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1
Lewis, David, John Heathershaw, and Nick Megoran. "Illiberal peace? Authoritarian modes of conflict management." Cooperation and Conflict 53, no. 4 (April 23, 2018): 486–506. http://dx.doi.org/10.1177/0010836718765902.
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In a contested international order, ideas of liberal peacebuilding are being supplanted by state-centric, authoritarian responses to internal armed conflicts. In this article we suggest that existing research has not yet sufficiently recognised this important shift in conflict management practice. Scholarship in peace and conflict studies has avoided hard cases of ‘illiberal peace’, or categorises them simply as military victories. Drawing on accounts of state responses to conflicts in Russia, Sri Lanka, China, Ethiopia, Rwanda and Turkey, we develop an alternative conceptual framework to understand authoritarian conflict management as a form of wartime and post-conflict order in its own right. Although violence is central to these orders, we argue that they are also dependent on a much wider range of authoritarian policy responses, which we categorise in three major domains: firstly, discourse (state propaganda, information control and knowledge production); secondly, spatial politics (both military and civilian modes of controlling and shaping spaces); and thirdly, political economy (the hierarchical distribution of resources to produce particular political outcomes). In conclusion, we propose a research agenda that moves on from discussions of liberal peace to examine hard cases of contemporary conflict and conflict management.
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Poroma, Celestine Lekia, Dorka Godbless Deedam, and Victor Owonaro Jerry-Abredi. "The Imperative of Restructuring and Conflict Management in Nigeria." Nigerian Journal of Sociology and Anthropology 17, no. 2 (November 1, 2019): 56–67. http://dx.doi.org/10.36108/njsa/9102/71(0240).
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The study examines the Nigerian State and the imperative of restructuring as conflict management strategy towards peace-building. The study adopts an expository and descriptive analytical framework. It traces the persistent conflicts and agitations to the dysfunctional structure of the Federal system and argues that historically, Nigeria is fraught with conflicts, some of them life threatening, others minor and pedestrian. It maintains that the imperative of restructuring is a sine-quo-non to sustainable conflict management and peace-building that will develop constructive relationships across ethnic and national boundaries to resolve injustice and transform structural conditions that generates deadly conflict. It revealed that the challenge facing the Nigerian nation is how to make conflicts constructive rather than destructive, marginal rather than fundamental, peripheral rather than pivotal. The study suggests that the Nigerian State needs attitudinal restructuring and systemic framework that will guarantee economic and political freedom of the minorities and the marginalized within the sovereign State and built a pluralist democratic State where the rights of all citizens are respected. It also seek to blend power with principle and reconcile authority with freedom, and put a robust peace infrastructure in place to play a preventive and mitigating role.
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Kraus, Edgar, Cesar Quiroga, and Jerry Le. "Innovations in Utility Conflict Management." Transportation Research Record: Journal of the Transportation Research Board 2521, no. 1 (January 2015): 185–94. http://dx.doi.org/10.3141/2521-19.
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Utility issues remain one of the top reasons for delays in development and delivery of transportation projects. Delays in utility relocations and varying site conditions (utility conflicts) are consistently ranked among the most frequent causes for delays in highway construction. This paper described the results of a pilot implementation of the utility conflict matrix (UCM) tools that were developed as part of SHRP 2 Project R15B in 2012. The implementation project was SHRP 2 R15C, Pilot Application of Products for the Identification of Utility Conflicts and Solutions, which took place from September 2012 to March 2014. The objective was to work with a state department of transportation on the implementation of the stand-alone UCM and the 1-day UCM training course, as well as an introduction to the utility conflict data model and database. The pilot implementation took place at the Maryland State Highway Administration. This paper describes the UCM tools, details of the pilot implementation, feedback received from stakeholders involved in the project, and lessons learned from the experience of project participants. The paper also provides examples of cost and time savings that resulted from the use of the UCM approach.
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Kharadze, Natalia, and Ekaterine Gulua. "Organizational Conflict Management Challenges." European Journal of Economics and Business Studies 4, no. 1 (April 1, 2018): 30–41. http://dx.doi.org/10.2478/ejes-2018-0003.
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Abstract There is no organization without conflict situations. It is known that 80% of conflict situations occur independently of human will. Its causes are people’s individual characteristics, as well as structure of the organization, conditioned by the culture established in the organization. How correctly organizational management analyzes the causes of conflicts, managing stress, diagnostic of the conflict and its management are reflected on the psychological climate of the organization. The psychological climate is directly related to the labor productivity of each member of the organization and the whole organization itself. On the background of strenuous labor relations, the potential of the organization members is spent on the settlement of the conflict environment and it takes a large part of their time budget. Proper use of time resources affects labor productivity. The Human Resources Management Laboratory which is functioning at Ivane Javakhishvili Tbilisi State University has already conducted a research in this regard. Due to the actuality of the issue, the laboratory aimed to conduct a further research about conflict situations in the organization. The research was focused on the Faculty of Economics and Business of Ivane Javakhishvili Tbilisi State University. 458 respondents were interviewed including Bachelor's and Master’s Degree Students, Professors and Administration Representatives. The questionnaire included 36 questions and 133 options of response. As a result of the research,frequency of conflict situations in the organization was established, the active link of conflict situations. The reasons for the involvement of the collective team members into the conflict have been identified. The attitude of respondents of different categories was interesting in terms of resolving conflict situations. Conflict situations combined with the rest of the stages include the analysis of the causes. Different categories of respondents differently understand the importance of analyzing the causes of conflicts. The study finally made many interesting problems clear. The results obtained were processed by the SPSS program. We have formulated the hypothesis, studied the influence of the status and the gender of a respondent (bachelor, master, professor, and representative of the administration) on up to 15 variables. Trends were revealed through the tables developed on dispersion analysis. The conclusions made on the basis of the analysis of the survey results gave us the opportunity to make recommendations for the recovering and systemic improvement of the established values in the organization. The planned events will help the collective to undergo 3 stages of self-organization, meet the needs of the members, which will improve the psychological situation in the collective. It will facilitate each member’s involvement in order to protect the organization's prestige and traditions. It is interesting to note that the majority of respondents are loyal to the university, which confirms the true fact that Ivane Javakhishvili Tbilisi State University is number one university in the country as well as in the region, is being developed and is constantly maintaining the championship and is trying to improve the conditions of the collective members.
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Kharadz, Natalia, and Ekaterine Gulua. "Organizational Conflict Management Challenges." European Journal of Economics and Business Studies 10, no. 1 (March 2, 2018): 30. http://dx.doi.org/10.26417/ejes.v10i1.p30-41.
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There is no organization without conflict situations. It is known that 80% of conflict situations occur independently of human will. Its causes are people’s individual characteristics, as well as structure of the organization, conditioned by the culture established in the organization. How correctly organizational management analyzes the causes of conflicts, managing stress, diagnostic of the conflict and its management are reflected on the psychological climate of the organization. The psychological climate is directly related to the labor productivity of each member of the organization and the whole organization itself. On the background of strenuous labor relations, the potential of the organization members is spent on the settlement of the conflict environment and it takes a large part of their time budget. Proper use of time resources affects labor productivity. The Human Resources Management Laboratory which is functioning at Ivane Javakhishvili Tbilisi State University has already conducted a research in this regard. Due to the actuality of the issue, the laboratory aimed to conduct a further research about conflict situations in the organization. The research was focused on the Faculty of Economics and Business of Ivane Javakhishvili Tbilisi State University. 458 respondents were interviewed including Bachelor's and Master’s Degree Students, Professors and Administration Representatives. The questionnaire included 36 questions and 133 options of response. As a result of the research,frequency of conflict situations in the organization was established, the active link of conflict situations. The reasons for the involvement of the collective team members into the conflict have been identified. The attitude of respondents of different categories was interesting in terms of resolving conflict situations. Conflict situations combined with the rest of the stages include the analysis of the causes. Different categories of respondents differently understand the importance of analyzing the causes of conflicts. The study finally made many interesting problems clear. The results obtained were processed by the SPSS program. We have formulated the hypothesis, studied the influence of the status and the gender of a respondent (bachelor, master, professor, and representative of the administration) on up to 15 variables. Trends were revealed through the tables developed on dispersion analysis. The conclusions made on the basis of the analysis of the survey results gave us the opportunity to make recommendations for the recovering and systemic improvement of the established values in the organization. The planned events will help the collective to undergo 3 stages of self-organization, meet the needs of the members, which will improve the psychological situation in the collective. It will facilitate each member’s involvement in order to protect the organization's prestige and traditions. It is interesting to note that the majority of respondents are loyal to the university, which confirms the true fact that Ivane Javakhishvili Tbilisi State University is number one university in the country as well as in the region, is being developed and is constantly maintaining the championship and is trying to improve the conditions of the collective members.
