Research on the Relationship Between Conflict Management and Organizational Support

OpenAIRE

Fuat Oktay

2016-01-01

The purpose of the present study is to determine the relationship between Turkish Technic Inc. employees’ conflict management styles and perceived organizational support. The sample of the study which was conducted with correlational and descriptive survey models consisted of 1443 Turkish Airlines employees. A 28-item Conflict Management Style Scale, which was developed by Aflazur (1992) and adapted to Turkish by Boz (2012) and an 8-item Perceived Organizational Support S...

Recognizing and Managing Interpersonal Conflict.

Science.gov (United States)

Deane, Nancy; Hovland, Michael

1993-01-01

Practical advice is offered, to managers and supervisors at any level, on recognizing and analyzing interpersonal conflicts, managing such conflicts and making them productive, and ensuring that performance reviews result in progress for both supervisor and employee. Conflict is seen as inevitable, an opportunity to take action, and manageable.…

Culture and conflict management style of international project managers

OpenAIRE

Mohammed, U. K.; Prabhakar, G. P.; White, G.

2008-01-01

The management of culture has become increasingly important to many organisations and business disciplines, particularly multicultural and international project management. Cultural differences often result in varying degrees of conflict and require careful consideration. This study surveys 116 Project Managers using the Thomas-Kilmann Conflict Mode Instrument to determine their approach toward managing conflict. Indian, French and UK Project Managers’ conflict management style are correlated...

Managing Conflict during Divorce

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... Join AAMFT Approved Supervisors My Account Benefits Managing Conflict During Divorce Ending a marriage or a long- ... themselves in the middle of confusing and overwhelming conflict. When children are involved, finding ways to manage ...

[Does clinical risk management require a structured conflict management?].

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Neumann, Stefan

2015-01-01

A key element of clinical risk management is the analysis of errors causing near misses or patient damage. After analyzing the causes and circumstances, measures for process improvement have to be taken. Process management, human resource development and other established methods are used. If an interpersonal conflict is a contributory factor to the error, there is usually no structured conflict management available which includes selection criteria for various methods of conflict processing. The European University Viadrina in Frankfurt (Oder) has created a process model for introducing a structured conflict management system which is suitable for hospitals and could fill the gap in the methodological spectrum of clinical risk management. There is initial evidence that a structured conflict management reduces staff fluctuation and hidden conflict costs. This article should be understood as an impulse for discussion on to what extent the range of methods of clinical risk management should be complemented by conflict management.

Managing intercultural conflict effectively

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Ting-Toomey, Stella

2001-01-01

In this volume, Ting-Toomey and Oetzel accomplish two objectives: to explain the culture-based situational conflict model, including the relationship among conflict, ethnicity, and culture; and, second, integrate theory and practice in the discussion of interpersonal conflict in culture, ethnic, and gender contexts. While the book is theoretically directed, it is also a down-to-earth practical book that contains ample examples, conflict dialogues, and critical incidents. Managing Intercultural Conflict Effectively helps to illustrate the complexity of intercultural conflict interactions and readers will gain a broad yet integrative perspective in assessing intercultural conflict situations. The book is a multidisciplinary text that draws from the research work of a variety of disciplines such as cross-cultural psychology, social psychology, sociology, marital and family studies, international management, and communication.

Understanding and managing conservation conflicts.

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Redpath, Steve M; Young, Juliette; Evely, Anna; Adams, William M; Sutherland, William J; Whitehouse, Andrew; Amar, Arjun; Lambert, Robert A; Linnell, John D C; Watt, Allan; Gutiérrez, R J

2013-02-01

Conservation conflicts are increasing and need to be managed to minimise negative impacts on biodiversity, human livelihoods, and human well-being. Here, we explore strategies and case studies that highlight the long-term, dynamic nature of conflicts and the challenges to their management. Conflict management requires parties to recognise problems as shared ones, and engage with clear goals, a transparent evidence base, and an awareness of trade-offs. We hypothesise that conservation outcomes will be less durable when conservationists assert their interests to the detriment of others. Effective conflict management and long-term conservation benefit will be enhanced by better integration of the underpinning social context with the material impacts and evaluation of the efficacy of alternative conflict management approaches. Copyright © 2012 Elsevier Ltd. All rights reserved.

Role of Emotional Intelligence in Conflict Management Strategies of Nurses.

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Başoğul, Ceyda; Özgür, Gönül

2016-09-01

This study analyzes the emotional intelligence levels and conflict management strategies of nurses and the association between them. This cross-sectional, descriptive study was conducted with 277 nurses in a stratified random sample from a university hospital in Turkey. The data were collected from nurses who gave their informed consent to participate using a personal information form, the Rahim Organizational Conflict Inventory-II and Bar-On's Emotional Quotient Inventory (EQ-I). Data were assessed by descriptive statistics, t tests, and Pearson correlation analyses, using SPSS software. The levels of the nurses' strategies were as follows: avoiding (M = 2.98), dominating (M = 2.76), and obliging (M = 2.71) were medium; compromising (M = 1.99) and integration (M = 1.96) were low. The levels of the emotional intelligence of nurses (mean = 2.75) were medium on a 5-point scale. Integration (r = .168), obliging (r = .25), dominating (r = .18), and compromising (r = .33), which are conflict management strategies, were positively correlated with scores of emotional intelligence, and avoiding (r = -.25) was negatively correlated with scores of emotional intelligence (p emotional intelligence affects conflict management strategies. To use effective strategies in conflict management, nurses must develop emotional intelligence. Training programs on conflict management and emotional intelligence are needed to improve effective conflict management in healthcare facilities. Copyright © 2016. Published by Elsevier B.V.

[Types of conflicts and conflict management among Hungarian healthcare workers].

Science.gov (United States)

Csupor, Éva; Kuna, Ágnes; Pintér, Judit Nóra; Kaló, Zsuzsa; Csabai, Márta

2017-04-01

Efficient communication, conflict management and cooperation are the key factors of a successful patient care. This study is part of an international comparative research. The aim of this study is to unfold conflicts among healthcare workers. 73 healthcare workers were interviewed using a standardized interview protocol. The in-person interviews used the critical incident method. 30 interviews (15 doctors, 15 nurses) were analysed with the Atlas.ti 7 content analysis software. The sources, types, effects of conflicts and conflict management strategies were investigated. The content analysis unfolded the specificities of conflicts in healthcare based on personal experiences. Organizational hierarchy was a substantial source of conflict, especially among physicians, which originates from implicit rules. As a result of the avoiding conflict management the conflicts remain partly unresolved which has negative individual and group effect. Our conceptual framework helps to develop a proper intervention specific to healthcare. Orv. Hetil., 2017, 158(16), 625-632.

Conflict management: importance and implications.

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McKibben, Laurie

2017-01-26

Conflict is a consistent and unavoidable issue within healthcare teams. Despite training of nurse leaders and managers around areas of conflict resolution, the problem of staff relations, stress, sickness and retention remain. Conflict arises from issues with interpersonal relationships, change and poor leadership. New members of staff entering an already established healthcare team should be supported and integrated, to encourage mutual role respect between all team members and establish positive working relationships, in order to maximise patient care. This paper explores the concept of conflict, the importance of addressing causes of conflict, effective management, and the relevance of positive approaches to conflict resolution. Good leadership, nurturing positive team dynamics and communication, encourages shared problem solving and acceptance of change. Furthermore mutual respect fosters a more positive working environment for those in healthcare teams. As conflict has direct implications for patients, positive resolution is essential, to promote safe and effective delivery of care, whilst encouraging therapeutic relationships between colleagues and managers.

