructing the matter on its textual/discursive components. On such grounds, it perceives the ‘text’ as a source of political power, i.e. as a pattern which comprises the present institutions. By virtue of assigning new meanings to the ‘text’, it regards discourses as that what creates agencies in international relations.

碩士
國立屏東師範學院
國民教育研究所
92
Abstract This research will help us understand how kindergarten teachers deal with the situation when there’s a conflict between them and parents. In order to research objective, the study adopt qualitative research way .Using the purposeful sampling method, we will select ten kindergarten teachers to get their opinions of conflicts after having an in-depth interview with each one. Results show as follows: 1. Many factors contribute to the conflicts between kindergarten teachers and parents. They are: different opinions about upbringing, poor communicative skills, different interpretation of discipline and wrong expectation of children’s academic performance. Sometimes parents just don’t trust their teachers. 2. To stop the conflicts in advance, kindergarten teachers will work out different strategies to tackle difficult problems they confront. They can improve their communicative skills, clarify the truth, and ask for the help of the administrators related. Some teachers, though, have a very negative attitude to the difficulties. 3. Generally speaking, there are several ways for kindergarten teachers to deal with the conflict problems, such as insist their basic ideal of teaching or capacity, and change parts of their attitude to compromise with parents, also parents and teachers work together to solve the problem, teachers submit parents'' need, or ask for other professional''s help, and clarify the truth and try to accommodate their management according to what happened under different situation. 4. Teachers can develop better strategies from their own or others’ experience of teaching. Taking courses or studying data about education can be an alternative. 5. Normally, the public school teachers have a more positive attitude towards conflict than that of the private school teachers. 6. Results show that conflict has had the main influence on teachers, parents, children and the kindergarten itself. 7. Kindergarten teachers consider “characteristic” an essential element as to solving problems, which varies in public school teachers and the private school teachers as well. To sum up, many can get inspiration from the results of this research. These may include kindergarten teachers, personnel and the administrators related.

While there are efforts to establish a single international accounting standard, there are strong current and future needs to handle heterogeneous accounting methods and systems. We advocate a context-based approach to dealing with multiple accounting standards and equational ontological conflicts. In this paper we first define what we mean by equational ontological conflicts and then describe a new approach, using Constraint Logic Programming and abductive reasoning, to reconcile such conflicts among disparate information systems. In particular, we focus on the use of Constraint Handling Rules as a simultaneous symbolic equation solver, which is a powerful way to combine, invert and simplify multiple conversion functions that translate between different contexts. Finally, we demonstrate a sample application using our prototype implementation that demonstrates the viability of our approach.
Singapore-MIT Alliance (SMA)

碩士
國立高雄大學
政治法律學系碩士班
100
The study, on the one hand, observes the case of one teacher’s dealing with the student’s complaint about discipline to understand and discuss the conflicts between the procedural justice and administrative discretion; on the other hand, the study analyzes and discusses the causes, the results, and the effects of such conflicts. The research methods include document analysis and in-depth interview to try to depict the complete outline of the event so as to further analyze and comment on the relative facts and relative laws and regulations of the case. Besides, the conflict comes from a student’s complain about discipline, so the study also discusses how the relation between student and school affects students’ rights and how the appealing system develops. By discussing the student discipline and appealing system, the study hopes to show its goals. During the discussion and analysis, we find that there exist some contradictions among the laws and regulations for student discipline and punishment. Such contradictions may cause the shrink or even disappearance of discretion. When the laws and regulations are applied during the process of discipline, the conflicts between procedural justice and administrative discretion emerge. Through the further investigation, we find that when the vital offenses against the school regulations happen, the one who has the final administrative discretion is the school principal. However, such system design contradicts the principle of a country under the rule of law. Furthermore, in the studied case, the problems and misunderstanding from the discipline process or from the appealing process derive not only from the contradictions among the laws and regulations but also from both the school staff’s insufficient knowledge about the laws and regulations and the lack of the effective communication. Thus, in order to solve such problems, besides improving the knowledge of laws and regulations, school staff should also raise their professional cultivation about student discipline and appealing regulations. So, to avoid squeezing the space for mutual communication among school staff due to the highly operated system rules, how to proceed with effective communication becomes the school’s top priority. Referring to J. Habermas’s Theory of Communicative Action, school staff can improve their communication and raise their communication ability. Consequently, they can make reasonable and effective declaration and reach an agreement through the process of mutual argument. As a result, the harmonious and friendly lubricator can be added to the school operation so as to keep the educational function from the procedural interference.