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Nazarov, Nikita. "SOCIAL AND LABOR CONFLICT MANAGEMENT: UKRAINIAN AND FOREIGN EXPERIENCE." Innovative Technologies and Scientific Solutions for Industries, no. 1 (15) (March 31, 2021): 91–97. http://dx.doi.org/10.30837/itssi.2021.15.091.
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The subject of study in the article is the process of socio-economic conflict management. The purpose of the work is to substantiate the theoretical provisions and methodological approaches in the management of labor conflicts as a form of social and labor relations based on Ukrainian and foreign experience. The following tasks are solved in the article: to investigate the essence and place of social and labor conflict in the system of social contradictions; provide a classification of conflicts in the social and labor sphere; to study the forms and methods of resolving social and labor conflicts: to analyze the success of conflict prevention in Ukrainian and foreign practice. The following methods are used: method of analysis and synthesis, classification-analytical method, abstract-logical method, historical-retrospective analysis and generalization. The following results were obtained: the concept of socio-economic conflict is clarified. The classification of conflicts is carried out, which gives an understanding of the nature and essence of conflict relations on the following grounds: the method of conflict resolution (antagonistic and compromise conflicts); spheres of conflict (political, social, economic, organizational conflicts); direction of impact (vertical and horizontal conflicts); degree of conflict confrontation (hidden and open conflicts); the number of participants in conflict interaction (intrapersonal, interpersonal, intergroup); needs (cognitive and interest conflicts). Structural and interpersonal methods for resolving conflict situations are defined. An analysis of the current state of resolution and prevention of labor conflicts in 2020 was conducted according to the National Service for Mediation and Reconciliation. Foreign experience in resolving labor disputes has proved the feasibility of developing the following ways to resolve labor disputes in Ukraine: with the help of special courts on labor and social security (sectoral justice); through civil proceedings in general courts; through conciliation and arbitration procedures. Conclusions: The analysis allowed to determine the essence of social and labor conflict as a form of social and labor relations at the micro, meso, and macro levels, which is manifested in the opposition of the subjects of the socio-economic sphere. Applying the gained world experience it is possible to reduce social tensions and to strengthen social and economic safety of the state.
Keywords: brand; definition; branding; brand book; rebranding; stages.
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Chamo, A. M., A. Abdullahi, I. Tafida, A. K. Karaye, B. Y. Mamman, M. M. Kundiri, U. Sani, D. L. Damisa, M. Galadima, and U. Ja’afar. "Effect of Demographic Characteristics on Conflicts Management in Jigawa State, Nigeria." Journal of Agricultural Extension 25, no. 1 (March 1, 2021): 62–74. http://dx.doi.org/10.4314/jae.v25i1.5s.
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The study analysed the effect of demographic characteristics on conflict management in Jigawa State. Multi-stage sampling procedure consisting of purposive, snow ball sampling method, cluster sampling and random sampling were used in selecting 75 crop farmers, 75 sedentary pastoralists and 79 migratory pastoralists who were interviewed using Structured Questionnaire. The analytical tools used include descriptive statistics, logistics regression. The study revealed that farmers believed court verdict (53.3%) and intervention by low enforcement agents (40.0%) were the strategies of conflict resolution. The sedentary pastoralists generally believed that intervention by traditional leaders (52.0%) and local community crop farmers/herders intervention (42.7%) were the strategies of conflict resolution, while the migratory pastoralists opined that intervention by traditional leaders (50.6%) and payment of compensation to victims (49.4%) are the strategies of conflict resolution. The result further revealed that 57.3% of farmers, 65.3% of the sedentary pastoralists and 50.6% of the migratory pastoralists agreed that extension agents play vital roles in conflicts prevention and management. Results of logistic regression for the farmers showed that marital status (0.007), household size (0.100) and nature of the farms (0.010) were statistically significant, while for the sedentary pastoralists’ age (0.010), herd size (0.093) and awareness about grazing reserves (0.097) were significant, and for the migratory pastoralists herd size (0.074), herding experience (0.063) and membership of association (0.100) were statistically significant. However, the demographic characteristics associated with conflict should be properly managed by the appropriate institutions involving in conflict resolutions, similarly government should train and empowers extension agents in discharging their duties, and this will help in effective conflict prevention and management.
Keywords: Conflict, demographic characteristics, farmers, sedentary and migratory pastoralists
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Yıldız, İzlem Gözükara. "The Role of Organizational Learning in Conflict Management." Business Management and Strategy 12, no. 2 (June 28, 2021): 50. http://dx.doi.org/10.5296/bms.v12i2.18506.
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Conflict is a state of disagreement experienced between two individuals or parties, which can result from many factors. When conflict occurs at organizations, it may lead to many problems such as unaccomplished goals, decreased effectiveness, and low levels of individual and overall performance. However, organizational conflict may positively influence organizations under certain circumstances. The recent literature especially places emphasis on conflict management rather than conflict resolution, as conflicts are likely to enable organizations to enhance their performance and productivity when they are managed in an appropriate way. In this sense, organizations have to develop strategies that are aimed at improving the constructive aspect of conflicts instead of trying to reduce and remove them. As the first step toward this goal, organizations have to provide a learning environment so that they can benefit from conflicts. Since it is considered a key concept for the survival and adaptability of an organization, organizational learning stands out as an effective means of fostering such favorable effects. For this purpose, this article discusses the role of organizational learning in conflict management by examining the factors that facilitate and result from it.
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Fareo, Dorcas Oluremi, and Mohamed Alison Jajua. "Conflict Management Strategies in Ondo State Tertiary Institutions." European Scientific Journal, ESJ 14, no. 4 (February 28, 2018): 315. http://dx.doi.org/10.19044/esj.2018.v14n4p315.
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This paper investigated conflict management strategies in tertiary institutions in Ondo State. As a descriptive survey, the study population comprised all the staff and the management of three institutions. For the study sample, two hundred and ten was selected by stratified sampling technique. The instrument for data collection was 45 items Likert-type questionnaire tagged ‘Conflict Management Strategies Questionnaire’ (CMSQ). The reliability of the instrument was determined through test-retest method and the reliability co-efficient was 0.86. The content and face validity of the instrument was carried out by one expert in Test and Measurement, an expert in Psychology of Education; and an expert in Guidance and Counselling. The data collected were analyzed using frequency count, percentages, Analysis of Variance (ANOVA), and Multiple Regression. It was found that conflict in Federal University of Technology (FUTA), Rufus Giwa Polytechnic and Adeyemi College of Education occurred frequently. Nonpayment of salaries as at when due was the major cause of conflict in these institutions. The most effective conflict management strategies used was participatory decision strategy. Based on the findings, it was ascertained that role conflict occurred between academic staff and professional administrators; and conflict management strategies were critical variables in the school system. It was recommended that the academic and professional administrators should continue to demonstrate spirit of tolerance so as to ensure the smooth running of university, polytechnic and the college.
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Suwarto, Suwarto. "Manajemen Konflik Sekolah Regrouping Di SD Negeri Pucangsawit Surakarta." Jurnal VARIDIKA 28, no. 2 (January 11, 2017): 116–25. http://dx.doi.org/10.23917/varidika.v28i2.3024.
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The objectives of the research are to describe: 1) the sources and types of conflict; 2) the conflicts’ management; and 3) the supporting and inhibiting factors in conflict management of regrouped school at State Elementary School Pucangsawit Surakarta. The type of the research is qualitative with naturalistic design. The research was undertaken atState Elementary School Pucangsawit Surakarta. The results are 1) the conflict sources at State Elementary School Pucangsawit Surakarta can be classified into two types of sources, namely the teachers and parents. The conflict types emerged at the form of inter-individual conflict among teachers from the regrouped schools, the conflict in school naming, conflict related to professional tasks and teachers’ administration, and conflict related to students’ administration; 2) the conflict management at State Elementary School Pucangsawit Surakarta were done through planning, organizing, actuating, and controlling. The conflict resolution referring to schools’ rivalry is done by applying fair and positive competition; and 3) the supporting factors in conflict management are the government support and schools’ stakeholder’s awareness. The inhibiting factors cover the self ego that remains existed in some teachers and parents from both of the schools regrouped.
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Kesarat, Chaiya, and Idsaratt Rinthaisong. "Conflict Management between the State and the People: A Case of Power Plant in Thailand." International Journal of Social Sciences and Management 3, no. 3 (July 28, 2016): 214–21. http://dx.doi.org/10.3126/ijssm.v3i3.15263.