Conflict management style and marital satisfaction.

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Greeff, A P; de Bruyne, T

2000-01-01

The aim of this study was to investigate whether there is one conflict management style that correlated more significantly with marital satisfaction than any other. In addition, spousal satisfaction with how marital conflict is managed was also examined, as were gender differences. Fifty-seven couples who had been married for at least 10 years took part in the study. Results showed that the collaborative conflict management style has the highest correlation with both marital satisfaction and spousal satisfaction with conflict management in the marriage. In contrast, where one or both of the spouses used the competitive conflict management style, the lowest marital satisfaction was reported. The results were also interpreted in terms of cultural and gender differences.

Constructive Management of Conflict in Groups.

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Mitchell, Rex C.; Mitchell, Rie R.

1984-01-01

Provides a concise overview of important conflict management concepts and strategies for those working in group settings. Presents a brief conceptual basis for understanding conflict and group memebers' behavior when in conflict, followed by specific recommendations for managing and making use of conflict in groups. (JAC)

Conflict Management at School: An Unavoidable Task.

Science.gov (United States)

Bondesio, Mike J.

Conflict management has become an integral part of a headmaster's tasks. Headmasters are not required to suppress or resolve conflict, but to manage it. Since 1976, conflict in black schools has increased, and headmasters have had to manage serious and dangerous situations. Unfortunately, there has been little research in conflict management in…

Conflict management style of Jordanian nurse managers and its relationship to staff nurses' intent to stay.

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Al-Hamdan, Zaid; Nussera, Hayat; Masa'deh, Rami

2016-03-01

To explore the relationship between conflict management styles used by nurse managers and intent to stay of staff nurses. Nursing shortages require managers to focus on the retention of staff nurses. Understanding the relationship between conflict management styles of nurse managers and intent to stay of staff nurses is one strategy to retain nurses in the workforce. A cross-sectional descriptive quantitative study was carried out in Jordan. The Rahim organization conflict inventory II (ROCI II) was completed by 42 nurse managers and the intent to stay scale was completed by 320 staff nurses from four hospitals in Jordan. The anova analysis was carried out. An integrative style was the first choice for nurse managers and the last choice was a dominating style. The overall level of intent to stay for nurses was moderate. Nurses tend to keep their current job for 2-3 years. There was a negative relationship between the dominating style as a conflict management style and the intent to stay for nurses. The findings of the present study support the claim that leadership practices affect the staff nurses' intent to stay and the quality of care. Nurse managers can improve the intent to stay for staff nurses if they use the appropriate conflict management styles. © 2015 John Wiley & Sons Ltd.

Army Officers’ Attitudes of Conflict Management.

Science.gov (United States)

1976-06-11

The purpose of this study was to measure the attitudes of the middle level career Army officers relative to the concepts of conflict management . The...the literature concerning conflict management and its related fields of study, an exploratory analysis employing Hierarchical Clustering Schemes, and... conflict management . (2) No difference exists in the attitudes of conflict management according to the sample’s three branch groups: combat arms

The African Union and Conflict Management

Science.gov (United States)

2006-03-02

USAWC STRATEGY RESEARCH PROJECT THE AFRICAN UNION AND CONFLICT MANAGEMENT by Lieutenant Colonel Flemming Mathiasen Royal Danish Army Colonel Patrick...AUTHOR: Lieutenant Colonel Flemming Mathiasen TITLE: The African Union and Conflict Management FORMAT: Strategy Research Project DATE: 2 March 2006...WORD COUNT: 5850 PAGES: 28 KEY TERMS: African Union, Africa, Conflict Management , Capabilities CLASSIFICATION: Unclassified Africa is a continent with a

Affective and substantive conflicts and interpersonal conflict management styles in the Turkish organizational context

OpenAIRE

Eruzun, Ayşegül; Eruzun, Aysegul

2004-01-01

Previous literature on affective and substantive workplace conflicts has been dominated by studies on intragroup efficiency and effectiveness with little attention paid to the relationship between these types of conflicts and interpersonal conflict management styles. To improve understanding of how different types of conflicts are managed by employees this thesis has explored the relationship between affective and substantive types of conflicts and interpersonal conflict management styles in ...

Conflict management for managers resolving workplace, client, and policy disputes

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Raines, Susan S

2013-01-01

"Raines masterfully blends the latest empirical research on workplace conflict with practical knowledge, skills, and tools to effectively manage and prevent a wide range of conflict episodes. This is a highly applicable 'top shelf book' that will assist anyone from the aspiring manager to top level management and leadership in the public, private, and nonprofit sectors. It will also be a fast favorite of professors, trainers, and students of business and conflict management."- Brian Polkinghorn, Distinguished Professor, Center for Conflict Resolution, Salisbury University. "With her broad dis

[Conflict matrix : Risk management tool in the operating room].

Science.gov (United States)

Andel, D; Markstaller, K; Andel, H

2017-05-01

In business conflicts have long been known to have a negative effect on costs and team performance. In medicine this aspect has been widely neglected, especially when optimizing processes for operating room (OR) management. In the multidisciplinary setting of OR management, shortcomings in rules for decision making and lack of communication result in members perceiving themselves as competitors in the patient's environment rather than acting as art of a multiprofessional team. This inevitably leads to the emergence and escalation of conflicts. We developed a conflict matrix to provide an inexpensive and objective way for evaluating the level of escalation of conflicts in a multiprofessional working environment, such as an OR. The senior members of all involved disciplines were asked to estimate the level of conflict escalation between the individual professional groups on a scale of 0-9. By aggregating the response data, an overview of the conflict matrix within this OR section was created. No feedback was received from 1 of the 11 contacted occupational groups. By color coding the median, minimum and maximum values of the retrieved data, an intuitive overview of the escalation levels of conflict could be provided. The value range of all feedbacks was between 0 and 6. Estimation of the escalation levels differed widely within one category, showing a range of up to 6 (out of 6) levels. The presented assessment using a conflict matrix is a simple and cost-effective method to assess the conflict landscape, especially in multidisciplinary environments, such as OR management. The chance of conflict prevention or the early recognition of existing conflicts represents an enormous potential for cost and risk saving and might have positive long-term effects by building a culture of conflict prevention at the workplace and a positive influence on interdisciplinary cooperation in this working environment.

Conflict management, prevention, and resolution in medical settings.

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Andrew, L B

1999-01-01

Everything about conflict is difficult for physicians, who are by nature and conditioning quite confrontation adverse. But conflict is inevitable, and conflict management skills are essential life skills for effective people. The keys to conflict management are prevention, effective communication, and anger management, skills that can be learned and polished. Conflict management skills can enhance all aspects of life for physicians, as well as those who work or live with them.

Considerations Regarding the Conflict Management

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Aurel Manolescu

2008-02-01

Full Text Available The conflict has always been present among people. It arises at the level of human relationships and has a specific form of expression, according to its evolutionary stage. Because of the fact that people are part of an organization, they bring the conflict with themselves. Any attempt of efficiently managing an organization without taking into account the fact that organizational conflicts are inevitable are bound to failure. In order to successfully handle conflicting situations, old habits and empirical pieces of knowledge are no longer sufficient. We therefore witness the birth of new theoretical concepts and innovative practices, as well as the coming into being of different strategies and approaches re garding conflict management which are based on a set of clear ideas that we will develop in the following article.