Σκοπός της παρούσας εργασίας είναι η μελέτη των μεθόδων διαχείρισης των διαφωνιών μεταξύ των στελεχών των ελληνικών ναυτιλιακών επιχειρήσεων. Συγκεκριμένα, πραγματοποιείται η διερεύνηση των συσχετίσεων μεταξύ των μορφών επικοινωνίας και των πέντε μεθόδων διοίκησης συγκρούσεων, καθώς και των σχέσεων των μορφών εξουσίας στις διαδικασίες λήψης αποφάσεων με τις πέντε μεθόδους διοίκησης συγκρούσεων. Τα πρωτογενή στοιχεία αντλήθηκαν με προσωπική συνέντευξη σε 108 εργαζομένους από Ναυτιλιακές Επιχειρήσεις του Πειραιά, της Πάτρας και της Θεσσαλονίκης. Τα ερωτηματολόγια κωδικοποιήθηκαν και ακολούθησε η επεξεργασία τους με το στατιστικό πακέτο SPSS 15.0. Επιπλέον, πραγματοποιήθηκε έλεγχος των υποθέσεων που είχαν τεθεί, μέσω της ανάλυσης παραγόντων που ανέδειξαν νέες μεταβλητές που συσχετίσθηκαν με το συντελεστή συσχέτισης Pearson και την πολλαπλή παλινδρόμηση.
-

Relatório da Prática de Ensino Supervisionada apresentado no ISPA – Instituto Universitário/ ESEI Maria Ulrich para obtenção de grau de Mestre em Educação Pré-Escolar
Este relatório foi elaborado de acordo com as orientações da Prática Supervisionada (PS) em Jardim-de-Infância (JI), num contexto educativo em que o contato direto com o meio envolvente e a relação, baseada no diálogo e na reflexão, são sinónimos de uma pedagogia muito particular. Para abordar a temática dos conflitos em contexto de JI, pareceu-me primordial focar as estratégias a assumir para minimizar estas situações emergentes, tentando entender e aprofundar o papel do adulto na prevenção e resolução de conflitos entre crianças em idade pré-escolar. Este estudo procura dar resposta às questões de pequenos conflitos entre crianças, sendo essencial perceber como o adulto deve atuar para antecipar e resolver esses conflitos. Optei por uma metodologia qualitativa, tendo recolhido dados através de registos de observação, como em notas de campo e noutras atividades dentro deste âmbito. Neste relatório é apresentado aquilo que revelou ser mais significativo durante a PS e que reporta ao papel do adulto face às estratégias de prevenção e gestão de conflitos no jardim-de-infância. Pretende-se, assim, analisar o comportamento das crianças em situações de conflito, bem como as motivações e estratégias para a sua resolução e o papel do adulto na gestão do mesmo. Será apresentada uma reflexão sobre a minha prática e o impacto da minha intervenção, bem como a construção para a minha identidade profissional.
This final report follows the instructions of the PS in JI in an educational context, where the contact with the environment is the synonym of a special education, based on dialogue and meditation. To study the conflict perspective, I thought most important to focus on the strategies used to minimize emerging situations, trying to understand the adult’s role in the prevention of such conflicts among pre-school children. This study tries to give an answer to questions of daily conflicts among children, both in routine and leisure periods, mainly focusing on how the adult should perform to prevent and solve those conflicts. My preference went to a quality method, collecting data through observation, field notes and other similar activities. In this report, problems which seemed of a higher relevance during the SFP are highlighted. The children’s behavior during conflict situations was analyzed, as well as the motivation and strategies for its solution. Also relevant is the adult’s role in the handling of the conflict, and his or her contribution for its solution. In this document, one can find a reflection on my practice and the impact of my participation, as well as the building up of my professional identity.