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The purposes of the study were: 1) to study situation of conflict between the state and the people on the power plant project; 2) to seek causes of conflict between the state and the people; and 3) to offer guidelines to conflict management between the state and the people. A qualitative methodology was used in this study. Key informants were residents living around the project, and a semi-structured interview instrument was used to conduct in-depth interviews with 12 key informants. Results of the study revealed that the current conflicts resulted from the irrationality of the benefits that people obtained from the project, and the environmental, societal and cultural issues. Besides, the conflict in the community is caused by interference of third parties/actors. The causes of the conflict are rooted in three aspects: firstly, the structural bureaucracy; secondly, the attitude and performance of government officials; and finally, the lack of participation of the people. The guidelines to conflict management are divided into two groups: the first group is guideline for the management of within the bureaucracy; the second group is guidelines for the management of relationships between the state and the people in the area.Int. J. Soc. Sc. Manage. Vol. 3, Issue-3: 214-221
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Moura, Janine Lopes, Simone Cruz Machado Ferreira, Geilsa Soraia Cavalcanti Valente, Enilda Moreira Carvalho Alves, and Márcia Rocha da Silva Alves. "Nursing management and the conflict management in emergency care in hospital." Revista de Enfermagem UFPE on line 5, no. 1 (December 26, 2010): 54. http://dx.doi.org/10.5205/reuol.1190-10477-1-le.0501201107.
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ABSTRACTObjective: to identify the situations that lead to conflicts in the emergency and to recognize the causes triggering conflicts attributed by nurses. Method: this is about a qualitative report study, which was the scene Rocha Faria State Hospital/RJ, with the subject eight nurses working in the emergency room. The research protocol was approved by the Ethics in Research of the Faculty of Medicine/University Hospital Antonio Pedro, Universidade Federal Fluminense, under number 256/2009. The participation of the subjects was recorded across the term of consent. Data collection was conducted through semi-structured interviews. From the speeches of the interviewees was possible to organize the results, and where the thematic content analysis. Results: The analysis highlighted the situations of conflict identified by nurses and allowed to interpret the statements reflect different views about the causes of conflict situations. Conclusion: data analysis revealed that in view of the interviewees found frozen conflicts, senses and manifest among the members of the nursing staff with their components, with other professionals and with users, especially consequent to structural problems, but also from interpersonal relations. Descriptors: hospital administration; leadership; manpower; ethics; organization & administration. RESUMOObjetivo: identificar as situações que levam aos conflitos na emergência e reconhecer as causas desencadeantes dos conflitos atribuídas pelos enfermeiros. Método: trata-se de estudo de caso qualitativo, cujo cenário foi o Hospital Estadual Rocha Faria/RJ, tendo como sujeitos oito enfermeiros que atuam no serviço de emergência. O protocolo de pesquisa foi aprovado pelo Comitê de Ética em Pesquisa da Faculdade de Medicina/Hospital Universitário Antonio Pedro da Universidade Federal Fluminense, sob nº 256/2009. A participação dos sujeitos foi registrada pelo aceite ao termo de consentimento livre e esclarecido. A coleta de dados foi realizada com a utilização de entrevistas semi-estruturadas. A partir dos discursos dos depoentes foi possível organizar os resultados, realizando-se a análise temática de conteúdo. Resultados: a análise evidenciou as situações de conflitos identificadas pelos enfermeiros e possibilitou interpretar que os depoimentos refletem diferentes olhares sobre as causas das situações de conflitos. Conclusão: a análise dos dados evidenciou que na visão dos depoentes ocorrem conflitos latentes, sentidos e manifestos entre os membros da equipe de enfermagem com os seus componentes, com os outros profissionais e com os usuários, sobretudo, consequentes a problemas estruturais, mas também oriundos das relações interpessoais. Descritores: administração hospitalar; liderança; recursos humanos; ética; organização & administração.RESUMENObjetivo: identificar las situaciones que dan lugar a conflictos en la emergencia y para reconocer las causas que desencadenan los conflictos atribuidas por los enfermeros. Método: estudio cualitativo de casos, que fue el escenario Rocha Faria Hospital Estatal/RJ, con el tema 08 enfermeras que trabajan en la sala de emergencias. El protocolo de investigación fue aprobado por la Ética en la Investigación de la Facultad de Medicina/Hospital Universitario Antonio Pedro, Universidade Federal Fluminense, con el N º 256/2009. La participación de los sujetos se registró a través de la expresión del consentimiento. La recolección de datos se llevó a cabo a través de entrevistas semi-estructuradas. De las declaraciones de los entrevistados fue posible organizar los resultados, y donde la análisis de contenido temático. Resultados: el análisis puso de relieve las situaciones de conflicto identificadas por las enfermeras y se les permite interpretar las declaraciones reflejan las opiniones diferentes sobre las causas de situaciones de conflicto. Conclusión: el análisis de datos reveló que, en vista de los entrevistados encontraron conflictos congelados sentidos, y se manifiestan entre los miembros del personal de enfermería con sus componentes, con otros profesionales y con los usuarios, especialmente como consecuencia de problemas estructurales, sino también de las relaciones interpersonales. Descriptores: administración hospitalaria; liderazgo; recursos humanos; ética; organización & administración.
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Yazici, Emir. "Transborder identities, bias, and third-party conflict management." Conflict Management and Peace Science 37, no. 4 (October 11, 2018): 490–511. http://dx.doi.org/10.1177/0738894218800816.
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Which third parties are more likely to manage interstate conflicts? Once they do, what kind of conflict management methods do they use? I argue that ethnic, language, and/or religious ties between a potential third party and disputant states can affect both the likelihood and the type of conflict management. If there are strong identity ties (ethnic, language, and/or religious) between the majority group in a potential third-party state and the majority group in one of the disputant states, both the likelihood of conflict management in general and the likelihood of economic conflict management in particular should increase. Equally stronger identity ties between a potential third party and both disputants should also increase the likelihood of conflict management in which third parties use verbal and diplomatic conflict management methods since they do not harm any of the disputants. Empirical findings based on a dataset covering the militarized interstate disputes between 1946 and 2011 support my theoretical expectations. These findings contribute to the literature by exploring the role of transborder identities—in addition to material factors such as alliance, trade partnership, or joint regime type—in management of interstate conflicts by third parties.
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Linebarger, Christopher, Andrew J. Enterline, and Steven R. Liebel. "Third-Party State Domestic Politics and Conflict Management During Interventions into Civil Conflicts*." Social Science Quarterly 99, no. 2 (July 5, 2017): 744–61. http://dx.doi.org/10.1111/ssqu.12426.
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Sokolova, N. A., N. V. Sivrikova, E. G. Chernikova, T. G. Ptashko, E. M. Harlanova, and S. V. Roslyakova. "Conflict management training for future educators." Education and science journal 22, no. 7 (September 7, 2020): 101–24. http://dx.doi.org/10.17853/1994-5639-2020-7-101-124.
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Introduction. The relevance of the declared topic was dictated by the increased conflict between the members of education and the increasing demands placed on the professional activities of the modern teachers to resolve conflicts in the conditions of general education school. In the course of professional training of future teachers in universities, the formation of conflict competence is not paid due attention, so there is a need to determine the role, content and learning technologies for conflict management training of future teachers.The aim of the present publication is to evaluate the effectiveness of conflict management training technology for future teachers.Methodology and research methods. The authors carried out a pedagogical experiment using pre- and post-testing method of the level of formation of the components of conflict readiness of students of a pedagogical university – participants of experimental and control groups. The sample of the experiment was based on 120 of 2nd-4thyear students of the Faculty of History of the South Ural State Humanitarian Pedagogical University of Chelyabinsk. The following methods were used to collect the empirical data: the Thomas test; an achievement test to assess conflict knowledge; practical tasks (cases); methodology “My Conflict Position” (by V. V. Schernyazova). Mathematical processing of the research results was performed through the Pearson’s chi-squared test.Results. The differences in the formation of cognitive, technological and personal components in students of the control and experimental group have been established. The dependence of the formation of components of conflict readiness of students for the introduction of a specially developed programme has been determined. After pedagogical impact, the number of students with high cognitive component levels rose from 0 to 39,3%. Most students (97,6%) learned algorithms to solve typical interpersonal conflicts and began to choose more constructive strategies to solve them. In the experimental group after the experiment, the personal component of conflict readiness was higher than in the control group.Scientific novelty. The system is proposed to provide effective conflict management training for future teachers, which consists of three components: immersion in the information field of conflict; intensification of conflict resolution activities; mastering of constructive practices of conflict management.Practical significance. The research results are of particular interest for the development of educational programmes in the system of professional education.
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Nagel, Robert Ulrich. "Talking to the Shameless?: Sexual Violence and Mediation in Intrastate Conflicts." Journal of Conflict Resolution 63, no. 8 (January 23, 2019): 1832–59. http://dx.doi.org/10.1177/0022002718824642.
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To what extent, does sexual violence influence the likelihood of conflict management in intrastate conflicts? Despite a growing body of research that explores conflict-related sexual violence, the literature presents little insight on its effects on conflict resolution. Extending feminist international relations (IR) theory to intrastate conflicts and applying a gender lens to the power to hurt argument, I argue that when rebel sexual violence is public knowledge, the likelihood of conflict management increases because the state perceives it as a threat to its masculinity. I systematically test this argument on all intrastate conflict years from 1990 to 2009 using the Sexual Violence in Armed Conflict and the Civil War Mediation data set. The results provide robust support for the argument. This presents an important refinement of traditional rationalist conflict bargaining theories and opens new avenues for the research and practice of conflict management.