DIMENSIONALITY OF INTRA-ORGANIZATIONAL CONFLICT AND THE CHALLENGES FOR HUMAN RESOURCE MANAGEMENT IN SMALL AND MEDIUM SCALE ENTERPRISES IN NIGERIA

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Samuel Remi

2018-03-01

Full Text Available There is a reasonable level of acceptance amongst policy makers, academia and international development agencies of the criticality of Small and Medium-sized Enterprises (SMEs as important agents of development particularly in employment and income generation and the provision of goods and services. Successive governments in Nigeria continue to promote policies and agendas targeted to raise the competitiveness of the sector as part of the diversification of the economy and promote foreign direct investment (FDI. These efforts are yet to manifest in any significant reduction in importation of basic goods as well as double-digit unemployment rate. Several studies have focused on aspects of SME’s performance with a sparse attention to the criticality of the impacts of conflict in the performance of the organisations leading to a wide gap in knowledge as to whether a conflict situation actually occurs in the SMEs, and if they do, how do they manifest? What are the impacts on performance and how effective are the administrative tools for managing them? This study attempts to bridge this gap. We adopt a survey method using a sample of 224 employees across a spectrum of industries located in Lagos, Ogun and Kwara States of the Federation of the Republic of Nigeria. While the prevalence of conflict was established in the study amongst the employees, compensation, reward and performance rating issues are most frequent sources of the conflict with behavioural manifestation including productivity scale down, battering the reputation and image of the employers as well as discouraging potential applicants. The study also found that most of the administrative tools to manage conflict are not considered very effective while a variation in the gender awareness to conflict was observed at the level of statistical significance. The study recommends conflict minimization strategies through a proper goal definition, conflict management skill upgrades with

Conflict Resolution in Organization through Strategic Management

OpenAIRE

F. Zafar; H. Ashfaq; Muhammad Ahmad Ali; M. Imran

2014-01-01

This study reveals the conflict Resolution in organization through Strategic management. There are different causes of conflicts within Organization and impact of conflicts on organization performance. The past decade researches identify the negative relation of conflict with employee performance. The research methodology was case study approach of different National and Multinational companies. The aim of study is to alleviate conflicts in organization through strategic management for enhanc...

PUBLIC RELATIONS PROFESSIONALS’ PERCEPTION OF CONFLICT MANAGEMENT AS A MANAGEMENT FUNCTION

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Tugce Ertem Eray

2016-12-01

Full Text Available Conflicts are a part of daily life that people encounter at home, work, and in organizations. It is evident that organizational conflicts are becoming more complex. In this respect, it is important for senior executives not to disregard these conflicts and involve public relations professionals in the conflict management processes. Hence, it is expected that public relations professionals become participants in the strategic planning process and that senior management relies on their experience and talents during the strategic planning process of organizations and resolution of issues. Another definition of public relations has emerged over the past years, even though the recent definitions of public relations focus on developing mutually beneficial relationships between organizations and their publics. Glen T. Cameron from University of Missouri defines public relations as management of conflict and competition strategically for the benefit of one’s own organization and, if possible, mutual benefit of organizations and individuals. It is impossible to disregard the influence of public relations professionals on managing the conflicts between an organization and its peers, and hence it is important to conduct further research on their approach to conflict management. With this motive, research questions have been generated based on the data presented by Professor Kenneth Plowman as a result of his analysis of strategic management of public relations in conflict management. Using the semi-structured interview technique, public relations professionals in Turkey were asked to describe their approach to conflict management.

Managing Conflict in School Teams: The Impact of Task and Goal Interdependence on Conflict Management and Team Effectiveness

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Somech, Anit

2008-01-01

Purpose: Although conflict has traditionally been considered destructive, recent studies have indicated that conflict management can contribute to effective teamwork. The present study explores conflict management as a team phenomenon in schools. The author examined how the contextual variables (task interdependence, goal interdependence) are…

Conflict management style, supportive work environments and the experience of work stress in emergency nurses.

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Johansen, Mary L; Cadmus, Edna

2016-03-01

To examine the conflict management style that emergency department (ED) nurses use to resolve conflict and to determine whether their style of managing conflict and a supportive work environment affects their experience of work stress. Conflict is a common stressor that is encountered as nurses strive to achieve patient satisfaction goals while delivering quality care. How a nurse perceives support may impact work stress levels and how they deal with conflict. A correlational design examined the relationship between supportive work environment, and conflict management style and work stress in a sample of 222 ED nurses using the expanded nurse work stress scale; the survey of perceived organisational support; and the Rahim organisational conflict inventory-II. Twenty seven percent of nurses reported elevated levels of work stress. A supportive work environment and avoidant conflict management style were significant predictors of work stress. Findings suggest that ED nurses' perception of a supportive work environment and their approach to resolving conflict may be related to their experience of work stress. Providing opportunities for ED nurses in skills training in constructive conflict resolution may help to reduce work stress and to improve the quality of patient care. © 2015 John Wiley & Sons Ltd.

Fighting over forest: toward a shared analysis of livelihood conflicts and conflict management in Ghana

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Derkyi, M.A.A.; Ros-Tonen, M.A.F.; Kyereh, B.; Dietz, T.

2014-01-01

Conflicts undermine forest-based livelihoods for the rural poor. Conflict management is key to preventing such conflicts. This article analyzes actor perceptions of forest- and tree-related conflicts and conflict management in Ghana's high forest zone. It also assesses a phased methodology that

Fighting over forest : toward a shared analysis of livelihood conflicts and conflict management in Ghana

NARCIS (Netherlands)

Derkyi, M.A.A.; Ros-Tonen, M.A.F.; Kyereh, B.; Dietz, A.J.

2014-01-01

Conflicts undermine forest-based livelihoods for the rural poor. Conflict management is key to preventing such conflicts. This article analyzes actor perceptions of forest- and tree-related conflicts and conflict management in Ghana's high forest zone. It also assesses a phased methodology that

Learning About Conflict and Conflict Management Through Drama in Nursing Education.

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Arveklev, Susanna H; Berg, Linda; Wigert, Helena; Morrison-Helme, Morag; Lepp, Margret

2018-04-01

In the health care settings in which nurses work, involvement in some form of conflict is inevitable. The ability to manage conflicts is therefore necessary for nursing students to learn during their education. A qualitative analysis of 43 written group assignments was undertaken using a content analysis approach. Three main categories emerged in the analysis-to approach and integrate with the theoretical content, to step back and get an overview, and to concretize and practice-together with the overall theme, to learn by oscillating between closeness and distance. Learning about conflict and conflict management through drama enables nursing students to form new knowledge by oscillating between closeness and distance, to engage in both the fictional world and the real world at the same time. This helps students to form a personal understanding of theoretical concepts and a readiness about how to manage future conflicts. [J Nurs Educ. 2018;57(4):209-216.]. Copyright 2018, SLACK Incorporated.

Conflict management styles used by nurse managers in the Sultanate of Oman.

