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Van, Meurs Nathalie. "Negotiations between British and Dutch managers : cultural values, approaches to conflict management, and perceived negotiation." Thesis, University of Sussex, 2003. http://eprints.mdx.ac.uk/2883/.
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The present research investigates cultural values, approaches to conflict management, and perceived negotiation satisfaction in manager samples from the UK and the Netherlands. Three studies (total N = 412) were conducted, of which Study 1 and 2 pertained to the development of the measure and Study 3 was used to conduct the main analysis. The research focus centres around the following main objectives: a) refinement of conflict management models and instruments; b) profile analyses of Dutch and British conflict management approaches using Schwartz's (1992, 1994) Value Types to explain observed differences, and c) testing of a model describing interrelations between cultural values, approaches to conflict management, conflict context, and perceived negotiation satisfaction. Previous research on conflict management modeled conflict behaviour on the basis of a concern for self vs. concern for others matrix, which incorporated communication styles. The present research distinguishes between the underlying concerns, conflict management strategies, and communication styles to predict perceived negotiation satisfaction. Furthermore, conflict management dynamics are investigated by comparing the ratings of own vs. other team's conflict management approach. In-group vs. out-group differentiation was dependent on the social desirability of the conflict management approach in question. Dutch managers associated themselves less and British managers more with a concern for Inconvenience, Avoiding, and Indirect communication, whereas British managers associated themselves more and Dutch managers less with these approaches. Results for cultural values showed that the main difference between Dutch and British managers concerned a higher score for Dutch managers on Self Transcendence and a higher score on Self Enhancement for British managers. Self Enhancement mediated the effect for nationality for Dominating strategy. Furthermore, Self Transcendence predicted a concern for Clarity, a Problem Solving strategy, and a Consultative communication style. Nationality as predictor of Concern for Inconvenience, Avoiding strategy, and Indirect communication style was not mediated by Value Types. Suggestions are made for future research exploring the role of Uncertainty Avoidance at the individual level. Success and Comfort were predicted by own and other team's Conflict Management Approach, additional to cultural value types and contextual variables. National differences were observed for particular predictors of perceived negotiation satisfaction.
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Meurs, Nathalie van. "Negotiations between British and Dutch managers : values, approaches to conflict management and perceived negotiation satisfaction." Thesis, University of Sussex, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.398754.
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Hanna, Lunding. "Negotiating for Transformation? : A case study of the negotiation process in the Cyprus conflict." Thesis, Linnéuniversitetet, Institutionen för samhällsstudier (SS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-99773.
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The Cyprus problem has now been an ongoing dispute for 40 some years. The two main ethnic communities, Greek Cypriot and Turkish Cypriot, has since the unrest following independence in 1960, been separated both in space and mind. A military coup, supported by Greece, followed by a Turkish invasion, caused a violent division of the island in 1974, a division that remains today. The UN has facilitated dialog and negotiation between the communities since the establishment of UNFICYP in 1964.The objective of this study is to identify whether the parties have been and are aiming for long-term or short-term perspectives in negotiation. With the help of the theoretical framework of Conflict transformation, resolution and management the study aim to answer the question – What signs of conflict transformation could be identified within the high level peace negotiation process in Cyprus?The study will be done through a process tracing case study of the peace negotiations in the Cyprus conflict. The study aims at depicting the negotiation process from 1974 and onwards. This by exploring UN position papers, resolutions and reports together with descriptions and statements from the negotiating parties.The study found that the phases of negotiation have differed considerably over time and that a general shift from conflict management to conflict transformation did appear.
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LADEIRA, WANIA TEREZINHA. "THE MEDIATOR ROLE IN MANAGEMENT AND CONFLICT NEGOTIATION IN CONCILIATION HEARINGS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2005. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=7088@1.
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CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICOBaseando-se em teorias da Sociolingüística Interacional e Análise da Conversa, mais especificamente, da Fala-em-interação em contexto institucional, analisa-se o papel do mediador no gerenciamento de conflitos entre consumidor e empresas reclamadas em um Juizado Especial Cível de Relações de Consumo. Utiliza-se, como dados, gravações de fala-em-interação em audiências de conciliação desse juizado. A resolução de conflitos em ambiente institucional difere da disputa informal por contar com um mandato institucional particular que direciona uma organização interacional, na qual os direitos de participação são restritos, diferentemente da conversa cotidiana. Expectativas de normas, status de participação diferenciados e seqüência de procedimentos caracterizam a audiência de conciliação e possibilitam a sua divisão em dois momentos principais: a narrativa e a negociação. Analisando o papel do mediador nesses dois momentos, observa-se que ele co- constrói a história do consumidor, por meio de perguntas e de formulações. Assim, durante o relato do conflito, o mediador se alinha, na maior parte das vezes, com o consumidor. Durante a negociação, o mediador pode mudar o seu alinhamento com a finalidade de cumprir a sua tarefa institucional de negociar e conseguir conciliar os adversários. Desse modo, pode-se concluir que os alinhamentos do mediador são direcionados para a sua tarefa institucional.
Based on Interactional Sociolinguistics and Conversation Analysis theories, this work investigates the mediator role in conflict management between costumers and product and services suppliers in conciliation hearings in a brazilian Small Claim Court (Juizado Especial de Relações de Consumo). The date consist of tape recordings of talk-in-interaction in work place. Conflict resolution in institutional settings is distinct from informal dispute because its procedures define especific roles for each interaction participant. A particular institutional mandate determine a interactional organization where the participants rigths suffer restrictions that are absent in ordinary conversation. Norms expectations, distinct participation status and sequence of procedures are features of conciliation hearings that make possible to identify two moments in the hearings: narrative and negociation. Analysing the mediator role in the narrative moment, it was observed his co-contruction of the consumer narrative by questions and formulations. Thus, the mediator align himself most of the time with the consumer side during the conflict narrative. In the negotiation moment, he may change his alignment in order to do a institutional task of making agreement between disputants. Finally, there is an argument that mediator alignments are oriented by his institutional work.
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Ebner, Noam, Lorianne D. Mitchell, Jennifer D. Parlamis, and C. Peifer. "Hindsight-Insight-Foresight: Different Formats of Teaching Negotiation and Conflict Management Online." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/8315.
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Gul, S. "The role of conflict & negotiation in the complexity of projects." Thesis, University of Southampton, 2012. https://eprints.soton.ac.uk/345556/.