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Forbat, Liz, and Sarah Barclay. "Reducing healthcare conflict: outcomes from using the conflict management framework." Archives of Disease in Childhood 104, no. 4 (August 28, 2018): 328–32. http://dx.doi.org/10.1136/archdischild-2018-315647.
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ObjectiveTo test a new conflict management framework (CMF) to help staff identify and de-escalate conflict between staff and patients/families.DesignBefore/after study that reports staff quality of life, frequency/severity of conflicts and qualitative interviews on using the framework. Data were collected from May 2017 to September 2017.SettingA paediatric oncology department day-patient and 23-bed inpatient ward.InterventionA two-stage CMF used by staff during daily handovers to identify and then manage conflict cases with families.ResultsStaff found the CMFto be helpful in identifying and de-escalating conflicts. The number of conflicts reported decreased by 64% from baseline to follow-up. Communication regarding conflict identification improved. Reports of staff burn-out decreased between the two time-points (n=55 at baseline, n=31 at follow-up; p=0.001). Scores on compassion and secondary traumatic stress did not change.ConclusionsThe CMF substantially reduces the incidence of conflicts and is an acceptable approach for staff. Continued use of the framework would require it to be fully integrated into the working of the ward, which would need to include senior medical buy-in. Further refinements to the framework have been made and will be tested in four UK sites in 2018/2019.
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Arjon, Sugit. "Conflict Management in Indonesia: Policy Perspective and Analysis." Journal of Indonesian Social Sciences and Humanities 8, no. 1 (June 30, 2018): 1–10. http://dx.doi.org/10.14203/jissh.v8i1.88.
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This article focuses to analyze the roots of violence and this article examines at case studies from Indonesia. This article also aims at answering the effectiveness of policy in the conflict management by analysing the critical factors that involved in violent conflicts and briefly seek alternative solution to prevent it to happen in the future. This article aims to answer two central questions, firstly, how effective the Indonesian government policy on security and conflict. Secondly, what are the roles of NGOs to support the effectiveness of the policy on security and conflict. To prevent the future conflicts, there are three effective strategies that can be implemented and it need the collaboration between the policymakers and society. First, to design an effective early warning mechanism which able to inform a potential friction that can escalate to bigger conflict. Second, an effective policy to prevent conflict, to manage conflict, and peace building mechanisms in post-conflict. Third, urge the participation of non-state actors in conflict management. The Indonesian government and house of representatives have passed the bill on social conflict management written as Law No. 7/2012 or known as UU PKS. However, UU PKS arguably leaves plenty of loopholes. Moreover, the activities of NGOs on the conflict management can be divided into two main categories: public engagement and advocacy. Public engagement activities focus on services to the public while on the advocacy focuses to maintain communication and put pressure to the government. In public engagement activities, the NGOs offer the service to provide psychological and legal assistance, consulting the victims rights, consulting, legal advice, psychosocial support to the victims. Moreover, in the advocacy approach, the NGOs maintain the discussion and lobby to the government to ensure the peace and justice in law enforcement.
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O’Neill, Thomas A., Matthew J. W. McLarnon, Genevieve C. Hoffart, Hayden J. R. Woodley, and Natalie J. Allen. "The Structure and Function of Team Conflict State Profiles." Journal of Management 44, no. 2 (April 13, 2015): 811–36. http://dx.doi.org/10.1177/0149206315581662.
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Team conflict types include task conflict, relationship conflict, and process conflict. Whereas differences in views about the task (task conflict) are often argued to be beneficial, incompatibilities involving personal issues (relationship conflict) and execution issues (process conflict) are often argued to be harmful. However, previous empirical research has tended to treat team conflict types as independent from each other despite their natural coexistence in teams. In two separate studies and one replication study, we identified latent patterns of team conflict, in the form of conflict profiles, that were defined by distinct levels of task conflict, relationship conflict, and process conflict. In Study 1, we investigated whether the conflict profiles had implications for team conflict management and team potency. In Study 2, we examined the generalizability of the conflict profiles to teams with longer life cycles, and we investigated the implications of conflict profiles for team performance. Findings indicated that teams can be reliably assigned to particular profiles of team conflict and that these profiles replicate well. The results also indicate that the implications of a particular type of conflict depend on the pattern of the team’s conflict profile as a whole. Drawing from information processing theory, we found that teams with high task conflict and low relationship and process conflict tend to have more effective interactions and achieve superior outcomes. This “team-centric” approach appears to provide promising new avenues for advancing current theories of conflict in organizational work teams.
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Idrees, Muhammad, Manzoor Naazer, and Shughla Ashfaq. "Conflicts and Conflict Management in SAARC: Assessing Challenges and the Way Forward." Liberal Arts and Social Sciences International Journal (LASSIJ) 1, no. 2 (December 31, 2017): 1–11. http://dx.doi.org/10.47264/idea.lassij/1.2.1.
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The mechanism created by South Asian Association for Regional Cooperation (SAARC) excludes the discussions on bilateral and contentious issues which is said to be the main hurdle in the SAARC to take off. Despite similarities in the South Asian member countries, e.g. cultural, linguistic, and historical, they have not yet been able to evolve cooperative environment and their relations are characterised by varying conflicts. Keeping with the background nominal progress that has been made by SAARC, it will be wise to review the inter-state conflicts which are halting the ways of the South Asian progress. The present study surveys the nature of interstate conflict among SAARC members and their impact on regional cooperation. It also explores various modes of conflict management and conflict resolution. It offers conflict management and multi-track diplomacy as keys to peace in the South Asian region and progress for SAARC.
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Kuriakose, Vijay, Sreejesh S., Heerah Jose, and Shelly Jose. "Testing activity reduces conflict associated strain (ARCAS) model." Personnel Review 49, no. 1 (October 16, 2019): 125–48. http://dx.doi.org/10.1108/pr-11-2018-0462.
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Purpose The purpose of this paper is to test the activity reduces conflict associated strain (ARCAS) model with the aid of AET examining the direct effect of relationship conflict on employee well-being and also discussing the mechanism through which relationship conflict influences employee well-being, and also to test the ARCAS model examining whether passive and active conflict management styles influence this relationship. Design/methodology/approach Responses were collected from 554 software engineers using structured questionnaire and postulated relationships were tested using Process Macros. Findings The study established that relationship conflicts are detrimental to employee well-being. It also established the indirect effect of relationship conflict on employee well-being through negative affect state. Negative affect state is an intra-personal mechanism linking relationship conflict and employee well-being. The study also extended the ARCAS model by establishing that passive ways of handling conflict amplify and problem-solving conflict management style mitigates the adverse impact of relationship conflict. Contrary to the prediction, forcing conflict management style was found to amplify the adverse effect of relationship conflict on well-being through negative affect state. Practical implications The findings of the study highlight the detrimental effect of relationship conflict on well-being and highlight the vital role of individual affective states in the conflict process. Furthermore, the study provides valuable insights for managers on how individuals’ conflict management styles influence the effect of relationship conflict on well-being. Originality/value The study specifically examined the effect of relationship conflict on employee well-being and explored the psychological process through which relationship conflict diminishes well-being. Moreover, the study tested and extended ARCAS model with the aid of Affective Events Theory.
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Wereh, Agustien, and Istislam Istislam. "Conflict in Management of Passive State Administrative Decision in State Administrative Dispute." Brawijaya Law Journal 5, no. 2 (October 30, 2018): 249–60. http://dx.doi.org/10.21776/ub.blj.2018.005.02.08.
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Chaika, Larysa, and Viktoriia Chaika. "THEORETICAL AND METHODOLOGICAL FOUNDATIONS OF CONFLICT MANAGEMENT STUDIES IN TAX LEGAL RELATIONS." Journal of International Legal Communication 1 (June 29, 2021): 171–85. http://dx.doi.org/10.32612/uw.27201643.2021.1.pp.171-185.
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This paper discusses the problems of conflicts that may be from time to time initiated and settled in the field tax legal relations. The emphasis is placed on the suggestion that the evolution of scientific concepts of conflict is based on the interdisciplinary approach: the paper concludes on the impossibility of separating the philosophical, social, psycholinguistic and legal aspects of the conflict. Complex and systematic analysis of the "conflict" category using the integrative approach has been performed as part of the research. Differentiated state-of-art approaches to the conflict as a subject of scientific analysis may be classified into two primary groups: 1) the approaches, where the conflict is considered in a narrow specific sense; 2) the approaches where the conflict is studied from interdisciplinary perspective. It is determined that any conflict is based on certain confrontation that plays a systemically important framework role both for individual types of conflicts, and for different level of scientific conflict studies. Nevertheless, is concluded that the presence of such confrontation only creates prerequisites for possible behaviour, while the interpersonal relations – i.e. the social category – are pivotal for individual choice of specific communicative interaction strategy. The legal nature and attributive properties of tax conflicts are also discussed from the financial law perspective. The paper distinguishes five specific groups of factors that confirm the actual presence of conflict tax legal relations. The special attention is paid to the tax dispute characterization (as one of the tax conflict development stages) and the remedies available for taxpayer rights protections. In particular, the paper discusses the issues of the taxpayer legal self-defense as the guaranty of subjective rights exercise and lawful interests protection in legal relations as a key for prevention of tax conflicts and disputes. Finally, the reasons are given to substantiate the conclusion that the tax dispute basically comes down to a mechanism of guaranteeing the interested party’s subjective rights enforcement and the balance of public and private interests in the field of taxation.