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Al-Hamdan, Zaid; Shukri, Raghda; Anthony, Denis

2011-02-01

The study aimed at investigating the conflict management styles used by nurse managers in the Sultanate of Oman. Conflict is inevitable in daily nursing work. Several styles are used to manage conflict situations. In previous studies conducted in Western countries, avoiding and compromising conflict management styles appear to be the first choices for the nurses. In Arab countries, no study to date has examined the conflict management styles used by nurse managers to compare with the results from studies conducted in Western countries. Survey. A questionnaire was distributed to all nurse managers working in the three-management levels from nine referral hospitals in Sultanate of Oman, 271 were returned, a response rate of 86%. The results were analysed using spss version 16. Nurse managers in Oman used all five conflict management styles, with integrating style as the first choice followed in order by compromising, obliging, dominating and avoiding. These results differ from the results of the studies conducted on nurses in other countries. The results of this study have implications for people who work in the hospitals, whether practitioners or policy makers. Recommendations are offered to improve nurse managers' work environment. Conflict can affect patient care if handled badly. Poorly handled conflict results in lower staff morale and poorer retention, both adversely affect patient care. © 2011 Blackwell Publishing Ltd.

Conflict, public communication, and radioactive waste management

International Nuclear Information System (INIS)

Payne, B.A.; Williams, R.G.

1985-01-01

Of the technical, political, and social problems associated with radioactive waste management, least is known about the latter two. Lay persons tend to generalize negative attitudes about other nuclear activity to radioactive waste management. Thus, conflict appears inevitable between the general public, citizen action groups, and decision-makers on radioactive waste management. The basis of conflict can be found in the value orientation of certain groups and in differing perceptions of risk. The paper is in three parts. First the sources of conflict over radioactive waste management issues are reviewed. The negative attitudes and fears of the public toward different types of projects involving radioactivity, value conflicts, and differential perceptions of risk are cited as sources. Next are discussed the consequences of conflict in terms of sociological theory. Finally, discussed is how conflict can be directed and managed to produce an informed decision-making process. When the public is sensitized to an issue, when prevailing attitudes on the issue are negative, and when perceived risks are high - all of which are characteristic of waste management issues - specific steps should be taken to establish a legitimate process of communication and interaction between the public and the sponsor agency. When conflict is recognized as inevitable, the goal of a communications programs is no longer to avoid it. It is to use the increased awareness to increase knowledge about waste management issues and public participation in decisions so that the final solution is acceptable at some level to all parties. Other benefits, such as increased agency/group cohesion, can also be realized as consequence of conflict

Managing Conflict in Temporary Management Systems

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Wilemon, David L.

1973-01-01

As organizational tasks have grown more complex, several innovative temporary management systems such as matrix management have been developed. The Apollo space program has been an important contribution to the development of matrix management techniques. Discusses the role of conflict within the matrix, its determinants, and the process of…

Putting conflict management into practice: a nursing case study.

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Vivar, Cristina García

2006-04-01

This paper is intended to put knowledge in conflict management into practice through reflecting on a nursing case study. Nursing organizations are particularly vulnerable to conflict as the context of nurses' work may be difficult and stressful. Power conflict is argued to be an important source of tension within nursing units. Learning to manage conflict at an early stage is therefore crucial to the effective functioning of nursing organizations. A nursing case study that illustrates power conflict in an oncology nursing unit is displayed and reflection on conflict management from the case is provided. There is no appropriate or inappropriate strategy to deal with conflict. However, detecting initial symptoms of conflict and adopting the most effective behaviour to conflict resolution is essential in nursing units. Further nursing education in conflict management for staff nurses and nurse managers is greatly needed.

Interpersonal Conflicts and Styles of Managing Conflicts among Students at Bahir Dar University, Ethiopia

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Bazezew, Arega; Neka, Mulugeta

2017-01-01

Interpersonal conflict happens everywhere and at any time and is inherent in all societies. However, the methods of managing such conflict are quite different from one organisation to the other. The general objective of the study was to assess interpersonal conflicts and styles of managing conflicts among students at Bahir Dar University.…

Managing Conflict: Policy and Research Implications.

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Horowitz, Sandra V.; Boardman, Susan K.

1994-01-01

Highlights the importance of constructive conflict management in resolving disagreements arising from diversity. The authors discuss policy recommendations for implementing conflict-management programs in schools, training individuals in nonschool settings, and designing cross-cultural programs for high-risk inner-city youth. Procedural…

Managing conflicts in systems development.

Science.gov (United States)

Barnett, E

1997-05-01

Conflict in systems development is nothing new. It can vary in intensity, but there will always be two possible outcomes--one constructive and the other destructive. The common approach to conflict management is to draw the battle lines and apply brute force. However, there are other ways to deal with conflict that are more effective and more people oriented.

An empirical study to measure the relationship between management style and conflict management

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Saeed Moghaddas Pour

2012-10-01

Full Text Available Leadership plays an important role among five main components of management. These days, many organizations try to resolve any existing conflicts through adapting an appropriate leadership strategy. During the past few years, there are increasing interests in examining the relationship between management style and conflict management. The proposed study of this paper performs an empirical study to find the relationship between relationship-oriented leadership style and solution-oriented strategy as well as between leadership style and conflict management. The proposed study distributed a questionnaire among 43 managers who were in different industries in west part of Iran. Most of the people who participated in our survey were male and they were between 25 to 30 years old. The study considers relationship between leadership style and conflict management, which includes the relationship between relationship-oriented and task-oriented leaderships with avoiding conflict management strategy, solution and control based conflict managements. The results confirmed that there is only a meaningful relationship between relationship-oriented leadership with solution-based conflict management. In other words, our survey indicates that when there is a conflict, management can handle the problem using his/her relationship and find appropriate solution to resolve any possible conflict.

Managing conflict between large carnivores and livestock.

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van Eeden, Lily M; Crowther, Mathew S; Dickman, Chris R; Macdonald, David W; Ripple, William J; Ritchie, Euan G; Newsome, Thomas M

2018-02-01

Large carnivores are persecuted globally because they threaten human industries and livelihoods. How this conflict is managed has consequences for the conservation of large carnivores and biodiversity more broadly. Mitigating human-predator conflict should be evidence-based and accommodate people's values while protecting carnivores. Despite much research into human and large-carnivore coexistence strategies, there have been few attempts to document the success of conflict-mitigation strategies on a global scale. We conducted a meta-analysis of global research on conflict mitigation related to large carnivores and humans. We focused on conflicts that arise from the threat large carnivores pose to livestock. We first used structured and unstructured searching to identify replicated studies that used before-after or control-impact design to measure change in livestock loss as a result of implementing a management intervention. We then extracted relevant data from these studies to calculate an overall effect size for each intervention type. Research effort and focus varied among continents and aligned with the histories and cultures that shaped livestock production and attitudes toward carnivores. Livestock guardian animals most effectively reduced livestock losses. Lethal control was the second most effective control, although its success varied the most, and guardian animals and lethal control did not differ significantly. Financial incentives have promoted tolerance of large carnivores in some settings and reduced retaliatory killings. We suggest coexistence strategies be location-specific, incorporate cultural values and environmental conditions, and be designed such that return on financial investment can be evaluated. Improved monitoring of mitigation measures is urgently required to promote effective evidence-based policy. © 2017 Society for Conservation Biology.