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Projects are pervasive and disparate spanning a plethora of domains. Most projects are unified by certain characteristics regardless of the sector or industry to which they belong i.e. time & budget limitedness, a concern for quality, and a goal orientation. Although, projects have been around for a longtime, the phenomenon of conflict in projects gained interest around the 1960s with the introduction of the matrix form of organization. However, out of all the research papers on project centric conflict between 1960 to 1980 time period, only one is empirically grounded and that too focused on IT projects. Surprisingly, the findings put forward during this time period are to date considered valid and propagated by most project literature as universally true. Several other studies have contributed peripheral contributions to the project conflict literature, however, no study has focused on building an understanding of why and how conflicts arise on projects, how they are managed, and affects they create within projects. Recent concerns pertaining to project failures, despite the existence of well-defined problems and toolsets, gave birth to an ESRC funded research network named `Rethinking Project Management'. Whose members in examining the ontological groundings of project management identified several areas of interest for future research in project management; one of which is complexity. The present study therefore focuses on integrating the concerns of conflict & negotiation within the context of project complexity. Every research has its philosophical bearings. This study is ontologically objectivist and epistemologically subjectivist (consequently the axiology is subjectivist as well). This study accepts a Critical Realist view of the world and perceive the conceivable knowledge about this world to be subjective in nature. As the study is concerned about understanding the processes through which conflict & negotiation reify and interplay within a project the objective is not to find generalizations but rather to seek out patterns of occurrences and to build explanations. The methodology followed in the study is mixed, borrowing from both positivistic and constructivist ideologies. The survey methodology is used to, in loose terms, cast a net and capture the status quo. Results of the survey supplement the literature review driven a priori assumptions and seek out context embedded variables that the literature has not touched upon. Findings from the survey contribute to the succeeding case study methodology, which inquired into their detail through the use of interviews. Data for the study was collected between March through August 2010. During the first phase of the study 86 questionnaires were filled from 73 different projects. The survey data was analyzed using aggregate statistical techniques and a thesaurus based automated coding software named Leximancer. Results of the survey indicate that all projects surveyed had experienced some form of conflict and used at least one type of negotiation technique. A large number of projects faced conflicts related to land access, political pressures, time, interdepartmental relationships, and availability of resources. Project behavior when experiencing conflict exhibits a theme of delay, slowness, and work stoppages; there are also negative effects on group cohesion and productivity. The respondents described projects experiencing conflict as challenging, time consuming, delayed, and difficult. The data also revealed several useful patterns within projects experiencing conflicts. Additionally, baseline data for project complexity was captured using Shenhar and Dvir's Diamond Approach from all the projects surveyed. Findings, from the survey contributed to the study by providing preliminary answers to each of the research questions asked. Data gathered as a result of the survey contributed significantly to the design and orientation of the case study interviews. The second phase of the data collection involved implementation of the case study methodology. Personnel at various levels of nine projects, one government consultant, and a tribal elder were interviewed, for a total of thirty interviews. Additionally, six meetings on one of the projects, and two movie filming sequences were observed. Published and non-published reports on all the projects were examined. Interviews were captured using causal-maps (a cognitive mapping technique) and short notes. The causal-maps were captured using Banxia Decision Explorer and later refined using Cmap (an open-source mapping software). Each project's complexity measurements were taken and compared against the complexity baseline developed as a result of the survey. Results from the case study reveals certain patterns of behavior on the projects, specifically in the interactions taking place between a project and its principle organization, peers, and subordinates. Additionally, I find that quality plays the most active role in project conflict & negotiation and contributes significantly to project complexity because of its interconnection to other concepts and the recursive nature of the connections it spawns. Some factors that were reported by the survey as contributing significantly to project complexity and project conflict & negotiation were disqualified and a foundation laid for further inquiry into the role played by conflict & negotiation in project complexity. In concluding the study the data is first discussed through the lens of Jurgen Habermas' (1984) Theory of Communicative Action (TCA) and is followed by a general discussion on the data. The study concludes with a discussion on the possible future work that could result from this work.
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Bragg, Belinda Lesley. "When will states talk? Predicting the initiation of conflict management in interstate crises." Texas A&M University, 2006. http://hdl.handle.net/1969.1/4269.
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This research addresses the question of why some crises between states are resolved
through negotiated agreements while others result in continued conflict or escalate to war.
The model deviates from previous approaches to the study of conflict management in four
key ways: 1) management is treated as a conflict strategy rather than an outcome; 2) costs,
rather than calculation of the relative benefits of conflict over management, motivate the
initiation of conflict management; 3) the conceptualization of costs is broadened to
incorporate subjective factors; and 4) issue salience is proposed to determine the threshold
at which an actorâÂÂs preference for conflict over management changes.
The central question this conceptualization raises, therefore, is what factors
influence actorsâ strategy choices during a crisis. The theory proposes that, when it comes to
the initiation of conflict management, it is costs that dominate the decision process. Or as
Jackman (1993) so succinctly puts it; âÂÂfor those confronted with a very restricted range of
available alternatives extending from horrendous to merely awful, minimizing pain is the
same as maximizing utilityâÂÂ.
Both experimental and statistical methodologies are used to test the hypotheses
derived from the theory. Original experimental data were collected from experiments run on undergraduate students at Texas A&M University. For the statistical analysis a data set of
interstate crises and negotiation behavior was compiled using data from the SHERFACS
and International Crisis Behavior data sets and data collected specifically for this research. This
multi-method approach was chosen because of the nature of the questions being examined
and in order to minimize the limitations of the individual methodologies. The experimental
tests demonstrate that the expectations of the model are supported in the controlled
environment of the experiment. The results from the empirical analysis were, within the
restrictions of the data, consistent with both theoretical expectations and the experimental
results.
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Lourens, Ann Sharon. "Analysis of strategies used by an organisation to manage conflict." Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/18.
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This research study addresses the problem of determining the strategies that can be used to manage conflict effectively. To achieve this objective a comprehensive literature study was performed to determine the views on conflict and various models of conflict. The study also included the reasons for and sources of conflict and the effects of conflict on an organisation. The next step was to identify the conflict management strategies that were revealed by the literature study. The appropriate conflict handling styles, how to improve organisational practices and special rules and structures were discussed as well as various suggestions from different authors on how to resolve a conflict situation. Based on the information obtained from the literature study a model was developed to serve as a guide to organisations to manage conflict effectively. Managers from a specific organisation were requested to complete questionnaires in order to determine the strategies used by their organisation to manage conflict. The questionnaire was developed in accordance with the findings from the research. The answers of the respondents were analysed and compared to the findings of the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions. The previously mentioned model that was developed was applied to the organisation, specifically addressing the pertinent issues as indicated by the respondents.
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Daly, Timothy Michael. "Conflict management in consumer behaviour : examining the effect of preferred conflict management style on propensity to bargain." UWA Business School, 2009. http://theses.library.uwa.edu.au/adt-WU2010.0040.
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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.
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Jacobson, Ann, of Western Sydney Nepean University, and Faculty of Education. "Peaceful warriors : a case study in conflict resolution education." THESIS_FE_XXX_Jacobson_A.xml, 2000. http://handle.uws.edu.au:8081/1959.7/118.
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This case study began as a peer mediation program for a class of Year 4 students, implemented over an eighteen-month period as part of the Personal Development, Health and Physical Education syllabus. The program developed into a process that integrated skills development, an understanding of interpersonal interactions, emotional responses and self understanding. Using an action research model and analysis based in grounded theory it became an interactive, interpretative analysis of conflictual issues between student/student and student/teacher as together they explored a major psychological and philosophical issue, conflict resolution, on a local and personal level. This thesis seeks to authenticate the participants? attempts to change the way in which learning about conflict occurs, to change the ambience of the classroom and to develop a web of interrelationships that work towards a greater understanding of the problem area and ultimately of the wider social and cultural network in which we choose to liMaster of Education (Hons)
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Sebetlele, Sewagodimo Amos. "Negotiation with teachers as a managerial task of the school principal / Sewagodimo Amos Sebetlele." Thesis, North-West University, 2005. http://hdl.handle.net/10394/845.
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The study focuses on the use of negotiation skills as a managerial task of the school principal in
order to reduce conflicts between teachers and between teachers and themselves, so as to enhance a
good working interpersonal relationship between them. This will lead to the building of trust,
professional development and success.
The purpose of this study was to determine through a literature study and empirical investigation,
the nature of negotiation in schools and the skills used by principals when negotiating with teachers.
The empirical investigation determined the skills used the most and least by principals when
negotiating with teachers.
Chapter 1 covered the statement of the problem, aims and methods to be used to obtain an overview
of the nature of negotiation. This chapter also covers the empirical investigation which includes the
questionnaire, population and sample, the statistical techniques. This chapter further covers the
arrangement of chapters.
Chapter 2 emphasises the nature of negotiation in general and in schools. The definition of
negotiation and the concepts closely related to it are given in this chapter. The significance of
negotiation and the negotiation principles are explained. The process of negotiation with its three
phases, are discussed, approaches to negotiation are explained and common mistakes that occur
during negotiation are highlighted. Mention is also made of the attitude principals have towards the
use of negotiation in schools, as well is the effects that negotiations have on school performance.