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Kuzmin, O., N. Stanasiuk, and S. Maiti. "Relationship between сonflict management strategies and economic growth of organisation." Economics, Entrepreneurship, Management 7, no. 2 (November 2020): 1–15. http://dx.doi.org/10.23939/eem2020.02.001.
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Conflicts are considered to be the most unpredictable issues in organisations. It is mainly associated with the opposing of ideas and actions which results in causing a hostile state among the members that affects the performance of the organization. Hence, it is imperative for the organization to develop conflict management strategies for avoiding conflicts that can support in its growth. The aim of the following study is to evaluate the relationship between the conflict management strategies and economic growth of the organisation. The research design that is selected for the following study is triangulation method where the researcher attempts to explain the association between the conflicting management strategies and economic growth through interview, questionnaire survey and literature. As per the questionnaire survey, 85professionals has completely provided with the data. In this manner, the correlation technique is performed in which it was identified that the conflict management and economic growth has significant and positiveassociation. Moreover, the types of strategies that are associated with the economic growth comprises of accommodation, collective bargaining, compromising and confrontation whereas avoidance is found to have insignificant association with economic growth.Moreover, the factors responsible for the conflicts are poor communication and information gap. The adverse effect of not resolving conflict is that it leads to demotivation of employees and lower productivity.
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Sivrikova, Nadezhda, Tatyana Ptashko, Elena Chernikova, Artem Perebeynos, and Vitaly Kharlanov. "Assessment of Conflict Resolution Training at University." SHS Web of Conferences 90 (2021): 02010. http://dx.doi.org/10.1051/shsconf/20219002010.
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The growth of conflicts in a changing world makes conflict resolution competence an important component of entrepreneurial competencies. Higher education should empower students to effectively prevent and resolve conflicts. The problem of assessing the educational process in the field of conflict resolution training and the result of this training is discussed in this article. The authors cite the results of an empirical study, the purpose of which was to determine the needs of students of the State University (Chelyabinsk, Russia) with regards to conflict management preparation. The survey relied on an analysis of the self-assessment of students´ own skills and commitment to the principles of tolerance, an assessment of the educational process, and the need to increase their own conflict management competence. 152 students of the State University took part in the survey, of which 63 were male and 89 female. The Likert scale was used. The results of the study showed that students assess the level of their own conflict resolution competence as high, as do they the educational process at the university. The limitations of the study are discussed at the end of the article.
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Dunay, Pál. "osce Conflict Management in Central Asia." Security and Human Rights 27, no. 3-4 (September 9, 2016): 479–97. http://dx.doi.org/10.1163/18750230-02703002.
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Conflicts and their management in Central Asia have never been prioritised by the osce although five states of the region are among its participating states. This has been due to that unlike in some other parts of the post-Soviet space most of the conflicts did not threaten with military escalation, and the intensity of strategic rivalry is less noticeable in this distant part of the osce area than closer to the heart of Europe. The fact Russia is not a direct party to the conflicts in Central Asia also reduces the interests of many participating states. There was one high intensity conflict in the region, the Tajik civil war that came too early for the osce. Lower intensity conflicts, ranging from border skirmishes, disputes about access to water, violation of rights of national minority groups, rigged elections are monitored and their resolutions are facilitated by the organisation. Some of them, like the 2010 Kyrgyz-Uzbek conflict had such short shelf-life internationally that no consensus-based inter-governmental organisation could have effectively intervened into it. The osce has been successful in conflict management when the party or parties also wanted to break the stale-mate that the Organization could facilitate. Domestic change in some Central Asian states is essential for advancing the osces cooperative security approach.
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Aliyev, Huseyn. "‘No peace, no war’ proponents? How pro-regime militias affect civil war termination and outcomes." Cooperation and Conflict 54, no. 1 (April 10, 2018): 64–82. http://dx.doi.org/10.1177/0010836718766380.
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Previous research on non-state actors involved in civil wars has tended to disregard the role of extra-dyad agents in influencing conflict outcomes. Little is known as to whether the presence of such extra-dyadic actors as pro-regime militias affects conflict termination and outcomes. This article develops and tests a number of hypotheses on the pro-government militias’ effect upon civil war outcomes. It proposes that pro-regime militias involved in intrastate conflicts tend to act as proponents of ‘no peace, no war’, favouring low-activity violence and ceasefires over other conflict outcomes. These hypotheses are examined using an expanded dataset on pro-government militias and armed conflict in a statistical analysis of 229 civil war episodes from 1991 to 2015. These findings shed new light on the role of extra-state actors in civil wars.
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Kenyon, Ian R., and Treasa Dunworth. "Conflict Management and the Chemical Weapons Convention." Leiden Journal of International Law 10, no. 1 (March 1997): 81–90. http://dx.doi.org/10.1017/s092215659700006x.
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While conflict management is an important part of any international treaty, it is particularly important in the case of the Chemical Weapons Convention, which will enter into force on 29 April 1997. Disarmament is the primary goal of the Convention and, therefore, by definition, it will encroach on the sovereignty and security interests of its state-parties. Negotiated by the Geneva-based Conference on Disarmament over more than 20 years, the Treaty was finally approved by that body in September 1992 and endorsed by the UN General Assembly in December of that year. The Convention's provisions reflect the new world into which it was born. The regime established by the Convention to verify compliance with its terms is unprecedented in terms of its scope and depth, and because state-parties will have no right to refuse verification activities specified in the Convention. It is also unprecedented in that all state-parties are treated equally, unlike some other multilateral regimes related to the control of weapons of mass destruction negotiated earlier. Nonetheless, such an extensive regime, made possible by the politics of a post-Cold-War world, will inevitably encounter unexpected complications and unforeseen difficulties. This will be so particularly with respect to compliance and interpreting the results of verification activities; therefore, the provisions in the Convention for managing potential or actual conflict will be cruical for it to operate effectively.
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Korepanova, K. O. "Methodical Principles of Conflict Management in the Organization." Business Inform 1, no. 516 (2021): 292–97. http://dx.doi.org/10.32983/2222-4459-2021-1-292-297.
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The article considers topical issues of research and improvement of the conflict management system in the organization. The article is aimed at improving the methodical aspects of conflict management in the organization in order to develop ways and practical recommendations for their solution. The research was carried out on the example of conflict management analysis at PJSC «Kyivstar». According to the results of the research, it is substantiated that in order to determine the level of proneness to conflict in the team and estimate the relationships between managers and subordinates of the organization, it is advisable to conduct regular monitoring on the basis of questionnaires of employees and management of the organization. The proposed method of studying conflicts was tested on the example of PJSC «Kyivstar» on the basis of the use of an online survey of employees from different divisions. The developed questionnaire allowed to analyze how employees themselves valuate the state of conflict problems in the organization and what they see the reasons for their occurrence in their respective divisions. The activities of the organization chosen for research have been analyzed and it is determined that PJSC «Kyivstar» is one of the largest integrated world telecommunications companies – VEON. As one of the components of the company’s success, a clear organizational structure and effective distribution of responsibilities and functions among the company’s employees are allocated. The article provides a brief analysis of the results of the survey of PJSC «Kyivstar» employees and analyzes the behavior style used during the conflict. A study of the influence of the allocated factors on the frequency of conflicts in the organization was carried out. To determine the presence and degree of such an influence, it is proposed to use the cross-tab method based on the building up and analyzing of contingency tables. The use of the chosen method for research is demonstrated by the example of the most influential of the allocated factors, namely: the number of subordinates for an employee and the level of education of a particular employee, as well as their impact on the number of conflicts in the organization. Conclusions on the presence and main causes of conflict situations are formulated, among which are allocated, in particular, the socio-psychological climate in the team and the unfair distribution of privileges.
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Owsiak, Andrew P., and Sara McLaughlin Mitchell. "Conflict Management in Land, River, and Maritime Claims." Political Science Research and Methods 7, no. 1 (February 28, 2017): 43–61. http://dx.doi.org/10.1017/psrm.2016.56.