In order to fill the gap in existing research on the topic, this study was undertaken to establish whether a relationship exists between five sources of power and five conflict handling styles. A theoretical study regarding the concepts of power and conflict was undertaken. In the empirical study these variables were measured using the Power Base Index and Thomas-Kilmann Conflict MODE questionnaires. Reward power was significantly related to the competing and avoiding conflict handling styles; expert power was significantly related to the compromising style; and legitimate power was significantly related to the collaborating conflict handling style. The research contributes towards a better understanding of power and conflict in organisations and in supervisors' day-to-day management. However, the results indicate the importance of wider, more sophisticated research.
Industrial and Organisational Psychology
M. Com. (Industrial Psychology)

碩士
國立台北護理學院
醫護管理研究所
95
Background: Today’s workforce in health care industry is made up of staff from different generations. Generational diversity, including workforce differences in attitudes, beliefs, and conflict handing styles, have proven challenging for healthcare leaders. Objectives: To explore the differences of conflict handling styles among baby boomers, generation X, and generation Y working at hospitals in Taipei area and to examine the effect of different generations on conflict handling styles. Methods: The secondary data were used to conduct a predictive-correlational design study. Confirmatory factor analysis (CFA) was used to establish the construct validity of Rahim’s Conflict Handling Style with a total of 1,806 subjects from 16 hospitals. One-way multivariate analysis and simple linear regression were used to assess the effect of interest. Results: The result of CFA showed an acceptable model fit on five types of conflict handling style (GFI = .79 and RMSEA = .10). The Baby boomers had significantly higher mean score on integrating handling style than the generation Xers and the generation Yers. The significant differences were found on obligating, compromising, avoiding conflict handling styles among three generations. As the generation Xers as a reference, the predictive power of the baby boomers was higher in integrating and obligating conflict handling styles, the R2 were .05 and .01, respectively. Conclusions: The effect of three different generations on five types of conflict handling style was small. The differences of generations may not a major determinant of conflict handling styles in health care industry. Key words: conflict handling style, generational diversity, age

With the recent development of a new ubiquitous nature of data and the profusity of available knowledge, there is nowadays the need to reason from multiple sources of often incomplete and uncertain knowledge. Our goal was to provide a way to combine declarative knowledge bases – represented as logic programming modules under the answer set semantics – as well as the individual results one already inferred from them, without having to recalculate the results for their composition and without having to explicitly know the original logic programming encodings that produced such results. This posed us many challenges such as how to deal with fundamental problems of modular frameworks for logic programming, namely how to define a general compositional semantics that allows us to compose unrestricted modules. Building upon existing logic programming approaches, we devised a framework capable of composing generic logic programming modules while preserving the crucial property of compositionality, which informally means that the combination of models of individual modules are the models of the union of modules. We are also still able to reason in the presence of knowledge containing incoherencies, which is informally characterised by a logic program that does not have an answer set due to cyclic dependencies of an atom from its default negation. In this thesis we also discuss how the same approach can be extended to deal with probabilistic knowledge in a modular and compositional way. We depart from the Modular Logic Programming approach in Oikarinen & Janhunen (2008); Janhunen et al. (2009) which achieved a restricted form of compositionality of answer set programming modules. We aim at generalising this framework of modular logic programming and start by lifting restrictive conditions that were originally imposed, and use alternative ways of combining these (so called by us) Generalised Modular Logic Programs. We then deal with conflicts arising in generalised modular logic programming and provide modular justifications and debugging for the generalised modular logic programming setting, where justification models answer the question: Why is a given interpretation indeed an Answer Set? and Debugging models answer the question: Why is a given interpretation not an Answer Set? In summary, our research deals with the problematic of formally devising a generic modular logic programming framework, providing: operators for combining arbitrary modular logic programs together with a compositional semantics; We characterise conflicts that occur when composing access control policies, which are generalisable to our context of generalised modular logic programming, and ways of dealing with them syntactically: provided a unification for justification and debugging of logic programs; and semantically: provide a new semantics capable of dealing with incoherences. We also provide an extension of modular logic programming to a probabilistic setting. These goals are already covered with published work. A prototypical tool implementing the unification of justifications and debugging is available for download from http://cptkirk.sourceforge.net.