The context and skills needed in successful negotiation are discussed in chapter 3. With regard to
the context of negotiation, the climate, negotiating for common ground, the characteristics of good
agreement and the elements of negotiation are covered. With regard to skills needed in successful
negotiation, listening, empathy, space, timing and persuasion are discussed.
In chapter 4 the empirical research design, administrative procedures, population and sampling as
well as statistical techniques are discussed. The completed and questionnaires returned by
respondents are empirically analysed and interpreted. The practical significance (effect size) of
differences between biographical data and the different negotiation factors is done to determine if
the differences are large enough to have an effect in practice.
In chapter 5 the summary of all the chapters is done as well as the findings 60m the research and the
recommendations.
Of all the negotiation skills discussed, it is evident that empathy is a skill that is mostly used by
principals, followed by persuasion and the process of negotiation. The skill that is used least by
school principals and that is also recommended as a topic for further research, is space.
Recommendations of this study emphasize the importance of workshops and or in-service training
for principals on the use of negotiation skills.Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2005.
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Babasa, Bernadette Maria. "Conflict management styles and personality: The effects of dominance at the individual and group level." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1259.
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The data for this study was collected by the use of the Manifest Needs Questionnaire, Jackson's Personality Research Form, and the Thomas-Kilmann MODE Instrument to assess dominance at the individual and group levels.
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Lebowitz, David E. Biswas Bidisha. "Can this wait? Civil conflict negotiation and the content of ethnic identity /." Online version, 2010. http://content.wwu.edu/cdm-theses/item_viewer.php?CISOROOT=/theses&CISOPTR=328&CISOBOX=1&REC=17.
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Sukandar, Rudi. "NEGOTIATING POST-CONFLICT COMMUNICATION: A CASE OF ETHNIC CONFLICT IN INDONESIA." Ohio : Ohio University, 2007. http://www.ohiolink.edu/etd/view.cgi?ohiou1178895788.
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Welke, Timothy Lowell. "Training for conflict resolution and negotiating skills." CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/493.
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SOARES, Joyce Aristércia Siqueira. "Gestão de recursos hídricos: conflito pelo uso da água no açude Epitácio Pessoa - PB." Universidade Federal de Campina Grande, 2014. http://dspace.sti.ufcg.edu.br:8080/jspui/handle/riufcg/906.
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A gestão das águas do açude Epitácio Pessoa, popularmente conhecido como Boqueirão é de responsabilidade da ANA- Agência Nacional de Águas desde 2000. No entanto, o período de estiagem que iniciou em 2012 vem afetando drasticamente a capacidade de oferta de água deste manancial para atender a todos os usos múltiplos a qual se destina, colocando assim em questão a situação da gestão dessas águas, bem como o papel de cada ator social que depende dessas delas. Partindo-se do pressuposto de que quanto mais escassa e fundamental a água é, mais fonte de conflitos ela se torna, o objetivo deste estudo foi identificar o papel e as formas de atuação dos atores sócias envolvidos com as formas de utilização da água no Açude Epitácio Pessoa através da utilização de uma técnica de análise multicritério. A metodologia de análise de conflitos trade-off é um método que utiliza a análise multicritério para a análise de conflitos, o que a tornou apropriada para ser aplicada neste estudo. Os resultados da pesquisa identificaram 5 (cinco) tipos de conflitos envolvendo os atores sociais que utilizam essas águas e a própria gestão do manancial. Os conflitos apresentados foram de origem Legal, Institucional, Ambiental, Social e Econômico e foram identificados através da técnica de análise multicritérios. A aplicação de todas as etapas do método permitiu um diagnóstico acerca da real situação instalada às margens do açude, bem como os anseios de cada ator social envolvido com as formas de utilização dessas águas, uma vez que, todos dependem desse recurso para sobreviver. De outro lado, encontra-se a necessidade de usar de forma racional essas águas para poder garantir a segurança hídrica da região, fazendo-se necessários estudos que proponham caminhos alternativos para se amenizar esta situação. Sendo assim, o método utilizado propôs 3 alternativas possíveis: a primeira alternativa propõe a continuação das irrigações e a segunda diminuir ainda mais a área irrigada; a terceira alternativa prevê uma compensação financeira para os pequenos agricultores no caso de necessidade de total suspensão das irrigações.
Water management weir Pessoa , popularly known as Boqueirao is the responsibility of the National Water Agency - ANA since 2000 . However , the drought that began in 2012 has dramatically affecting the ability of this source of water supply to meet all the multiple uses to which it is intended , thereby calling into question the status of the management of these waters , as well as the role of each social actor that relies on these them . Starting from the assumption that the more scarce and water is fundamental , source of most conflicts it becomes, the aim of this study was to identify the role and ways of acting members involved actors with ways to use the water in the weir Pessoa by using a technique of multi-criteria analysis. The methodology of conflict analysis trade-off is a method that uses multiple criteria analysis for conflict analysis , which made it suitable to be applied in this study . The survey results identified five (5 ) types of conflicts involving social actors who use these waters and the actual management of the stock . Conflicts of origin presented were legal , Institutional , Environmental , Social and Economic and were identified using the technique of multi-criteria analysis . The implementation of all the steps of the method led to a diagnosis of the real situation on the banks of the weir installed as well as the desires of each social actor involved with ways to use these waters, since all depend on that resource to survive . On the other hand , is the need to rationally use these waters in order to ensure water security in the region , making up studies that propose alternative ways to alleviate this situation. Thus , the method proposed three possible alternatives : the first alternative proposes the continuation of irrigation and the second further reduce the irrigated area , the third alternative provides financial compensation for small farmers in case of need for total suspension of irrigation .
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Schuitevoerder, Ingrid Rose, of Western Sydney Hawkesbury University, Faculty of Social Inquiry, and School of Social Ecology. "Process-oriented dialogue : an inquiry into group work and conflict facilitation." THESIS_FSI_SEL_Schuitevoerder_I.xml, 2000. http://handle.uws.edu.au:8081/1959.7/349.
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This is an exploration of process-oriented dialogue and how it is applied in group work and conflict facilitation. It encompasses a range of group-work applications, beginning with an investigation of useful approaches in bringing opposing parties together in dialogue situations. From there it unfolds the ways in which dialogue, in the midst of conflict, contributes to greater understanding of others' positions, and the creation of community spirit. A number of dynamics inherent in conflicting situations are explored, including the belief systems and dynamics present which deter parties from coming together to dialogue after conflict, whether interventions can help shift the attitudes of conflicting parties, whether discussion of the conflict can be useful, and the role of the facilitator. Models of conflict resolution, community building, and dialogue are introduced, and the Process Work model of group work is explored. Various case studies are described, along with surveys from two groups. The findings are analysed in the light of different paradigms and the application of process-oriented ideologies and methods and their effectiveness are critiquedDoctor of Philosophy (PhD)
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Schuitevoerder, Ingrid Rose. "Process-oriented dialogue : an inquiry into group work and conflict facilitation /." View thesis View thesis, 2000. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030509.133332/index.html.
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Thesis (Ph.D.) -- University of Western Sydney, Hawkesbury, 2000.A thesis submitted in completion of the degree of Doctor of Philosophy, Department of Social Ecology, University of Western Sydney, Hawkesbury, November, 2000. Bibliography : leaves 351-358.
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Dorough-Lewis, James. "Exploring Identity and Negotiation among Women Military Interrogators through Interpretative Phenomenological Analysis." NSUWorks, 2017. http://nsuworks.nova.edu/shss_dcar_etd/55.