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Why do disputants favor some conflict management strategies when managing certain territorial claim types—land, river, or maritime—but not others? We propose that state interests—defined via claim characteristics and interdependence—and transaction costs (i.e., the challenges associated with aggregating state preferences over outcomes) differ across claim types. These differences then incentivize states to cede varying levels of control over claim management, ultimately encouraging them to prioritize and institutionalize certain conflict management strategies when managing particular types of territorial claims. More specifically, we theorize and find that states pursue distinct management strategies when addressing their land (informal; bilateral negotiations and arbitration), river (more formal; third-party non-binding), and maritime claims (most formal; multilateral negotiations and legal processes).
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Yang, Mei-Yu, Fei-Chun Cheng, and Aichia Chuang. "The role of affects in conflict frames and conflict management." International Journal of Conflict Management 26, no. 4 (October 12, 2015): 427–49. http://dx.doi.org/10.1108/ijcma-09-2013-0077.
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Purpose – The purpose of this paper is to identify the roles of trait affectivity and momentary moods in conflict frames and conflict management. This paper goes beyond affect induction and focuses on the affective – rather than rational – antecedents of the choice of conflict management strategy. Design/methodology/approach – This paper adopts a within- and between-person approach and uses hierarchical linear modeling to test the hypotheses with group-mean centering. Over the course of 12 days within a three-week period, the authors collected participants’ momentary moods and how they thought about and would respond to conflict scenarios. Data were gathered from 1,545 observations, involving 180 individuals. Findings – After controlling for anger raised from the conflict scenario, both positive trait affectivity and positive momentary moods were found to be positively related to a compromise frame. Surprisingly, neither negative trait affectivity nor momentary mood was related to the win frame. A compromise frame predicted a cooperative strategy, and a win frame predicted a competitive strategy. The relationships between trait and momentary affects and conflict management strategy were partially mediated by conflict frame, but only for positive affects. Practical implications – If seeking a constructive resolution, choose the right person (i.e. an individual with positive trait affectivity) and the right moment (i.e. the individual is in a positive mood state) to communicate disagreements. Originality/value – This paper sheds light on the prediction of conflict frame and conflict management behavior by testing trait affectivity and momentary mood simultaneously.
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Mahmud, Amir, Arif Satria, and Rilus A. Kinseng. "TERITORIALISASI DAN KONFLIK NELAYAN DI TAMAN NASIONAL BALI BARAT." Jurnal Sosial Ekonomi Kelautan dan Perikanan 11, no. 1 (June 30, 2016): 45. http://dx.doi.org/10.15578/jsekp.v11i1.3171.
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Penelitian ini bertujuan membahas proses teritorialisasi taman nasional dan faktor penyebabkonflik nelayan di Taman Nasional Bali Barat (TNBB) terutama kawasan laut. Teritorialisasi berakibatpada pembatasan akses dan konflik. Penelitian menggunakan metode kualitatif, dan dengan studi kasusdi konflik nelayan. Hasilnya, teritorialisasi perairan laut di TNBB dengan perubahan rezim open accessmenjadi state property dan pembagian zona-zona TNBB. Pembentukan Taman Nasional dan zonasinyamerupakan salah satu langkah teritorialisasi negara terhadap kawasan tertentu. Teritorialisasi tersebutberdampak pada pembatasan akses, dan menimbulkan konflik. Konflik antara nelayan dengan BalaiTNBB disebabkan faktor kepemilikan sumberdaya dan faktor pengelolaan sumberdaya sedangkanfaktor pengelolaan sumberdaya berakibat munculnya konflik nelayan dengan perusahaan pariwisata.Title: Territorialization and Fisher’s Conflict at The National Parks of West BaliThe research aims to analyze territorialization processes of national park and factors caused offishers’ conflict at The National Parks of West Bali (NPBB) especially in the marine area. As consequenceof territorialization is access restriction and conflict. Research method used qualititave approach, andfishers’ conflict as a case study. The result are marine territorialization processes at NPBB with changingproperty right from open access to state property, and dividing area of NPBB into separate parts ofzones. National park and its zoning were established as one of the steps of state territorialization forsome sites. The territorialization drove of access restrictions and raising conflicts. Conflicts betweenfishers and NPBB caused by some factors such as resources property right and management, whileresource management factor create fihers conflict with tourist bussiness.
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Bercovitch, Jacob, and Julie Chalfin. "Contact and Conflict Resolution: Examining the Extent to which Interpersonal Contact and Cooperation Can Affect the Management of International Conflicts1." International Negotiation 16, no. 1 (2011): 11–37. http://dx.doi.org/10.1163/157180611x553854.
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AbstractConflict between states, as well as between governments and non-state actors, continues to pose one of the most serious threats to individuals in the international community today. In an effort to reduce the destruction caused by these conflicts, a number of interventions, processes, and conflict management methods have been attempted. One of these methods involves facilitating conditions for positive contact between the disputants thus enabling them to develop a rapport of some sort. While this idea has received widespread theoretical support, there is little empirical analysis considering the benefits of such an approach. Here we examine how the context in which contact occurs can affect conflict management; we outline the assumptions that underpin conditions of the context, and discuss strategies, such as interactive problem solving, that have at their heart the goal of improving conditions of contact and communication as a prelude to conflict resolution. Our research goes beyond most studies, in that we subject the ideas of various conditions of contact and communication to an empirical test. We develop specific hypotheses on the role and relevance of the conditions of contact, and investigate the extent to which conflict management techniques can create positive conditions to contribute to conflict resolution. An original dataset including various conflict management techniques is examined to analyze our hypotheses. Findings indicate that factors such as the rank of a mediator and the type of conflict are more significant predictors of successful conflict management than the involvement of a third party facilitator. We examine both interstate conflicts and civil conflict to determine whether these different types should be managed differently.
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BULTRINI, ANTONIO. "Reapprasing the Approach of International Law to Civil Wars: Aid to Legitimate Governments or Insurgents and Conflict Minimization." Canadian Yearbook of international Law/Annuaire canadien de droit international 56 (August 27, 2019): 144–219. http://dx.doi.org/10.1017/cyl.2019.14.
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AbstractSince the Second World War, there has been a constant decrease of inter-state conflicts. In sharp contrast, the level of intra-state violence has not declined and has even reached unprecedented peaks. This points to a striking discrepancy between the rejection of violence at the inter-state level and the wide leeway that is still afforded to the use of violence at the intra-state level and to external interferences fueling it. This article takes stock of the main features (and serious flaws) of the existing legal framework on aid to governments or insurgents in internal conflict situations. On the basis of a combined legal and conflict-management analysis, the author proposes a radically different approach and formulates a number of legal and policy recommendations on how to tackle the complex phenomenon of foreign intervention in civil wars, where enormous human, economic, and social implications are at stake.
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Sahoo, Rojalin, and Chandan Kumar Sahoo. "Organizational justice, conflict management and employee relations." International Journal of Manpower 40, no. 4 (July 1, 2019): 783–99. http://dx.doi.org/10.1108/ijm-12-2017-0342.
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Purpose The purpose of this paper is to examine the impact of organizational justice and conflict management on employee relations (ER) through the mediating role of climate of trust. Design/methodology/approach This study was conducted with a sample of 331 employees working in a power transmission unit of Odisha. Data were collected by administering a structured questionnaire and analyzed using structural equation modeling (AMOS 20). Findings The results reveal that climate of trust plays the role of a partial mediator between organizational justice and ER and conflict management and ER. Also, it was found that organizational justice, conflict management and climate of trust are the positive and significant predictors of ER. Research limitations/implications The study was confined to a single state-owned power transmission unit of an Indian state, which restricts its generalizability. The research would benefit from exploration in alternative units. Practical implications This scholarly work may encourage managers and decision makers to develop trust building climate by focusing on organizational justice and conflict management to flourish an environment of harmonious ER, furthermore to formulate effective strategies for cultivating facilitative work environment to enhance positive attitude among the employees to challenge future goals. Originality/value The research is exclusive in determining the influence of organizational justice and conflict management on ER through the mediator of climate of trust in the new perspective of the power sector that provides empirical evidence to the extant literature.
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Craig Nation, R. "Modern Warfare in Former Yugoslavia and Ukraine." Southeastern Europe 42, no. 3 (November 17, 2018): 305–26. http://dx.doi.org/10.1163/18763332-04203002.
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The wars in former Yugoslavia from 1991–2001, and Ukraine from 2014 to the present, provide revealing examples of the ways in which contemporary armed conflict is evolving. Their origins lay in domestic rather than inter-state disputes, and they emerged as civil wars born of state failure. The belligerent factions were diverse, including established states, new national polities, and radicalized non-state actors. Operationally the wars were liquid conflicts where adversaries, lacking decisive combat power, often shunned conventional military objectives in favor of attacks on populations, terroristic posturing, and symbolic gestures. The conflicts were internationalized, with powerful external actors at odds over responsibility and preferred outcomes. They were European wars, with European and Euro-Atlantic institutions directly engaged in conflict management, peace enforcement, and post-conflict peace building. The conflicts have contributed to the break down of cooperative security in 21st century Europe and the re-opening of an East-West divide running through the heart of the continent. Managing and containing such clashes is and will remain a major strategic challenge.