碩士
長榮大學
國際企業學系(所)
101
The increasing growing of technology industry recently not only contributes to the economic growth but also becomes the major export industry in Taiwan. Therefore, technology industry plays an important role to the economic development of Taiwan. However, continuous unethical incidents in business seriously damage business reputation and benefits which manifest the significance of business ethical decisions. Numbers of studies found that individual and organizational factors may affect business ethical decision-makings. Accordingly, the study adopts both individual and organizational factors to explore the relationships among ethical climate, conflict handling styles, and ethical decision-makings. Taking employees of technology industry as research subjects, the study uses survey to collect data from 111 respondents. Findings of the study reveal that law and code climate positively related to the ethical sensitivity; whereas instrumental climate negatively related to the overall ethical evaluation. As to the relations between conflict handling styles and ethical decision-makings, compromising style negatively influence ethical sensitivity, and obliging style negatively influence the overall ethical evaluation. In addition, the study found significant differences in ethical intention between male and female respondents.

Nursing in South Africa has become a difficult and stressful profession. Nurses are faced with many challenges on a daily basis, including; heavy workloads, shortages of staff, lack of resources and reduced managerial support (Von Holdt & Murphy, 2007). The demands of their job exceed the resources they have to cope with, which in turn, leads to conflict, which ultimately affects their wellbeing. The objective of this is research is to investigate the most and least employed conflict handling styles of nurses in public hospitals and to investigate the relationship between job demands, job resources and the different conflict handling styles, among nurses in public hospitals. A cross-sectional survey design was used. A convenience sample of nursing staff (N=205) was taken from three different public hospitals on the West Rand area in the Gauteng province. The following scales were used in this study: Rahim‟s Organisational Conflict Inventory (ROCI-II) and a self-developed job characteristics questionnaire. Descriptive statistics, Cronbach Alpha Coefficients and inferential statistics such as; MANOVAS, ANOVAS, product-moment correlations and standard regression analysis were used to analyse the data using the SPSS programme. The results indicated that nurses used the integrating style most frequently and used the dominating style least when dealing with a conflict situation. Furthermore, time demands, crisis management and colleague support predicted an avoiding style; while, workload, time demands, job security, feedback and colleague support predicted the use of an integrating style. The obliging conflict handling style was predicted by time demands and payment; workload, crisis management and payment predicted the use of a dominating style and finally, colleague support predicted the use of a compromising style. Further discussion and recommendations were made for future research and for the nursing profession in general. One of the recommendations is that a model can be constructed to help prevent or reduce conflict within public hospitals.
MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2014