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Post-modern feminist security studies explore how our discourse about gender and war affects the construction of security as a concept. Military narratives valorizing the masculine over the feminine have long marginalized women warriors. In recent years, images of the torture and abuse of detainees have appropriated the representation of women interrogators during the Global War on Terrorism in particular. This research applied interpretative phenomenological analysis to the narratives of women interrogators in order to challenge the silence concerning their lived experiences by addressing how women interrogators understand their experiences both as woman and as interrogators, and how they negotiated socially constructed contradictions between these identities. Based on an analysis of semi-structured interviews with eight participants, the findings produced seven, interrelated themes. First, the findings explored the integration of gender with other markers of identity. Next, the findings demonstrated women interrogators recognize gender as a context-dependent role negotiated within the military institution through the development and demonstration of technical prowess. Then, the findings described interrogation as a complex adaptive system in which women interrogators harnessed to achieve their goals. Finally, the findings determined that the intersection of women interrogators’ identities and their interactions in the context of interrogation operations generated the perception of women interrogators as non-threatening. Women interrogators learned to exploit the meaning of this emergent phenomenon through introspection and the development of self-awareness.
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Sakka, Abir. "Contribution à la compréhension du conflit auditeur - audité et des modalités de sa gestion." Thesis, Paris 9, 2013. http://www.theses.fr/2013PA090016.
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Cette recherche contribue à la compréhension des interactions auditeur-audité, et plus particulièrement à la compréhension des conflits pouvant opposer ces deux acteurs. S’inscrivant dans une démarche interprétative, elle repose sur l’analyse d’entretiens menés auprès d’auditeurs (29), d’audités (20), de présidents de comités d’audit (3), ainsi que d’un ancien président de l’AMF (1). Un intérêt est porté aux dimensions cognitives et affectives du conflit et une taxinomie des conflits pouvant perturber la coopération auditeur-audité est intentée. La dimension comportementale du conflit (sa manifestation), abordée à travers les zones de sa survenance et des acteurs y impliqués, rend compte des proportions que peut prendre ce dernier, ainsi que de ses implications sur la conduite de la mission. S’agissant de dépasser le conflit, les auditeurs semblent privilégier sa résolution de façon non-coercitive. La recherche de consensus, au travers de la concertation et de la négociation, est pour eux le moyen d’équilibrer les cognitions dissonantes régissant leur environnement. Au-delà des aspects destructeurs connus du conflit, le conflit auditeur-audité peut revêtir des dimensions constructives, à condition de satisfaire à certains critèresThis research is a contribution to the understanding of auditor-client interactions and conflicts. Based on an interpretive approach, it rests on interviews with auditors (29), auditees (20), audit committee chairmen (3) and an ex-chairman of AMF (French Market regulator). Particular attention is paid to cognitive and affective dimensions of conflict and taxonomy of auditor-client conflicts is attempted. Conflict behavioral dimension approached through its concerned areas and participants, shows conflicts’ impacts, particularly on the mission conduct. Auditors give priority to non-coercive approaches of conflict handling. Consensus building, mainly by dialoguing and negotiating, enables them to rebalance their cognitions. When managed with respect to precise criteria, auditor-auditee conflicts may be constructive
21
Lofton, Dana Renia. "Guidebook for middle and high school teachers and students in conflict management." CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2697.
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The purpose of the project was to design a one-semester core curriculum guidebook for middle and high schools. This curriculum will provide a tool to teach students to manage conflict in middle and high school settings. The curriculum, guidebook and materials developed will establish guidelines that can be used by middle and high school teachers to teach useful conflict management skills.
22
Mandela, Siyabulela. "Preventive diplomacy and conflict provention in Africa." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/13435.
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South Africa‟s participation in international peace missions is guided by the White Paper of 1998 and premised specifically on the country‟s foreign policy objectives based on its vision of “a better South Africa, a better Africa and a better world”. South Africa recognises itself as an integral part of the African continent and therefore sees its national interests as being intrinsically linked to Africa‟s stability, unity and prosperity. Since 1994, South Africa has placed itself at the forefront of Africa's peace and security endeavours, trying to transform itself from international villain during apartheid years to Pan-Africanist peacemaker. The country has played an instrumental role in both shaping and setting the normative agenda of the African Union and Southern African Development Community. South Africa‟s participation in conflict resolution and peace missions in Africa is informed by an understanding of the nexus that exists between peace, security and sustainable development. This research focuses on South Africa‟s diplomatic and peacekeeping engagement in Lesotho, covering the constitutional and electoral crises from 1994 - 2015 constitutional crisis. The author shows the importance and way forward to resolve conflicts before they become escalated and deadly. The study calls for a „timely‟ reaction to disputes and conflicts on the African continent via preventive diplomacy, conflict provention and addressing of underlying issues that give rise to disputes and conflict.
23
Uçan, Murat Yusuf Özgüven Bilal Murat. "Müzakere yönetimi ve bir model denemesi /." Isparta : SDÜ Sosyal Bilimler Enstitüsü, 2008. http://tez.sdu.edu.tr/Tezler/TS00633.pdf.
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Walch, Colin. "Conflict in the Eye of the Storm : Micro-dynamics of Natural Disasters, Cooperation and Armed Conflict." Doctoral thesis, Uppsala universitet, Institutionen för freds- och konfliktforskning, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-268341.
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Many of the most destructive natural disasters have taken place in situations characterized by armed conflict and insecurity: the Indian Ocean tsunami in Sri Lanka and Indonesia in 2004, the floods in Pakistan in 2011, the drought in Somalia in 2011 and typhoon Haiyan in the Philippines in 2013. Surprisingly little research has systematically explored how armed conflict affects natural disaster management, and how shocks from natural disaster influence conflict dynamics. This dissertation addresses these gaps by providing a qualitative and disaggregated analysis of the micro-dynamics underpinning the relationship between armed conflict, natural disasters and cooperation. It asks: what is the relationship between natural disasters and processes of conflict and cooperation in countries affected by civil conflict? To explore this question, the dissertation offers four essays that explore different facets of this relationship, focusing on the rebel group. Examining collaboration between rebel group and humanitarian actors during disaster relief efforts in the Philippines, essay I finds that rebel group behavior after a natural disaster is shaped by the level of hostility between combatant parties and the nature of the ties with the local population. Exploring the effect of natural disasters on conflict dynamics in the case of the Philippines, essay II suggests that natural disasters hinder rebel group recruitment tactics, by increasing hardship for rebel combatants and supporters, by weakening the rebel group’s organizational structure and supply lines, and by leading to a loss of territorial control. Based on a comparative case study between Colombia and the Philippines, essay III revisits ripeness theory and argues that the level of rebel group cohesion will help to predict whether or not rebel groups stay at the negotiation table until an agreement is reached. While a typhoon affected the Philippines during the negotiations, it did not “ripen” the peace talks. Finally, article IV explores pre-disaster evacuation across conflict-affected regions in the Philippines and India, and argues that both experience of previous disaster and the level of trust in government officials influence the likelihood of people evacuating. The dissertation has important implications for both disaster management and conflict resolution, and it calls for more dialogue between both disciplines.
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Berker, Ilan. "Conflicts and Negotiations in Single Function Agent Based Design Systems." Digital WPI, 1999. https://digitalcommons.wpi.edu/etd-theses/1075.
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"Design is a very complicated and ill-defined problem solving activity. Routine parametric design is a more restricted and well-defined version of design problems. Even this restricted version requires many different kinds of expert knowledge and the ability to perform a variety of tasks. One approach to solving this restricted version is to use Single Function Agents (SiFAs), each of which can perform a very specialized task, from a single point of view. The ability to represent expertise with different points of view is very important in design. These different points of view usually cause conflicts among agents, and these conflicts need to be resolved in order for the design process to be successful. Therefore, agents need to be capable of detecting and resolving these conflicts. This thesis presents a model of conflicts and negotiations in the SiFA framework. Some extensions to the present state of the SiFA paradigm are introduced. A hierarchy of possible conflicts is proposed and the steps of the negotiation process are discussed. The ability of agents to negotiation in order to resolve conflicts makes SiFA-based design systems more versatile, less brittle, and easier to construct and maintain. Also, the extended SiFA paradigm, where agents have negotiation capabilities leads to many interesting directions for further research. "
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Erik, Lauvik Kjell. "Hostage incident management : preparedness and response of international non-governmental organisations." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020800.