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Kozintsev, Alexander. "WATER SECURITY IN THE MIDDLE EAST AND NORTH AFRICA: NEW DIMENSIONS OF AN OLD PROBLEM." Economic and social problems of Russia The digital economy Current state and prospects, no. 1 (2021): 88–105. http://dx.doi.org/10.31249/espr/2021.01.05.
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The article deals with the issue of water supply in the Middle East and North Africa. It focuses on the regional patterns of water allocation and causes of water scarcity. It is noted that state interaction in the field of water management is conflict driven and not followed by fruitful cooperation. The main types of regional water conflicts are presented. The article concludes with two case studies (Egypt and Syria) that demonstrate how ineffective management of water resources leads to interstate conflict or civil unrest.
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Козырев and A. Kozyrev. "Conflict of Interest as Source of Opportunism, Innovations and Problems of Management Theory." Administration 2, no. 2 (June 16, 2014): 27–42. http://dx.doi.org/10.12737/4168.
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This paper is devoted to investigation related to role of conflict of interest (i.e. when the same person has a secondary interest together with a main responsibility or first interest) in innovation process, i.e. in the «knowledge into money transformation»process. Secondary interest in this context is not only money and
corruption interest, but also ambition for self-realization in different manifestations and forms as well as any other preferences not arising out of decision maker’s primary responsibilities. Some actual situations of conflict of interest including these one’s when budget funds are moving from a customer to an executor of a state order and when information on obtained results is moving from the contractor to the customer have been analyzed. Recommendations for minimizing of conflicts of interest’s negative consequences, and opportunistic behavior generated by these conflicts have been formulated.
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Tjosvold, Dean, Kenneth S. Law, and Haifa Sun. "Effectiveness of Chinese Teams: The Role of Conflict Types and Conflict Management Approaches." Management and Organization Review 2, no. 2 (July 2006): 231–52. http://dx.doi.org/10.1111/j.1740-8784.2006.00040.x.
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Findings based on 186 teams involving 689 employees, working in twelve Chinese state-owned factories in three cities, indicated that a cooperative in contrast to a competitive approach was related to perceived team effectiveness, as measured by both team managers and team members. The role of conflict types for team effectiveness, on the other hand, is ambiguous. Furthermore, conflict management approaches affect team perceptions of relational and task conflict. Results suggest that a cooperative conflict management approach may be equally useful for Chinese work teams, as it is for teams in the Western context.
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Belenova, I. A., A. V. Mitronin, O. A. Azarova, A. V. Podoprigora, and O. A. Kudryavtsev. "Conflict management in dentistry." Endodontics Today 18, no. 2 (August 1, 2020): 51–55. http://dx.doi.org/10.36377/1683-2981-2020-18-2-51-55.
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The problem of convicts arising between a doctor and a patient in a dental clinic is presented. The characteristic of con^ictogenic personalities and con^ictogenic situations, the occurrence of which is possible at a dental appointment, is given. The ways and methods of creating an optimal relationship between a dentist and a patient are presented, which allows you to conducttreatmentwith maximum ef^ciency and mutual bene^t. Dentists, starting their independent professional activities, should correctly use psychological skills at outpatient appointments: the ability to speak, hear, persuade, establish positive interpersonal contacts with different psychological types of patients, recognize emerging convicts at the initial stage, not get involved in the convict itself, be able to manage the convict and extinguish it using psychological techniques and techniques. Fully meet the expectations of the patient who has applied for help in a medical institution.
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Yusuf, M., and Syafrial Syafrial. "A Big Battle: The State vs. Indigenous People (Case Study in Jambi Province)." Jurnal Ilmu Sosial dan Ilmu Politik 23, no. 1 (August 14, 2019): 59. http://dx.doi.org/10.22146/jsp.37568.
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The change in designation of Bukit Duabelas area into Bukit Duabelas National Park in Jambi province raises a conflict between the national park official who was ruling the zonation system in the national park and the Orang Rimba people who have lived there for many years. The decision of the protected area aims to preserve the life and culture of Orang Rimba. However, zoning rules in the field are interpreted as an effort to limit space and access to the forest resources for Orang Rimba who have traditionally utilized them. This research uses a case study approach to explore the dynamics of conflict on the protected area. The results of the study show that conflicts in national park management are very dynamic because of shifting disagreement about the protection area. The conflicts began with debates about the zoning system which led into the fight for access to the park resources which were contested over the concept of national parks and customary forests. This paper argues the battle over the national park was not only about contested natural resources but also was a fight for authority and power between the state and indigenous people over the concept of park management.
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Barkat, Johnston S. "Reaching for ripeness: promoting negotiation through unilateral conciliatory action." International Journal of Conflict Management 30, no. 2 (April 8, 2019): 180–201. http://dx.doi.org/10.1108/ijcma-10-2017-0125.
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PurposeWhile the process of negotiation has been studied extensively, little research has been done on the factors that lead parties to the negotiation table. In light of this, the purpose of this paper is to examine effects of unilateral conciliatory initiatives (UCIs) (actions) on the willingness and preparedness of parties to negotiate.Design/methodology/approachThe study used a separate-sample posttest, 2 × 3 factorial design. Subjects were placed into simulated intractable resource- and identity-based conflicts. Groups then received UCIs (in the form of economic aid and apology) intended to benefit the other and contribute to a high commitment to de-escalation (ripeness). Ripeness was measured by increased empathy; and decreased distrust, escalatory behaviors (operationalized as aggression and autistic hostility), anger, win-lose/competitive orientation and negative attributions.FindingsUCIs were shown to impact both the state and the process of ripeness. Apology facilitated ripeness in an identity conflict and positively impacted five of the six resistance areas in a resource conflict. Economic aid likewise affected ripeness in an identity conflict but did not impact a resource conflict better than an apology. The offer of an apology affected empathy in both conflict types but economic aid did not do so in a resource conflict. It was also observed that an identity-based conflict produced less trust and increased negative attributions than did a resource conflict.Originality/valueThis suggests that identity and resource conflicts activate some resistance areas differently. It also reveals that similar interventions may be effective in both conflicts but that each UCI affects particular resistance areas differently. The findings suggest that there should be an increased emphasis on apology by conflict resolution practitioners. The practical and theoretical implications of apologies and resource sharing in de-escalation are discussed, to facilitate their appropriate use in resolution strategies that reduce tensions within conflict.
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Alimba, Chinyere N., and Ishaya Jafaru. "Conflict dynamics and management patterns of student nurses in governement hospitals in Adamawa state, Nigeria / Dinâmica de conflito e padrões de gestão de enfermeiras estudantes em hospitais do governo do estado de Adamawa, Nigéria." Brazilian Journal of Health Review 4, no. 4 (August 13, 2021): 17277–301. http://dx.doi.org/10.34119/bjhrv4n4-227.
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The complexities associated with healthcare centres have made conflict a part and parcel of their operational milieus. Student nurses on formal clinical training, being part of the system, are not resistant to the deleterious outcomes of such conflicts. Thus, this is study assessed conflict dynamics and management strategies of student nurses in government hospitals in Adamawa State, Nigeria. A descriptive survey design was adopted and a sample of 160 student nurses was selected through random sampling technique. A self-structured questionnaire titled “Student Nursing Conflict Questionnaire” (SNCQ) was used to elicit primary data. Data collected were analysed with frequency counts, percentage and standard deviation. The study discovered that the majority of student nurses frequently encountered conflict (50.6%) in hospitals and they often perceived it as something bad (70.6%). Also, the major types of conflict often experienced by student nurses were “nurse-student nurse conflict” (NSC) (36.9%) and “patient relatives-student nurse conflict” (PRSC) (36.9%). The main causes of these conflicts were lateness to the hospital ( = 3.375) and unclear definition of responsibilities between student nurses and other auxiliary health workers ( = 3.338). Furthermore, the main consequences of conflict on student nurses were lowering their productivity ( = 3.550) and discouraging effective training of student nurses ( = 3.569). The conflict management styles often adopted by student nurses were collaborating style ( =3.153) and accommodating style ( =3.025). Based on these findings, it was recommended that medical peace education should be promoted in all ramifications in health establishments in order to help those that wish to become health practitioners such as student nurses as well as those already practicing in the field to understand conflict behavioural dynamics for constructive mitigation to enhance their productivity and healthcare service delivery.
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Twagiramungu, Noel, Allard Duursma, Mulugeta Gebrehiwot Berhe, and Alex de Waal. "Re-describing transnational conflict in Africa." Journal of Modern African Studies 57, no. 3 (September 2019): 377–91. http://dx.doi.org/10.1017/s0022278x19000107.