碩士
慈濟大學
護理研究所
93
The competence to manage emotion and interpersonal conflict effectively is essential for nurses. The purpose of this study was to explore the relationship between emotional intelligence and styles of handling interpersonal conflict among nurses. A cross-sectional survey was conducted, two hundred sixty registered nurses were randomly selected from a teaching hospital at eastern Taiwan, including nurses, assistant head nurses, and head nurses. Data were collected by using a self-report structured questionnaire incorporated a demographics sheet, Emotional Intelligence Scale and the Rahim Organizational Conflict Inventory-II instrument. Descriptive statistics, independent-samples t test, one-way ANOVA, Pearson’s product moment correlation, and stepwise multiple regression were employed to analyze the data. The major results of the study showed: (1) The mean score of overall emotional intelligence for all participants (n=260) was 3.68. Knowing one’s emotions revealed the highest score among subscales (4.08±0.59), whereas managing emotions was the lowest (3.27±0.68). (2) The most common strategy used by the participants for conflict management was integrating. In contrast, the least used style was dominating. (3) The nurses’ age, marital status, numbers of children, position, and tenure had significant influence on emotional intelligence and styles of handling interpersonal conflict. (4) Overall emotional intelligence was significantly positive correlated to “integrating”, “obliging”, and “avoiding” styles of handling interpersonal conflict (r=.462, p<.001; r=.146, p=.018; r=.283, p<.001). (5) Stepwise multiple regression highlighted the important factors to styles of handling interpersonal conflict. Emotional intelligence and position accounted for 23.2% of variance in the “integrating” style; ward unit and emotional intelligence accounted for 4.1% of variance in the “obliging” style; emotional intelligence and tenure accounted for 9.2% of variance in the “avoiding” style of handling interpersonal conflict. Finally, the contribution of the study was not only by providing knowledge about nurses’ emotional intelligence and conflict management, but also offering information for hospital clinical practice about nursing human resources management.

碩士
中華大學
工業管理學系
106
ABSTRACT BAS (budgetary, accounting and statistics) personnel in an organization are not only staffs but also professional employees. Although Business Accounting Law assigns BAS personnel some professional background, they should still keep improving and introspecting their own professional skills and knowledge. As BAS personnel, in order to have the sense of belonging about their duties, they should be very persistent and dedicated on their jobs as well as self-identify about their professional ethics. Because of the fast pace of social change and the enhancing demand of the governor emphasizing on its multifunctionality, BAS personnel need to improve their professional capability, know how to manipulate the skills, and dedicate on the works happily to create the unique positions they own in an organization. Department of BAS are a supporting department in charge of the financial situation in an organization. They should not only be responsible for the cross-functional communication, but assist the organization to achieve to goals they set and ensure the rights of all the staffs. They tend to settle in conflicts with staffs or even chiefs in other departments due to the nature of its centralized personnel system and the works they obtain. When the conflicts occur, the conflict-handling modes they choose are associated with whether the problems will be solved and the atmosphere in the organization will be affected. Regardless of the fast pace of social change or the demand of the governor emphasizing on its multifunctionality, service-oriented architecture is the key. They should always take the organization objects as first priority, and coordinate the department involved at the same time. In this research, outlines were summarized based on the interviews of 7 senior BAS staffs via qualitative research method. Before the interviews, the main objects and the interviewing procedure were informed via phone, and the questions were emailed to the interviewees. Interview record were taken via verbatim transcription and analyzed the results. The results are shown as followed: 1. Higher the professional identification they have, more possibility they use the collaborating mode (of the conflict-handling modes) when facing conflicts, and compromising mode sets in second place. 2. The professional capability of BAS personnel are associated with the learning environment, organization culture, and their first supervisor when they were new to the job. 3. BAS staffs are both financial executioners and professional advisers. They should judge the circumstances correctly and take action by appropriate conflict-handling modes when facing conflicts. Keywords: BAS staffs, centralized personnel system, professional identification, the conflict-handling modes.