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It is broadly accepted that there is a need for better security management and protocols for hostage incident management, there is currently a lack of basic empirical knowledge about the existing security management protocols with reference to existing policies, knowledge and the capability of International Non-Governmental Organisations (INGOs) to handle hostage incidents. Many INGOs have successfully managed high-profile hostage crises, but there is still a considerable level of uncertainty about the way these crises have been solved and the way their success can be seen in relation to other crises. This study aimed to understand how INGOs prepare themselves for hostage incidents, whether policies, procedures are in place, how they manage hostage situations, and also how INGO staff are trained and prepared. The methodology adopted for this study was qualitative and comprised of indepth interviews with sixteen INGOs and ten industry experts and a review of INGO documents, policies and plans. The study sheds light on some of the less talked-about aspects for INGO security management in general, as well as preparedness and responsibility towards their staff. The study suggests that while most organisations have a level of preparedness in place, enhancing each agency’s respective policies may assist the organisation in better management. The study also found that there is a higher use of ransom payment than expected, and that there is an increasing willingness to engage external expertise to assisting in managing a hostage crisis. The study makes several recommendations that may have policy implications, including pre-deployment hostile environment training, reviewing potential cooperation between INGOs and United Nations, and the use of external resources to assist in managing a hostage crisis. It also recommends a revision of existing negotiation models, as the current models are lacking in addressing protracted hostage cases. The establishment of an accurate database of incidents to allow for improved interpretation of trends and scope of hostage cases is also recommended.
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Morrison, Judith Ellen. "Independent scholarly reporting about conflict interventions : negotiating Aboriginal Native Title in South Australia /." Morrison, Judith Ellen (2007) Independent scholarly reporting about conflict interventions: negotiating aboriginal native title in south Australia. PhD thesis, Murdoch University, 2007. http://researchrepository.murdoch.edu.au/210/.
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This thesis uses an action research methodology to develop a framework for improving independent scholarly reporting about interventions addressing social or environmental conflict. As there are often contradictory interpretations about the causes and strategic responses to conflict, the problem confronting scholar-reporters is how to address perceptions of bias and reflexively specify the purpose of reporting. It is proposed that scholar-reporters require grounding in conventional realist-based social theory but equally ability to incorporate theoretical ideas generated in more idealist-based peace research and applied conflict resolution studies. To do this scholar-reporters can take a comparative approach systematically developed through an integrated framework as described in this thesis.
Conceptual and theoretical considerations that support both conventional and more radical constructions are comparatively analysed and then tested in relation to a case study. In 2000 Aboriginal people throughout South Australia deliberated whether their native title claims could be better accorded recognition through conservative court processes or a negotiation process to allay deep-seated conflict. The author, in a scholar-reporter capacity, formulated a report attributing meaning to this consultative process.
As such a report could have been formulated according to alternative paradigms, methodological approaches and theoretical frameworks, the analysis of the adopted framework highlights how different approaches can bias the interpretation of the process and prospects for change. Realist-based conservative interpretations emphasise 'official' decision-making processes where legitimacy is expressed through political and legal frameworks based on precedent. Idealist-based interpretations emphasise that circumstances entailing significant conflict warrant equal consideration being given to 'non-official' 'resolutionary' problem-solving processes where conflict is treated as a catalyst for learning and outcomes are articulated as understanding generated about conflict and how different strategies can transform it.
The developed integrated framework approach establishes the independence of scholarly reporting. Its purpose goes beyond perpetuating scholarly debate about alternative 'objective' understandings of conflict; it focuses primarily on communicating a more inclusive understanding of the contradictions inherent in a particular conflict. It increases the capacity to understand when, where, why and how conflict precipitates social change, and articulates possibilities for reconceptualising what might be the more sustainable direction of change.
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Grech, Lisa Marie. "The effect of culture on cross-cultural conflict resolution behaviors." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2331.
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This study attempted to investigate whether there were differences in the conflict behaviors chosen for members of the same culture versus members of a different culture when accounting for Chinese cultural value conservation.
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Patterson, Jay Reynolds Medhurst Martin J. "Testing foreign policy apologia a rhetorical analysis of the Hainan Incident /." Waco, Tex. : Baylor University, 2009. http://hdl.handle.net/2104/5333.
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Höglund, Kristine. "Peace negotiations in the shadow of violence /." Leiden [u.a.] : Nijhoff, 2008. http://www.loc.gov/catdir/toc/fy0803/2007048289.html.
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Kurizaki, Shuhei. "The logic of diplomacy in international disputes." Diss., Restricted to subscribing institutions, 2007. http://proquest.umi.com/pqdweb?did=1467893811&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.
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Molthof, Mieke. "International Contact Groups in the Field of Peacemaking." Thesis, Uppsala universitet, Institutionen för freds- och konfliktforskning, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-324955.
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Despite the growing prominence of ‘international contact groups’ in the field of peacemaking, there is little academic attention for such ad hoc informal negotiating groups of third-party states. This study seeks to contribute to this understudied topic by investigating under what conditions contact groups are most likely to achieve negotiation success. Based on the framework of ‘recognition theory’, I argue that respect for each member as equal partner of the negotiating group helps to prevent obstructive behaviour. It is therefore hypothesised that ‘recognition for all members of the contact group enhances the likelihood of reaching agreement on a peacemaking strategy’. This is tested by means of a structured focused comparison in a most-similar cases design, studying two contact groups that operated during the 1999 conflict in Kosovo. I subsequently probe the generalisability of my findings by extending the analysis with a third case of contact group negotiations on Syria in 2012. The empirical findings provide support for the hypothesis and hint at the theory’s relevance in today’s context of increasingly dispersed power and mediation leverage. Nevertheless, further research is needed to establish with greater validity and reliability the effect of recognition and how it relates to other conditions for success.
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Gursel, Gulistan. "The Relationship Between English Instructors." Master's thesis, METU, 2009. http://etd.lib.metu.edu.tr/upload/12611184/index.pdf.
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This study aimed at investigating the relationship between English instructors&rsquonegotiation strategies to handle conflicts in the FLE classroom and personality traits. Two scales which consist of a demographic inventory, two questionnaires and a semi structured interview were developed by the researcher. The first scale consists of &ldquo
Rahim Organizational Conflict Inventory II (ROCI II)&rdquo
and &ldquo
Eyesenck Personality Inventory (EPI). The results of these questionnaires were analyzed by SPSS 15.0. This data gathering instrument was implemented on 120 English instructors working at METU, TOBB ETU, Ç
ankaya University, Atilim University, and Trakya University. Data gathered from 30 English instructors from the same universities were used for the piloting of the study. The data gathered from 120 English instructors in English Preparatory Schools 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-structured interviews were conducted with 16 English instructors employed at these universities. The results of the interviews were analyzed through content analysis. The results of the study revealed that there is a relationship between English instructors&rsquo
use of negotiation strategies and their gender, age, educational background, work experience and the personality traits of introversion-extroversion.
34
Giat, Yahel. "Venture capital financing with staged investment, agency conflicts and asymmetric beliefs." Diss., Available online, Georgia Institute of Technology, 2005, 2005. http://etd.gatech.edu/theses/available/etd-11232005-145909/.