The Impact of Perceptions on Conflict Management

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Longaretti, Lynette; Wilson, Jeni

2006-01-01

This article describes research that explored student and teacher perceptions and management of conflict within the primary school context. It was found that both teachers and students shared similarities in their views of conflict and in their management of interpersonal problems at school. Conflict was generally perceived to be a negative…

CONFLICT MANAGEMENT. SOME PROSPECTS ON THE LABOR CONFLICTS

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Iulia Bădoi

2013-11-01

Full Text Available Managers wish for harmony within their organizations, that the satisfied employees to work in well balanced teams in order to achieve the institutional goals without taking into account the individual and cultural differences, personal or group interests. Conflicts can be classified according to several criteria. This study aims to present the particularities of conflict resolution within labor relations. Starting from the analysis of the conflict concept viewed from several perspectives, including legal term, this paper aims to reveal the sources of labor disputes through statistical tools, to explain the development of the conflict and to propose solutions to reduce / solve conflicts. From the traditionalist perspective all conflicts are bad, being subsumed to terms of violence, anarchy, destruction, chaos, requiring major reality changes. Conflicts are seen as natural, normal, and cyclical from the human relations point of view. Moreover, inter-actionist perspective suggests encouraging for triggering conflicts because a group that is too long peaceful may become inert, listless and noncreative. This theory proposes to the leaders to maintain a level of conflict within institutions so that to be in the presence of a dynamic group, the manifestation of critical thinking, innovation and improvement of the human relationships’ quality.

Interpersonal Conflicts and Styles of Managing Conflicts among Students at Bahir Dar University, Ethiopia

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Arega Bazezew

2017-07-01

Full Text Available Interpersonal conflict happens everywhere and at any time and is inherent in all societies. However, the methods of managing such metamorphoses are quite different from one organisation to the other. The general objective of the study was to assess interpersonal conflicts and styles of managing conflicts among students at Bahir Dar University. Mixed-methods research composed of quantitative and qualitative approaches was implemented for the study. One‑way Multivariate Analysis of Variance was employed to identify the interaction effect between dependent and independent variables. The study showed that the major sources of conflicts were ethnic differences, religious diversity, sexual abuse, theft and insulting. It was also noted that compromising, avoiding and collaborating were frequently used conflict management styles between students. It is recommended that university leaders and students be expected to understand the real causes of conflicts for healthier management styles.

Derailing Intragroup Management Conflict.

Science.gov (United States)

Bonar, John; Vaughn, Glen

1994-01-01

Discussion of management conflict highlights differing job perceptions held by middle managers. The Malcolm Baldrige National Quality Assessment Program is described, and a management structure that requires members of each group to experience job perceptions and tasks of the other group is recommended for performance improvement. (Contains three…

MANAGING CONFLICT IN ENGINEERING PROJECTS: NEW ZEALAND EXPERIENCES

Directory of Open Access Journals (Sweden)

Nicola Naismith

2016-07-01

Full Text Available There is a wealth of knowledge concerning conflict management and its resolution in the workplace, however there is a dearth of information relating to conflict management and its resolution in engineering project management. This paper set out to examine the reality of conflict management in engineering project management in New Zealand. This was achieved through a review of credible literature sources and the completion of a pilot study to gain subject matter expert perspectives. The research suggests that conflicts can be destructive, resulting in anxiety and strong emotional responses leading to reflexive reactions including avoidance, aggression, fight, hostility and a breakdown in communications and relationships. Findings indicate that managing a project structure is synonymous with handling conflict and these disagreements can be detrimental to the success of a project. The initial results suggest that a number of factors act as drivers of conflict in engineering projects in New Zealand. These drivers are: power, personality, group dynamics and organisation culture. The conflict resolution tools cited as being widely used for engineering projects are collaboration and negotiation. The paper also offers recommendations for future research.

Exploring Conflict Management Using Qualitative Approach

OpenAIRE

Yazid, Zaleha

2015-01-01

This paper focuses on qualitative methods in researching the area of conflict management, specifically in Self-Managed Project Team (SMPT). The research aims to explore the evolvement of conflict management strategies in SMPT as this type of team is given the responsibility to solve problems and make decision by themselves. The inductive approach will overcome the limitation of quantitative method in management research as one of its objectives is to explain the different elements of the expl...

Conflict management in public hospitals: the Cyprus case.

Science.gov (United States)

Pavlakis, A; Kaitelidou, D; Theodorou, M; Galanis, P; Sourtzi, P; Siskou, O

2011-06-01

Conflict among health-care personnel has been identified as an issue within health-care settings around the world. To investigate the existence and management of conflict among health-care personnel in public hospitals in Cyprus; to assess the factors leading to conflict among staff members; to evaluate the consequences of conflict arising; and to consider the management strategies. A self-administered questionnaire was completed by a random sample of 1037 health-care professionals in all (seven) state-run hospitals in Cyprus in 2008. Mean age of respondents was 41 years, and 75% were female. Sixty-four per cent of respondents reported that they had never been informed about conflict management strategies, with physicians being the least informed as the relative percentage was 79.8% (χ(2) = 33, P conflict management for physicians, nurses and their managers may also be needed. © 2011 The Authors. International Nursing Review © 2011 International Council of Nurses.

Examining the longitudinal relations among adolescents' conflict management with parents and conflict frequency

NARCIS (Netherlands)

Missotten, Lies Christine; Luyckx, Koen; Branje, Susan J. T.; Hale, William W.; Meeus, W.H.J.

2017-01-01

Parent-adolescent conflicts are not necessarily detrimental for adolescent development. The way adolescents handle conflicts with parents is of crucial importance. The present five-wave longitudinal study (N = 1313) focuses on how adolescents' conflict management behaviors and conflict frequency

Debate as Encapsulated Conflict: Ruled Controversy as an Approach to Learning Conflict Management Skills.

Science.gov (United States)

Lee, David G.; Hensley, Carl Wayne

Debate can provide a format for the development of communication skills to aid students in managing conflicts, because an understanding of rule-governed communication in conflict situations is invaluable in constructive conflict management. Since in debate procedural rules restrict discussion primarily to substantive and procedural topics, debate…

Investigating the effect of different conflict management strategies on brand promise: A case study of banking industry

Directory of Open Access Journals (Sweden)

Hosseinali Aziziha

2014-01-01

Full Text Available The purpose of this paper is to study the effect of different conflict management strategies including competition, cooperation, prevention and compromise on brand promise. The proposed study uses the questionnaire developed by Putnam and Wilson (1982 [Putnam, L. L., & Wilson, C. E. (1982. Communicative strategies in organizational conflicts: Reliability and validity of a measurement scale. Communication yearbook, 6, 629-652.] to measure conflict management measures and to measure the components of brand promise, the study develops a questionnaire. The proposed study is executed among some employees of bank Melli Iran in city of Tehran, Iran. Cronbach alphas have been calculated as 0.76 and 0.83 for conflict management and brand promise, respectively. Using Pearson correlation ratios as well as multiple regression technique, the study determines that there was a reverse relationship between two conflict management strategies, cooperation and compromise, and brand promise. In addition, there was a positive relationship between two conflict management strategies, competition and compromise, and brand promise.

Examination of the Relationship between Coaching Efficacy and Conflict Management Style in Soccer Coaches

Science.gov (United States)

Balyan, Melih

2018-01-01

The purpose of the present study was to examine the relationship between coaching efficacy and conflict management style of the soccer coaches. The sample included 224 male soccer coaches ranging in coaching experience from 2 to 15 years. The Coaching Efficacy Scale and The Rahim Organizational Conflict Inventory were used to measure coaching…

Management Conflicts in Cameroonian Community Forests

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Driss Ezzine de Blas

2011-03-01

Full Text Available Cameroonian community forests were designed and implemented to meet the general objectives of forest management decentralization for democratic and community management. The spread of management conflicts all over the country has shown that these broad expectations have not been met. We describe conflicts occurring in 20 community forests by types of actors and processes involved. We argue that a number of external (community vs. external actors and internal (intra-community conflicts are part of the causes blocking the expected outcome of Cameroonian community forests, fostering bad governance and loss of confidence. Rent appropriation and control of forest resources appear as systemic or generalized conflicts. While community forest support projects have tended to focus on capacity building activities, less direct attention has been given to these systemic problems. We conclude that some factors like appropriate leadership, and spending of logging receipts on collective benefits (direct and indirect are needed to minimize conflicts. Government and development agencies should concentrate efforts on designing concrete tools for improving financial transparency while privileging communities with credible leaders.