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ABSTRACTThis paper discusses the principal findings of a new integrated dataset of transnational armed conflict in Africa. Existing Africa conflict datasets have systematically under-represented the extent of cross-border state support to belligerent parties in internal armed conflicts as well as the number of incidents of covert cross-border armed intervention and incidents of using armed force to threaten a neighbouring state. Based on the method of ‘redescribing’ datapoints in existing datasets, notably the Uppsala Conflict Data Project, the Transnational Conflict in Africa (TCA) data include numerous missing incidents of transnational armed conflict and reclassify many more. The data indicate that (i) trans-nationality is a major feature of armed conflict in Africa, (ii) most so-called ‘civil wars’ are internationalised and (iii) the dominant definitions of ‘interstate conflict’ and ‘civil war’ are too narrow to capture the particularities of Africa's wars. While conventional interstate war remains rare, interstate rivalry using military means is common. The dataset opens up a research agenda for studying the drivers, patterns and instruments of African interstate rivalries. These findings have important implications for conflict prevention, management and resolution policies.
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Martin, Aran. "International mediation in low intensity conflicts." International Journal of Conflict Management 27, no. 4 (October 10, 2016): 505–22. http://dx.doi.org/10.1108/ijcma-07-2015-0043.
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Purpose Success and failure in mediation are widely understood to determine whether a state will receive positive or negative reputation outcomes from undertaking a mediation role in an international conflict. Research from mediation in domestic settings contradicts this view, finding that peer mediators in school and community settings received positive mediator outcomes from undertaking their role, even when they failed to facilitate an agreement between disputants. This paper aims to test this assumption and argues that mediation success and failure are only weakly correlated with observable reputation outcomes for mediating states and proposes an alternative explanatory framework. Design/methodology/approach The hypothesis was inductively generated through a comparative analysis of single-state mediation attempts selected from the Uppsala Conflict Database Project MILC data set. The cases selected were South Africa’s mediation attempts in Côte d’Ivoire from 2004 to 2005 and Comoros from 2003 to 2004, and Mexico’s mediation attempts in Colombia (National Liberation Army) in 2004 and Guatemala (Guatemalan National Revolutionary Unity) between 1994 and 1996. To contextualise the findings and develop the explanatory framework, South African mediation attempts in Burundi and the DRC are discussed in the closing sections of the paper. Findings This paper finds that mediation success and failure are only weakly correlated with mediator outcomes. Mediator outcomes are explained by the activity level of the mediating state in providing mediation services; the positive intention of the mediator to assist in resolving the conflict; the scale of the conflict mediated; the severity of spill over effects from the conflict in question; the regional importance of the conflict; the proximity of the government which a mediating state looks to develop relations with to the conflict; the importance of the mediation attempt within the peace process; the level of contestation of the mediation attempt, meaning the extent to which mediation attempts are themselves sites of regional or global international power politics; and the success or failure of the mediation attempt. Originality/value An explanatory framework for state mediator outcomes in which the outcome of a mediation attempt for the third-party state is not determined solely, or even primarily, by mediation success or failure bridges mediation research applying to international and domestic issue areas and provides additional information for policy makers regarding the costs and benefits of committing their state to processes of mediation in conflicts with low probabilities of resolution. This is particularly important for state policy makers, given that mediation is successful on average in only one out of every three attempts.
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Miller, Benjamin. "Explaining Great Power Cooperation in Conflict Management." World Politics 45, no. 1 (October 1992): 1–46. http://dx.doi.org/10.2307/2010517.
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This essay presents a theoretical model for explaining great power cooperation in conflict management. The model refines recent cooperation theory by distinguishing between types and degrees of international cooperation. It also challenges the dominance of decisionmaking analysis in the crisis literature and supplements it with structural factors. In brief, the model suggests that whereas crisis cooperation (crisis management) is conditioned by structural elements, cooperation in normal diplomacy (conflict resolution) depends on state attributes and cognitive factors. Such a model can account for the fact that unintended wars can break out between relatively moderate and similar actors whereas immoderate and dissimilar states can manage crises effectively. At the same time the model explains why some states are able to cooperate in normal diplomacy better than others, even when more actors are cooperating.
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Felicitas Onwuegbule, Obiageri. "CONFLICT MANAGEMENT STYLES AND CAREER SATISFACTION IN TERTIARY HEALTH INSTITUTIONS IN RIVERS STATE." International Journal of Management & Entrepreneurship Research 2, no. 5 (October 23, 2020): 353–64. http://dx.doi.org/10.51594/ijmer.v2i5.178.
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This study examines the relationship between conflict management styles and career satisfaction of tertiary health institutions in Rivers State. Research design is cross-sectional survey. Target population for this study comprises of University of Port Harcourt Teaching Hospital and Braithwaite Memorial Specialist Hospital (BMSH). Purposive sampling technique was used. Total accessible population for this study consists of 608 medical doctors, nurses and administrative staffs. Sample size is 241 using Taro Yamane formular. Method of data collection is questionnaire. 241 copies of questionnaire were distributed but 200 copies were correctly filled and used for data analysis. Validity was determined using face validity. Cronbach alpha test was used to ascertain the reliability of the instrument. Spearman Rank Order Correlation Coefficient (rho) served as a statistical tool. Statistical Package for Social Sciences (22.0) was used to run the analysis. The study found that conflict management styles have significant relationship with career satisfaction. The study concluded that conflict management styles measured in terms of collaboration style, accommodation style and compromise style enhancecareer satisfaction of health workers in tertiary health institutions in Rivers state. One of the recommendations is that managers should adopt collaboration style of conflict management to resolve disagreement in the organization so as to improve career satisfaction of their employees.
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Cederman, Lars-Erik, Simon Hug, Livia I. Schubiger, and Francisco Villamil. "Civilian Victimization and Ethnic Civil War." Journal of Conflict Resolution 64, no. 7-8 (January 21, 2020): 1199–225. http://dx.doi.org/10.1177/0022002719898873.
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While many studies provide insights into the causes of wartime civilian victimization, we know little about how the targeting of particular segments of the civilian population affects the onset and escalation of armed conflict. Previous research on conflict onset has been largely limited to structural variables, both theoretically and empirically. Moving beyond these static approaches, this article assesses how the state-led targeting of specific ethnic groups affects the likelihood of ethnic conflict onset and the evolution of conflicts once they break out. Relying on a new data set with global coverage that captures the ethnic identity of civilian victims of targeted violence, we find evidence that the state-led civilian victimization of particular ethnic groups increases the likelihood that the latter become involved in ethnic civil war. We also find tentative, yet more nuanced, evidence that ethnic targeting by state forces affects the escalation of ongoing conflicts.
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Bhattarai, Bhola, Dipak Bishwokarma, and Mathilde Legras. "Breaking the Bottleneck: Conflicts Metamorphosis of Chure Landscape Management in Federal Nepal." Journal of Forest and Livelihood 16, no. 1 (October 31, 2018): 71–86. http://dx.doi.org/10.3126/jfl.v16i1.22883.
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Chure forests, which is one of the youngest and most fragile landscapes of Nepal, continue to be degraded due to resource exploitation and conflict over its management. This region is considered to be the lifeline to down-stream communities - mainly for water - while inhabiting millions of poor and rural people that depend on natural resources - especially forests commons. Government initiatives to manage Chure have escalated contestations in the recent years. Its decision to declare Chure landscape as ‘Environmental Protection Area’ manifests a protection-centric management approach. This research scrutinises the genesis of contestation on Chure management utilising three–elements of conflicts described by Brown et al. (2017). It analyses power–relation to demonstrate potential implications on Chure landscape management as well as conflict resolution options, in the changed political context of federal Nepal. Our research reveals that all stakeholders are well aware of the continuous degradation of Chure landscape and have agreed on discovering the common locus of sustainable management. However, the state-community contestation still persists due to divergent understandings of degradation. Despite multiple strands of management options, contextualised community-based approach still appears to be an appropriate option to solve this persistent contestation, building on the practices of community forestry and historic failures of top-down, protection-centric management practice. The newly elected provincial and local governments could further facilitate a more effective management of Chure landscape through resolving the contentious state-community conflict.
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Vlaskamp, Martijn C. "The European Union and natural resources that fund armed conflicts: Explaining the EU’s policy choice for supply chain due-diligence requirements." Cooperation and Conflict 54, no. 3 (November 2018): 407–25. http://dx.doi.org/10.1177/0010836718808314.
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Natural resources can be an important source of funding for warring parties in armed conflicts. Curbing the trade in these so-called conflict resources is, therefore, part of the European Union’s conflict management policies. The article explores the EU’s policies in this field and asks, specifically, why the EU is using supply chain due-diligence measures to achieve this goal. The author argues that they are the response to enforcement problems of most existing multilateral and unilateral sanction regimes because of state weakness in the targeted regions. This approach results from a broader idea from the EU that transparency can improve resource governance and, therefore, safeguard both its political and economic interests in conflict zones, such as the eastern Democratic Republic of the Congo. However, when the issue becomes specific—as in the EU Conflict Minerals Regulation—translating this idea into concrete policies becomes more contentious as the EU institutions set different priorities for the final policy design.