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Thesis (Ph. D.)--Industrial and Systems Engineering, Georgia Institute of Technology, 2006.Hackman, Steve, Committee Chair ; Tovey, Craig, Committee Member ; Platzman, Loren, Committee Member ; Deng, Shijie, Committee Member ; Subramanian, Ajay, Committee Co-Chair.
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Yuksel, Onur. "Mergers and Acquisitions (M&A) Negotiations Within – Cross Case Analysis." Thesis, NSUWorks, 2018. https://nsuworks.nova.edu/shss_dcar_etd/113.
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In today’s ever-fluctuating global economy, it is necessary for companies to occasionally engage in mergers and acquisitions (M&A) practices in order to expand both their domestic and international markets, achieve financial gain and competitive advantage, and consolidate and enter new markets. United States companies, along with businesses worldwide, are now adhering to M&A strategies; in fact, the majority of the worldwide commercial sector has most likely encountered and been affected by the M&A process. Although there is increasing popularity of M&A in the international business arena, only a limited number of transactions have actually met business expectations, as the majority of M&As have been aborted due to unmet challenges during or after the negotiations. The purpose of this qualitative study was to examine how some key U.S. companies manage their complex M&A negotiation processes to facilitate success. A multi-case literal replication study was conducted using archival records, documents, dissertations, articles, news stories, archival interviews from the companies’ experts, and M&A scholars to examine each case individually and determine the similarities and differences among the selected cases. The main reason for exploring this topic is the belief that the dynamics of the negotiation process can significantly influence the success of the M&A process, particularly with regard to the strategic intent of the consolidation, the monetary terms as well as the incentives to existing stockholders, the decisions on future leadership, and the culture integration challenge.
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Ryan, Sharon Ryan. "Functional and Dysfunctional Themes in Successful Peace Agreements Arising From Intractable Conflicts." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3541.
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An important challenge facing humanity today is to determine how to resolve intractable conflicts. Intractable conflicts are intensely violent conflicts that are difficult to resolve and last at least one generation. The purpose of this study was to explore the themes leaders used in resolving intractable conflicts by writing peace agreements, which achieved at least a ninety percent implementation rating by the Kroc Institute for International Peace Studies at the University of Notre Dame. The research questions focused on the distribution of societal themes defined by Bar-Tal as present within societies experiencing an intractable conflict. This study used a multicase study approach and a directed content analysis of the narratives, chosen because the study began with an existing concept as a guide for determining initial codes. A categorization matrix was developed based on the existing concept and expanded to include one new category not initially included. The texts were coded by hand and the data were interpreted to reveal the findings, which show that the distribution of themes within narratives of the peace accords contained themes supported by Bar-Tal's research as being functional in transitioning a society out of conflict and absent themes found as being dysfunctional in helping societies make this transition. Second, interpretation of the findings confirmed that knowledge found in transformational leadership literature extends knowledge of narratives of peace accords. A new model of peacemaking emerged from these findings entitled the peace accords transformational leadership model. If leaders understood how to craft narratives of peace, then positive social change would result from a quicker end to violent conflicts and lasting peace for the societies suffering within them.
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Khenniche, Samia. "Contribution à l’étude de la dynamique coopérative intra-organisationnelle : analyse croisée des coopérations transversales, verticales et horizontales : cas d'expérimentation." Thesis, Paris, CNAM, 2010. http://www.theses.fr/2010CNAM0745/document.
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La coopération est depuis toujours au coeur des recherches relatives aux organisations sociales, qu’elles soient humaines ou animales. Ainsi, son étude est transverse à de nombreuses disciplines : anthropologie, éthologie, sociologie, psychologie, économie,gestion. Il s’agit d’observer les formes, raisons, motivations ou freins à l’action commune d’individus. Les champs d’étude sont aussi divers que la famille, l’école, l’État, les collectivités ou l’entreprise. La gestion s’intéresse plus particulièrement à cette dernière,dans son acception la plus large, celle de l’unité économique et sociale. Ce travail de recherche se veut être une contribution à l’étude de ce phénomène complexe et fondamental qu’est la coopération entre membres d’une organisation.La première partie vise à comprendre comment la coopération se construit et évolue au sein des organisations. Pour ce faire, nous tentons de répondre aux questions suivantes : Comment étudier la coopération au sein des organisations ? Qu’est-ce que coopérer ?Pourquoi et comment coopérer ? Avec qui coopérer ? Grâce à l’élaboration et à l’analyse d’une base de verbatim, ainsi qu’à l’étude de recherches-interventions, la coopération est définie comme une dynamique, par laquelle les individus passent de leurs actions individuelles à une action collective. Leurs pratiques, complexes, protéiformes, aux intensités diverses, sont régies par deux logiques d’actions : identitaire et calculatoire.Elles s’organisent autour des dimensions horizontale, transversale et verticale de l’organisation.La seconde partie présente les résultats de l’étude des variables de la coopération dans leur dynamique, elle permet d’expliciter leurs liens, d’observer leur évolution dans le temps et dans différents types de structure organisationnelle. Cette mise en perspective est rendue possible par l’étude longitudinale de trois organisations. Elle est au centre de ce second volet. Nous entamons cette partie par l’étude de la hiérarchie dans les organisations. Deux raisons motivent notre choix. D’une part, cette étude répond aux questionnements soulevés dans la partie précédente concernant l’influence de la hiérarchie dans la dynamique coopérative.D’autre part, les trois organisations au sein desquelles les dynamiques coopératives ont été observées étant structurées de façon hiérarchisée, nous pencher sur la hiérarchie dans les organisations nous semble un préalable nécessaire. Nous abordons ensuite les interactions entre les différentes variables de la coopération, notamment entre les dimensions horizontale, transversale et verticale, et identifions des leviers de développement des pratiques coopératives. L’étude de ces leviers est ensuite approfondie et enrichie d’implications managérialesCooperation has always been a fundamental issue of research on social organizations, whether human or animal. Thus, studies about cooperation are transversal to many disciplines: anthropology, sociology, psychology, economics, and management. Forms, reasons, motivations or barriers to joint actions of individuals are observed. The fields covered are as diverse as family, school, state, local or enterprise. Management is particularly interested in the latter, in its broadest sense, that of economic and social unit. This research is intended as a contribution to the study of this complex and fundamental phenomenon: cooperation between members of an organization. With the first part, we try to understand how cooperation appears and evolves within organizations. To do this, we answer the following questions: How to study cooperation in organizations? What cooperation? Why and how to cooperate? Cooperate with whom? Through the development and analysis of a database verbatim, and the study of intervention-research, cooperation is defined as a process by which actors move from their individual actions to collective action. Their practices, complex, protean are governed by two logics of action : the one based on the calculation, the other one on the identity. Cooperative practices are organized around three dimensions of organization : horizontal, transversal and vertical. The second part presents the results of the study variables of cooperation in their dynamics; it helps to clarify their links, to observe their development over time and indifferent types of organizational structure. This perspective is made possible by the longitudinal study of three organizations. It is central to this second part. We begin by studying the hierarchy in organizations. Two reasons motivate our choice. On the one hand, this study responds to questions raised in the previous section on the influence of the hierarchy in the dynamic cooperative. On the other hand, the three organizations in which the dynamics were observed are structured hierarchically. We then discuss the interactions between the different variables of cooperation, particularly between the horizontal, transversal and vertical dimensions, and identify levels for the development of cooperative practices. The study of these levels is then deepened and enriched with managerial implications
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Nguyen, Linh Chi. "Society in Simulation: Conflict and Negotiation of Conflict." Doctoral thesis, Università degli studi di Trento, 2019. http://hdl.handle.net/11572/243310.
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I simulate a population of agents playing the repeated Nash Demand game. The agents adopt
strategies from the infinite strategy space and the population evolves over cycles in a survival of
the fittest fashion. Certain strategies become stable during the simulation, causing different levels
of average payoff.