Post-conflict affiliation as conflict management in captive bottlenose dolphins (Tursiops truncatus)

OpenAIRE

Yamamoto, Chisato; Morisaka, Tadamichi; Furuta, Keisuke; Ishibashi, Toshiaki; Yoshida, Akihiko; Taki, Michihiro; Mori, Yoshihisa; Amano, Masao

2015-01-01

Post-conflict affiliation between former opponents or between one of the former opponents and bystanders might have the function of conflict management, which reduces the costs associated with aggressions. One of the suggested functions of post-conflict affiliation is decreased renewed aggressions directed from aggressors to victims. However, the effect of post-conflict affiliation on renewed aggressions by victims has not been investigated. We examined whether post-conflict affiliations decr...

Managing conflict in the workplace.

Science.gov (United States)

Weygman, L

1986-08-01

Conflict is inevitable in the workplace. Mounting pressures to reduce staffing levels and improve productivity will almost certainly increase the level of conflict in the hospital setting in the coming months and years. The most effective managers will be those who can handle it constructively.

Let's Resolve Conflicts Together: High School Classroom Activities. Conflict Management Week, May 1-7, 2000.

Science.gov (United States)

Ohio Commission on Dispute Resolution and Conflict Management, Columbus.

The week of May 1-7, 2000 has been designated by the Governor of Ohio to be Conflict Management Week With heightened awareness to issues of school safety, it is important for high schools to take an active role in promoting constructive responses to conflict. Conflict is a natural and inevitable part of living, but managing conflict is difficult…

Let's Resolve Conflicts Together: Elementary School Classroom Activities. Conflict Management Week, May 1-7, 2000.

Science.gov (United States)

Ohio Commission on Dispute Resolution and Conflict Management, Columbus.

With heightened awareness to issues of school safety, it is important for elementary schools to take an active role in promoting constructive responses to conflict. The week of May 1-7, 2000 has been designated as Conflict Management Week by the Governor of Ohio. Conflict is a natural and inevitable part of living; however, managing conflict is…

Similarly Torn, Differentially Shorn? The Experience and Management of Conflict between Multiple Roles, Relationships, and Social Categories

Directory of Open Access Journals (Sweden)

Janelle M. Jones

2017-10-01

Full Text Available In three studies we examined the experience and management of conflict between different types of multiple identities. Participants described a conflict between pairs of role, relational, or social identities before rating the experience (i.e., magnitude, stress, and growth and management of conflict on a newly developed scale assessing four strategies: reconciliation, where identities are integrated, realignment, where one identity is chosen over another, retreat, where both identities are avoided, and reflection, where fit (with others, situation determines identity selection. In general, the types of identities mattered for conflict management but not its experience: Magnitude and growth did not differ, however, stress was greater for role identity conflicts (Study 3 only and participants endorsed the use of more realignment for role conflicts (Study 2 and more retreat for relational conflicts (Study 3 relative to other types of identity conflicts. Furthermore, findings suggested that the perceived flexibility of identities, not their importance or valence, were associated with realignment and retreat for roles and with retreat for relationships. Experiencing conflicts between multiple identities leaves people similarly torn, but multiple roles and relationships may be differentially shorn to manage conflict.

Similarly Torn, Differentially Shorn? The Experience and Management of Conflict between Multiple Roles, Relationships, and Social Categories

Science.gov (United States)

Jones, Janelle M.; Hynie, Michaela

2017-01-01

In three studies we examined the experience and management of conflict between different types of multiple identities. Participants described a conflict between pairs of role, relational, or social identities before rating the experience (i.e., magnitude, stress, and growth) and management of conflict on a newly developed scale assessing four strategies: reconciliation, where identities are integrated, realignment, where one identity is chosen over another, retreat, where both identities are avoided, and reflection, where fit (with others, situation) determines identity selection. In general, the types of identities mattered for conflict management but not its experience: Magnitude and growth did not differ, however, stress was greater for role identity conflicts (Study 3 only) and participants endorsed the use of more realignment for role conflicts (Study 2) and more retreat for relational conflicts (Study 3) relative to other types of identity conflicts. Furthermore, findings suggested that the perceived flexibility of identities, not their importance or valence, were associated with realignment and retreat for roles and with retreat for relationships. Experiencing conflicts between multiple identities leaves people similarly torn, but multiple roles and relationships may be differentially shorn to manage conflict. PMID:29051744

Similarly Torn, Differentially Shorn? The Experience and Management of Conflict between Multiple Roles, Relationships, and Social Categories.

Science.gov (United States)

Jones, Janelle M; Hynie, Michaela

2017-01-01

In three studies we examined the experience and management of conflict between different types of multiple identities. Participants described a conflict between pairs of role, relational, or social identities before rating the experience (i.e., magnitude, stress, and growth) and management of conflict on a newly developed scale assessing four strategies: reconciliation , where identities are integrated, realignment , where one identity is chosen over another, retreat , where both identities are avoided, and reflection , where fit (with others, situation) determines identity selection. In general, the types of identities mattered for conflict management but not its experience: Magnitude and growth did not differ, however, stress was greater for role identity conflicts ( Study 3 only ) and participants endorsed the use of more realignment for role conflicts ( Study 2 ) and more retreat for relational conflicts ( Study 3 ) relative to other types of identity conflicts. Furthermore, findings suggested that the perceived flexibility of identities, not their importance or valence, were associated with realignment and retreat for roles and with retreat for relationships. Experiencing conflicts between multiple identities leaves people similarly torn, but multiple roles and relationships may be differentially shorn to manage conflict.

Links between Conflict Management Research and Practice

Science.gov (United States)

Roloff, Michael E.

2009-01-01

This paper explicates the implications of my research on conflict management for self improvement and for practitioners who work to improve the conflict management of others. I also note how my experiences with practitioners have informed my research.

Conflict management styles, emotional intelligence and implicit theories of personality of nursing students: a cross-sectional study.

Science.gov (United States)

Chan, Joanne C Y; Sit, Emily N M; Lau, W M

2014-06-01

Conflict management is an essential skill that nursing students need to master as conflict is unavoidable in clinical settings. Examining nursing students' conflict management styles and the associating factors can inform nurse educators on how to equip nursing students for effective conflict management. This study aimed at examining undergraduate nursing students conflict management styles in managing conflict with their supervisors in clinical placement. The associations of emotional intelligence and implicit theories of personality with conflict management styles were also investigated. This is a cross-sectional quantitative survey. This study took place at a nursing school at a university in Hong Kong. 568 undergraduate nursing students participated in the study. Students completed a questionnaire which consisted of demographics, Measure of Implicit Theories of Personality, The Schutte Emotional Intelligence Scale (SEIS) and The Rahim Organizational Conflict Inventory-II (ROCI-II) and received a HKD 20 book coupon as compensation. The data were analyzed by descriptive statistics, reliability analyses, t-tests, correlational and linear regression analyses. For managing conflict with clinical supervisors, students used obliging and integrating most frequently whereas used dominating least. Emotional intelligence was a significant predictor of all five conflict management styles. The higher the emotional intelligence, the more students used integrating, obliging, compromising and dominating. The lower the emotional intelligence, the more students used avoiding. There was a significant association between implicit theories of personality and compromising. The less malleable students perceived personality to be, the more they used compromising. Emotional intelligence was significantly associated with all five conflict management styles while implicit theories of personality were significantly associated with compromising style only. Efforts of nurse educators to

Manifestation of conflict escalation in natural resource management

NARCIS (Netherlands)

Yasmi, Y.; Schanz, H.; Salim, A.