碩士
長榮大學
職業安全與衛生學系碩士班
100
Workplace violence is regarded as one of the occupational hazards. Workplace violence occurred in health care industry are four times higher than in other industries. Interpersonal conflicts are common in social interactions. Conflicts may arise from the differences in personal backgrounds, job characteristics and perceptions of the events. Conflicts may even lead to violence behaviors. This study aims to investigate the prevalence of workplace violence, conflict handling intentions and the associated factors. This is a cross-sectional study where 950 purposive sampled employees, with at least one year work experience from one of the regional teaching hospitals in southern Taiwan, were invited to participate in a questionnaire survey. Response rate of this survey was 91.26%. The results showed that the most common conflict handling intentions were the type of integration and compromise, and the least common was the type of domination. During the previous year, verbal abuse (prevalence of 22.5%) was the most common type of violence, followed by sexual harrasement (2.7%) and physical violence (2.5%). Overall, patients and their relatives or friends were the primary source of violence (48-73%), yet violence between employees was also accounted for（27-52%）. Further analysis revealed that on the domination tendency, those who had experienced physical violence were higher than those who did not (p<0.01); contrarily on the avoidant tendency, those who did not experienced physical violence and verbal abuse were higher than those who did not. The reporting on the violence events was 36.77%. Results of this study showed that the sources of violence not only came from patients and their relatives, but also from coworkers. This situation should not be overlooked. The study results can provide workplace managers the basis for prevention of workplace violence. Health care industry should face and deal with workplace violence and employees,mental and physical conditions. We suggest that health care industry establish a well-planed workplace violence reporting system and a culture of“zero tolerance”to violence to provide safety workplace environment and good quality of medical service.

This research was undertaken because there is a high level of conflict among school teachers. The seriousness of the conflict is that it has a negative effect when it is not handled constructively. If it is not prevented as early as possible. it can be escalated and become destructive. The researcher was further prompted by the fact that e en though much research has been done among schoolteachers in schools, little has been done to prevent the unnecessary conflict. As a result of the high level of conflict incidents that arc currently prevalent amongst school teacher in Moses Kotane East, the researcher felt that there is a need for a great deal of rest.:arch on how to handle conflict among school teachers. There sixty-five (65) schools in Moses Kotane East, fourteen ( 14) high schools, eight combined schools (8) and forty three (43) primary schools. There is one thousand. four hundred and fifty) ( 1450) teacher. including principals, deputies and head of departments. The researcher employed simple random sampling because every member of the population will have equal and independent chance of being included in the sample. Sixteen ( 16) schools were sampled, seven (7) primary schools, four (4) combined schools and five (5} secondary schools. From each selected secondary school eleven (I I) respondents comprising educators, site managers, heads of department or deputy and from each primary school ten (I0) respondents were selected consisting of teachers, site managers, heads of departments or deputy and from each of the three (3) selected combined schools eight (8) respondents comprising site managers, heads of departments or deputy were sampled. From another combined school seven (7) respondents consisting of site manager, head of department and teachers were also sample. The total number f respondents was one hundred and fifty six (156). The study was guided by the following research questions: what is the effective and relevant model for handling conflict among school teachers? What are the types of conflict that occur among teachers of Moses Kotane East? What arc the consequences of these conflicts? What are the strategies for resolving conflicts? What is the role of the site manager in conflict management? What arc the guidelines for handling conflict among teachers in schools? The purpose of this study was to determine how to handle conflict among teachers in schools. The aim of this study was also to assess and discuss the effective model for handling conflict among school teachers in Moses Kotane East. Based on research findings, the aim was to present guidelines or strategies for minimizing exaggerated focus of conflict among school teachers. The study was quantitative in nature and data was collected through literature review and questionnaire. Minitab Statistical Package, version fourteen ( 14) was used to capture and analyse the data. The following findings emerged from the data analysis: • That unlimited resources are the major causes of conflict. • When conflic t is handled constructively, it promotes growth and problem solving. • A Code of conduct for teachers and other additional rules should be drawn for the teacher. • Good mediation by the school manager can keep the conflict at the minimal level. Based on the findings it is recommended that teachers should know the different strategies for handling conflict. They should know how and when to use those strategies. The efTective model for handling conflict among school teachers is therefore very important. A model suggested in this study is a dynamic multidimensional model for conflict resolution because the phenomenon dealt is by nature multi-faceted.
Thesis (M. Ed) North-West University, Mafikeng Campus, 2012