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Aylmer, Roberto. "Negociação e liderança: papel da chefia direta na gestão da pressão." reponame:Repositório Institucional do FGV, 2010. http://hdl.handle.net/10438/7957.
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This study aim identifying, through the lens of Human Resources Managers, the correlation between managers' negotiation competencies and the relationship built with their teams. It also aims to probe the existence of a modulating effect between this relationship and the respective team' s pressure perception. One of the challenges that managers face is how to keep a team motivated and mobilized in an increasing pressure environrnent. In the first and second chapter we introduce the theme and define the Problem to be studied. In the third chapter, we walked through labor, organization and human history willing to ground in a timeline the joumey in the search ofbalance laborlaborer, the mankind's place in shaping this history and some important thinkers of people management. This chapter is a door opener for the next one where we study stress, particularly, occupational stress. In this fourth chapter we point the difference between pressure - present in the environrnent - and stress, derived from the individual interpretation. Our interest in this subject comes from the observation that pressure arises when the market suffers a retraction but also arises when it is heated, so, it increases every time. So, if there is a correlation between how teams or a person 'perceives' his leader and the 'pressure around', this information could be useful for people management, particularly addressing occupational stress. We deepen the concept of Social Support, the net that protects the employee in high-pressure contexts with an emphasis on the leader's role as the main source ofthis support. In chapter 5 we deepen in conjlict due to its' impact on occupational stress leveIs. The workplace relationship is, by its nature, a long term relationship and that makes conflict management a relevant issue on manager's agenda. However, the appropriate conflict management depends on the diagnosis (technical approach) and the confidence leveI build in the relationship (relationallevel). Although we are aware that significant part of the conflicts are related to the corporate structure and strategy, we purposely drove our attention to managers and middle leaders that are part of more representative part of the company' s leadership group aiming to provoke ideas that could contribute to the relationships and results improvement. In chapter six we present the Methodology used and in the seventh chapter we discuss the field research results carried with big companies' Human Resource managers. In this chapter we seek, through HR's sight, a perception over the impact of the leadership comparing them using a subjective perception of higher or lower negotiation capabilities with their teams. The research used a flexible grid supported by a semi-structured questionnaire. Data were decoded by Content Analysis method. Due to the sample size, a statistic treatment was not necessary. The evaluation allow infer that there is a straight relationship between a leader behavior over his team stress perception at the workplace. The study pointed the need for a deeper analysis of the issue considering that the literature and the initial results show an important role of immediate report over the team stress leveI perception. Concluding this study, the research offers questions regarding the company and the leader role on dealing with teams under constant pressure.
Este estudo tem por finalidade identificar perspectiva dos profissionais de Recursos Humanos a correlação entre as competências gerenciais e a relação construída entre líderes de diferentes níveis hierárquicos e suas equipes diretas, bem como o impacto na percepção da pressão e do estresse pelas suas respectivas equipes. Um dos desafios que gerentes e outros líderes encontram é como manter um time motivado e mobilizado em um ambiente de pressão crescente, seja decorrente de uma expansão ou uma retração do seu mercado. No primeiro capítulo e no segundo capítulos fazemos a introdução e a definição do Problema, os objetivos e delimitações do estudo. No terceiro capítulo caminhamos pela história do trabalho, da organização e do homem, buscando fundamentar no tempo a jornada em busca do equilíbrio trabalho e trabalhador, o lugar do homem na construção desta história e alguns importantes pensadores da gestão de pessoas. Este capítulo abre portas para entendermos o capítulo seguinte, no qual estudamos o estresse e, em particular, o estresse ocupacional. Mostramos, ainda, a diferença entre pressão – que está no ambiente externo- e estresse, que deriva da percepção do indivíduo. O interesse neste tema é decorrente da constatação prática de que a pressão aumenta em tempos de retração do mercado, mas também aumenta em períodos em o mercado está aquecido. Logo, se houver uma correlação entre como uma equipe ou um liderado ‘percebe’ o seu líder, essa informação poderá ser útil para a Gestão de Pessoas. Aprofundamos o conceito de Suporte Social, a rede que protege o colaborador nem contextos de alta pressão e demos maior ênfase ao papel do líder como importante fonte deste suporte. No quinto capítulo analisamos o tema conflito por ser um dos temas que mais impactam o estresse ocupacional. As relações de trabalho são, por sua natureza, relações de longo prazo, o que faz do manejo adequado do conflito no ambiente de trabalho um assunto relevante na agenda do gerente. Entretanto, seu manejo adequado depende tanto do diagnóstico correto, bem como da relação de confiança construída pelo líder. Embora cientes de que parte significativa dos conflitos está relacionada às estruturas e estratégias corporativas, propositalmente dirigimos nossa atenção aos gerentes e líderes que compõem a massa de liderança dessas organizações visando provocar idéias que possam contribuir para a melhoria das relações e dos resultados. No sexto capitulo apresentamos a Metodologia e no último capítulo apresentamos e discutimos o resultado da pesquisa realizada com profissionais de Recursos Humanos de grandes empresas, buscando, através do olhar do RH, uma percepção sobre as lideranças de cada empresa e a comparação entre líderes com maior ou menor capacidade de negociação junto à sua equipe. O estudo usou uma grade flexível suportada por um questionário semi-estruturado e os dados foram tratados usando a metodologia da Análise de Conteúdo sem que fosse necessário um tratamento estatístico devido ao tamanho da amostra. O estudo apontou para a necessidade de uma exploração mais profunda do tema uma vez que a literatura e os resultados iniciais demonstraram um importante papel da chefia direta na percepção grupal do estresse e no clima organizacional. Ao concluir o trabalho a pesquisa oferece algumas ponderações sobre o papel das lideranças e o papel das corporações na equalização de equipes que vivem sob pressão constante.
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Sakurai, Yuki. "Conflict negotiation as an interactional process: starting and ending the performance of conflict negotiation in Japanese." The Ohio State University, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=osu1392305866.
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Schneider, Christina J. "Conflict, negotiation and European Union enlargement /." Cambridge : Cambridge University Press, 2009. http://aleph.unisg.ch/hsgscan/hm00256365.pdf.
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Sheng, Xiao-ling. "Cultural Influences and Negotiation: Chinese Conflict Resolution Preferences and Negotiation Behavior." TopSCHOLAR®, 1995. http://digitalcommons.wku.edu/theses/883.
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As international trade between China and the United States has increased markedly in recent years, negotiation behavior between Chinese and Americans has become a timely issue. Most research conducted in this area discusses the fundamental cultural differences between East and West, as well as the difficulties Westerners have in negotiating with the Chinese. Little was written on the actual negotiation behavior itself. This paper is focused on the negotiation behavior between Chinese and American business people. Following a review of relevant research, the author found that both Confucian philosophy and Taoistic philosophy continue to provide the foundations of Chinese cultural traditions and values, which influence Chinese perceptions and approaches to conflict resolution and thus affect Chinese negotiation behavior. Cultural values discussed include harmony, collectivism, conformity, holism-contextualism, time, face, shame, reciprocity, high context, friendship, and Guanxi. The author suggests that traditional Chinese cultural values influence Chinese people to be less openly assertive and emotional in conflict situations, which consequently lead Chinese negotiators to the adoption of high compromising and avoiding behaviors and a relatively low preference for competing and assertive postures in negotiations. Based on the cultural values and Chinese conflict preferences, the author offers recommendations for preparing, conducting, and concluding negotiations with Chinese people.
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Porto, João Gomes. "The role of conflict analysis in conflict resolution : reflections on international mediation : the case of Angola." Thesis, University of Kent, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269092.
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Hanke, Ramona. "The impact of ballroom dancing on the marriage relationship." Diss., Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-04132007-163833.
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Moraiz, Francisco. "Political economy models of conflict." Thesis, University of Surrey, 2000. http://epubs.surrey.ac.uk/843899/.