2006-01-01

Conflict escalation is one of the important aspects to be understood for constructive conflict management. It has been widely discussed in many fields of social study, in particular as it relates inter-individual conflicts. However, this is not the case for natural resource management (NRM). This

Leadership And Conflict Management In Nigeria: Some Reflections ...

African Journals Online (AJOL)

This paper examines the relationship between leadership and conflict management in Nigeria. Accepting the fact that conflict is an expected dynamics in modern society especially in plural societies, the paper tasks leadership on the quest for effective conflict management mechanism. However, the paper strikes a delicate ...

Exploring Conflict Management Using Qualitative Approach

Directory of Open Access Journals (Sweden)

Zaleha Yazid

2015-04-01

Full Text Available This paper focuses on qualitative methods in researching the area of conflict management, specifically in Self-Managed Project Team (SMPT. The research aims to explore the evolvement of conflict management strategies in SMPT as this type of team is given the responsibility to solve problems and make decision by themselves. The inductive approach will overcome the limitation of quantitative method in management research as one of its objectives is to explain the different elements of the explored social system and their interconnection. Hence, it aims at the contextual understanding of social behavior rather than extensive measurement. This paper also includes the research activities in details such as the data collection methods which involved semi-structured interviews and weekly telephone interviews. The findings of the research proposed that conflict management strategies in SMPT changes over time from confrontation and cooperative style towards avoidance due to the issues of reputation and the deadline.

Managing Forest Conflicts: Perspectives of Indonesia’s Forest Management Unit Directors

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Larry A. Fisher

2017-04-01

Full Text Available Recent expansion of the forestry and plantation sectors in Indonesia has intensified agrarian and natural resource conflicts, and created increased awareness of the social, economic and environmental impacts of these disputes. Addressing these disputes is a critical issue in advancing Indonesia’s commitment to sustainable forest management. The Forest Management Units (Kesatuan Pengelolaan Hutan, or KPH, have become the pivotal structural element for managing all state forests at the local level, with responsibility for conventional forest management and policy implementation (establishing management boundaries, conducting forest inventory, and developing forest management plans, as well as the legal mandate to communicate and work with indigenous people and local communities. This paper presents the results of a national survey of all currently functioning KPH units, the first of its kind ever conducted with KPH leadership, to obtain a system-wide perspective of the KPHs’ role, mandate, and capacity for serving as effective intermediaries in managing forest conflicts in Indonesia. The survey results show that the KPHs are still in a very initial stage of development, and are struggling with a complex and rapidly evolving policy and institutional framework. The most common conflicts noted by respondents included forest encroachment, tenure disputes, boundary conflicts, and illegal logging and land clearing. KPH leadership views conflict resolution as among their primary duties and functions, and underscored the importance of more proactive and collaborative approaches for addressing conflict, many seeing themselves as capable facilitators and mediators. Overall, these results juxtapose a generally constructive view by KPH leadership over their role and responsibility in addressing forest management conflicts, with an extremely challenging social, institutional, and political setting. The KPHs can certainly play an important role as local

45 CFR 94.5 - Management of conflicting interests.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Management of conflicting interests. 94.5 Section... PROSPECTIVE CONTRACTORS § 94.5 Management of conflicting interests. (a) The designated official(s) must: Review all financial disclosures; and determine whether a conflict of interest exists, and is so, what...

Conflict Management Strategies for Rangeland Resources

OpenAIRE

Rasmussen, G.A.

1995-01-01

Metadata only record Numerous strategies have been developed to cope with conflicts. Collaborative processes are one group of conflict management strategies used. When successful these processes have several common features: they are voluntary, build trust, develop a shared vision, and use consensus. These techniques have often led to false expectations because the source of the conflict was ignored or adequately trained facilitators were not used. The source of the conflict (lack of infor...

Management potential of organizational culture in resolving business conflicts

Directory of Open Access Journals (Sweden)

Iryna Kopytova

2018-03-01

Full Text Available The purpose of the article is to determine peculiarities, essence, content, dialectic nature of correlation of business conflicts and organizational culture in developing countries (in the case of Ukraine. A special attention draws to preconditioned application of management potential of organization culture for maintaining management potential of organization culture for ensuring conflict management in business companies. The research showed that the internal reason for any business conflict cores in frameworks of interpersonal relations in the staff, which are conditioned under the impact of organization culture. This justifies its management significance in preventing and constructively resolving business conflicts in companies. The analysis of practice of management certifies that ignoring high management potential of organization culture and its inactivity in enterprises of Ukraine is a source of conflict-relatedness of social relations. The author suggests the principles to be followed in the formation of organizational culture. It will help to reduce the level of conflict in Ukrainian business organizations and will increase their efficiency and competitiveness.

42 CFR 50.605 - Management of conflicting interests.

Science.gov (United States)

2010-10-01

... 42 Public Health 1 2010-10-01 2010-10-01 false Management of conflicting interests. 50.605 Section... PHS Funding Is Sought § 50.605 Management of conflicting interests. (a) The designated official(s) must: Review all financial disclosures; and determine whether a conflict of interest exists and, if so...

Examining the longitudinal relations among adolescents' conflict management styles with parents and conflict frequency

NARCIS (Netherlands)

Missotten, L.; Luyckx, K.; Branje, S.J.T.; Hale, W.W.; Meeus, W.H.J.

2017-01-01

Parent-adolescent conflicts are not necessarily detrimental for adolescent development. The way adolescents handle conflicts with parents is of crucial importance. The present five-wave longitudinal study (N = 1313) focuses on how adolescents' conflict management behaviors and conflict frequency

Management of Conflicts within Beer Drinking Settings

African Journals Online (AJOL)

toshiba

2017-10-07

Oct 7, 2017 ... Key words: conflict resolution, conflict management, public sphere, beer, conflict ... Alcohol is any beverage planned for consumption having least possible .... dropping out of school due to lack of good food and tuition fees ...

Conflict Management: A Gap in Business Education Curricula

Science.gov (United States)

Lang, Matthew

2009-01-01

Conflict management is a significant and unavoidable part of a manager's role in an organization. Employees need conflict management skills to manage themselves, make decisions, and work effectively in the ever-increasing team environment of today's organizations. In the present article, the author demonstrates the disconnect between the…

The Relationship of Principal Conflict Management Style and School Climate

Science.gov (United States)

Boucher, Miriam Miley

2013-01-01

Using a mixed-methods design, this study examined conflict management styles of elementary school principals in South Carolina and the relationship of conflict management style and school climate. The Rahim Organizational Conflict Inventory-II, Form B, which identifies five styles of managing conflict, was used to determine principal conflict…

"Conflict management" and "conflict resolution" are not synonymous terms.