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We present a study of conflict from an economic perspective. We start by reviewing the approach to conflict in the economic sciences. We model conflict as a process of allocation of resources into two main technologies, production and appropriation. Then we complement this framework by allowing participants to negotiate. We introduce models of bargaining with complete and incomplete information. We incorporate the cost of conflict and this ensures that negotiated settlements always produce a more efficient outcome. The possibility of conflict arises as a result of incomplete information, which takes the form of informational asymmetry about the cost of conflict. We find endogenous war equilibrium outcomes and compare the outcome of optimal resource equilibria with arbitrary non-equilibria allocations. We also present some empirical evidence in the literature supporting the choice of utility models of conflict and present new results showing support for our propositions.
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Bukae, Nkosi Makhonya. "An analysis of the Southern African Development Community (SADC) preventive diplomacy in the kingdom of Lesotho: a case study." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1008296.
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The focus of this study is the Southern African Development Community (SADC) preventive diplomacy interventions in Lesotho in 1994, 1998 and 2007. The core aim of the study was to evaluate the efficacy of the SADC security mechanism (the Organ on Politics, Defence and Security (OPDS) in conflict prevention, management and resolution on the basis of the Lesotho experience. Data for this qualitative case study was collected through interviews and document analysis. The twenty four participants for the study were drawn from the SADC OPDS unit, Lesotho political parties, Civil Society Organisations (CSOs), Academics from the University of Botswana (UB) and the National University of Lesotho (NUL), retired Botswana Defence officers who participated in the Lesotho missions and office of the post-2007election dispute dialogue facilitator in Lesotho. Documents on the SADC Treaties, Protocols, Communiqués and interventions in other set ups were used to highlight its operational policies, mandate, structures, successes and challenges. Lesotho was chosen as a case study because SADC employed both non-coercive (SADC Troika and Eminent Person mediation, 1994 and 2007 respectively) and coercive measures (the 1998 military intervention). The findings of the study revealed that SADC as a regional body had its own successes and challenges. Different perceptions on the SADC interventions in Lesotho emerged mainly between the participants from the ruling party and the opposition parties. While the former commended SADC for successfully mitigating the calamitous effects of 1994, 1998 and 2007 post-electoral violence, the opposition parties viewed the regional organisations as engaged in illegal interference in the domestic affairs of the country to defend the incumbent governing party. It also emerged from the study that the SADC security mechanism has numerous structural and operational flaws. There were several unanswered questions revolving around the legality and mandate of some of the missions. For instance, no concrete evidence emerged as to whether the 1998 military intervention was authorised by the SADC. The study also revealed that SADC has learnt valuable lessons from the Lesotho missions. Some of the reforms which the SADC has introduced in the OPDS such as the establishment of the SADC Stand by Force, Early Warning structures, the Mediation Unit, and a panel of expert mediators emanated mainly from the Lesotho experiences. The study recommends that SADC needs to harmonise the efforts of its OPDS structures such as the Mediation Unit; the Troika; the Inter-State Defence and Security Committee (ISDSC); the Inter-State Politics and Diplomacy Committee (ISPDC) and the Summit of Heads of States and Governments for rapid, coherent and well coordinated interventions in future regional preventive missions. It is also recommended that SADC should focus on identifying and mitigating underlying causal factors such as underdevelopment; poverty; deprivation of freedoms, marginalisation and other forms of social stratifications and oppression in its preventive diplomacy missions if durable peace is to be achieved in Lesotho and any other future cases.
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Lombe, Felix Benson Mwatani Editor. "Challenges of land conflict negotiation in Mulanje District of Malawi." Thesis, University of the Western Cape, 2009. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_1421_1310966613.
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This study identifies and discusses the challenges of negotiation as a conflict management tool with reference to the negotiation process of the land conflict in the Mulanje district of Malawi between tea companies and the villagers who live around the tea estates. Although the negotiation process started on 15th January 2000, there were no expected outcomes as of end of October 2008. In order to identify the challenges of the negotiation process, the study has specifically provided in-depth analyses of the land conflict and the negotiation process in Mulanje. The study consequently has recommended, among other things, the introduction of conflict transformation initiatives as a way of mending the relationship between the conflicting parties, institutionalization of conflict management training, review of the role of government and strategic cooperation of stakeholders in addressing the structural causes of conflicts among other recommendations.
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MEYER, GUILHERME CORREA. "CONFLICT, NEGOTIATION AND TRANSFORMATION: THE DESIGNER AND PRODUCT DEVELOPMENT PROCESS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2010. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=17084@1.
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CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICOEsta tese apresenta uma reflexão sobre a ação de design no processo de desenvolvimento de um produto. Isto envolve, fundamentalmente, o esforço do designer em tornar-se profissional e fazer design. Lancei sobre esta ação um olhar etnográfico, tomando como material central o discurso e a experiência do designer em meio ao desempenho profissional. Para tanto, realizei um estudo de campo de seis meses, em que estive vivendo com um grupo de designers em seu ambiente de trabalho, isto é, em um escritório de design. Neste período, acompanhei os designers desenvolvendo o projeto de um triciclo para uma grande empresa do setor automotivo. Acompanhando o cotidiano dos designers, a ação de design, aos poucos, deixava de se restringir às operações técnicas previstas ao projeto, e passava a revelar um jogo fervoroso, marcado por conflitos, negociações e transformações que acometiam a todos os atores envolvidos, modificavam os ritmos e dinâmicas do escritório, e afetavam essencialmente o projeto do produto.
This thesis presents a discussion of the designer’s action. This involves, fundamentally, the designer s effort in becoming a professional and make design. I use an ethnographic perspective to see this movement. So, I took the discourse and experience of the designer. To that end, I conducted a study of six months, when I ve been living with designers in a design office. During this period, I followed designers developing a project of a tricycle for a big automotive company. Following the daily lives of designers, the design action gradually ceased to be restricted to technical operations, and began to reveal a passionate game, marked by conflicts, negotiations and transformations that affect all actors involved, changed office’s rhythms and dynamics, and modified the product design.
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Bello, Bradford August. "How Architecture can influence private contemplation and public negotiation." Thesis, Virginia Tech, 2006. http://hdl.handle.net/10919/31617.
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How can Architecture influence private contemplation and public negotiation? This thesis attempts to investigate the effect of our
built environment on how individuals work together. To explore this question, a conflict resolution center becomes the vehicle to study the physical, social, and intellectual impact on thinking and decision-making.Master of Architecture
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Jackson, Richard D. W. "Negotiation versus mediation in international conflict: Deciding how to manage violent conflicts." Thesis, University of Canterbury. Political Science, 1988. http://hdl.handle.net/10092/8905.
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The thesis is an attempt to fill the theoretical and empirical gap in current conflict management research, which has failed to examine methods of conflict management comparatively. Two dominant paradigms exist, neither of which is adequate to the task of comparing negotiation and mediation in the real world of international politics: the Psychology paradigm and the Third Party Intervention paradigm. An alternative theoretical framework, the Contingency framework of negotiation and mediation was therefore, constructed. This model suggests that negotiation and mediation are conceptually and empirically different, and specifies a series of contextual and process variables which are vital to any examination of conflict management. Utilising a unique data set of thousands of cases of negotiation and mediation coded according to the variables specified in the Contingency model, a general bivariate analysis, followed by a more in-depth multivariate analysis, revealed a number of important differences and similarities between the two methods. The results suggest that negotiation and mediation are different forms of conflict management, which are most likely to be successful under contrasting conditions in international politics. Negotiation is the most successful method overall, but tends to be limited to low intensity, interstate conflicts. Mediation tends to occur in the most intense, intractable, and primarily civil conflicts, and is useful under a number of onerous circumstances.