Science.gov (United States)

Robbins, S P

1978-01-01

Robbins sees functional conflict as an absolute necessity within organizations and explicitly encourages it. He explains: "Survival can result only when an organization is able to adapt to constant changes in the environment. Adaption is possible only through change, and change is stimulated by conflict." Robbins cites evidence indicating that conflict can be related to increased productivity and that critical thinking encourages well-developed decisions. He admits, however, that not all conflicts are good for the organization. Their functional or dysfunctional nature is determined by the impact of the conflict on the objectives of the organization. The author identifies several factors underlying the need for conflict stimulation: (1) managers who are surrounded by "yes men"; (2) subordinates who are afraid to admit ignorance or uncertainty; (3) decision-makers' excessive concern about hurting the feelings of others; or (4) an environment where new ideas are slow in coming forth. He suggests techniques for stimulating conflict; manipulating the communication channels (i.e., repression of information); changing the organizational structure (i.e., changes in size or position); and altering personal behavior factors (i.e., role incongruence). Robbins stresses that the actual method to be used in either resolving or stimulating conflict must be appropriate to the situation.

Conflict Management Styles of Selected Managers and Their Relationship With Management and Organization Variables

Directory of Open Access Journals (Sweden)

Concepcion Martires

1990-12-01

Full Text Available This study sought to determine the relationship between the conflict management styles of managers and certain management and organization factors. A total of 462 top, middle, and lower managers from 72 companies participated in the study which utilized the Thomas-Killman Conflict Mode Instrument. To facilitate the computation of the statistical data, a microcomputer and a software package was used.The majority of the managers of the 17 types of organization included in the study use collaborative mode of managing conflict. This finding is congruent with the findings of past studies conducted on managers of commercial banks, service, manufacturing, trading advertising, appliance, investment houses, and overseas recruitment industries showing their high degree of objectivity and assertiveness of their own personal goals and of other people's concerns. The second dominant style, which is compromising, indicates their desire in sharing and searching for solutions that result in satisfaction among conflicting parties. This finding is highly consistent with the strong Filipino value of smooth interpersonal relationships (SIR as reflected and discussed in the numerous researches on Filipino values.The chi-square tests generated by the computer package in statistics showed independence between the manager's conflict management styles and each of the variables of sex, civil status, position level at work, work experience, type of corporation, and number of subordinates. This result is again congruent with those of past studies conducted in the Philippines. The past and present findings may imply that conflict management mode may be a highly personal style that is not dependent on any of these variables included in the study. However, the chi-square tests show that management style is dependent on the manager's age and educational attainment.

How social impact assessment can contribute to conflict management

International Nuclear Information System (INIS)

Prenzel, Paula V.; Vanclay, Frank

2014-01-01

The potential for conflict is omnipresent in all projects, and even in all human interactions, and conflict itself leads to many second-order social impacts. This article examines the contribution of the methodological approach used in social impact assessment (SIA) to conflict management. We view conflict as a process that has its own dynamic, and is to be expected in all situations. By using game theory (prisoner's dilemma), we describe and conceptualize this process and highlight the importance of communication in managing conflict. We demonstrate the potential use of SIA in preventing, managing and resolving conflict. Emphasis is placed on the participatory character of SIA and the role of public media. In contrast to existing literature, our focus is not restricted to the typical fields of study of SIA (e.g. environmental conflicts), but understands conflict itself as a field of application. In this sense, conflict-sensitive SIA can be understood both as an extension to the SIA tool kit and a broadening of the scope of SIA application. -- Highlights: • Conflict is omnipresent and creates both positive and negative social impacts. • Conflict itself represents a possible field of application for SIA. • Conflict escalation is a process that can be modeled in a game-theoretic framework. • There needs to be concerted effort to prevent escalation to avoid harmful outcomes. • Conflict-sensitive SIA can support conflict management and sustainable resolution

How social impact assessment can contribute to conflict management

Energy Technology Data Exchange (ETDEWEB)

Prenzel, Paula V., E-mail: p.v.prenzel@student.rug.nl; Vanclay, Frank, E-mail: frank.vanclay@rug.nl

2014-02-15

The potential for conflict is omnipresent in all projects, and even in all human interactions, and conflict itself leads to many second-order social impacts. This article examines the contribution of the methodological approach used in social impact assessment (SIA) to conflict management. We view conflict as a process that has its own dynamic, and is to be expected in all situations. By using game theory (prisoner's dilemma), we describe and conceptualize this process and highlight the importance of communication in managing conflict. We demonstrate the potential use of SIA in preventing, managing and resolving conflict. Emphasis is placed on the participatory character of SIA and the role of public media. In contrast to existing literature, our focus is not restricted to the typical fields of study of SIA (e.g. environmental conflicts), but understands conflict itself as a field of application. In this sense, conflict-sensitive SIA can be understood both as an extension to the SIA tool kit and a broadening of the scope of SIA application. -- Highlights: • Conflict is omnipresent and creates both positive and negative social impacts. • Conflict itself represents a possible field of application for SIA. • Conflict escalation is a process that can be modeled in a game-theoretic framework. • There needs to be concerted effort to prevent escalation to avoid harmful outcomes. • Conflict-sensitive SIA can support conflict management and sustainable resolution.

The new Intragroup Conflict Scale: testing and psychometric properties.

Science.gov (United States)

Cox, Kathleen B

2014-01-01

The importance of healthy work environments has received attention. Health care organizations are plagued with conflict which is detrimental to work environments. Thus, conflict must be studied. The purpose of this article is to describe the testing of a measure of conflict. A survey was used to evaluate the psychometric properties. The sample consisted of 430 nurses at an academic medical center. Using principal component analysis (PCA) with varimax rotation, a six-factor solution (30 items) that explained 74.3% of variance emerged. Coefficient alpha ranged from .95 to .81. Correlations with existing scales supported construct validity (r = -.32(-)-.58). The results are encouraging. Use of the scale may provide insight into the impact of conflict on patient, staff, and organizational outcomes.

Managing Conflict: 50 Strategies for School Leaders

Science.gov (United States)

Edmonson, Stacey; Combs, Julie; Harris, Sandra

2008-01-01

This book offers 50 easy-to-read strategies for managing conflicts in your school involving students, parents, and teachers. Individually, these strategies provide specific insights into conflict resolution, reduction, and management. As a whole, the 50 strategies provide a comprehensive method to lead constructive change in your school. With…

Integrating School-Based and Therapeutic Conflict Management Models at School.

Science.gov (United States)

D'Oosterlinck, Franky; Broekaert, Eric

2003-01-01

Explores the possibility of integrating school-based and therapeutic conflict management models, comparing two management models: a school-based conflict management program, "Teaching Students To Be Peacemakers"; and a therapeutic conflict management program, "Life Space Crisis Intervention." The paper concludes that integration might be possible…

Gossiping as a response to conflict with the boss: Alternative conflict management behavior?

NARCIS (Netherlands)

Dijkstra, M.T.M.; Beersma, B.; van Leeuwen, J.

2014-01-01

Purpose – The current paper aims to argue that it is important for conflict management research to start focusing on leader–follower conflict as a “special case” of conflict because the relationship between leaders and followers is, by definition, characterized by divergence of interest and, second,

Teaching operating room conflict management to surgeons: clarifying the optimal approach.

Science.gov (United States)

Rogers, David; Lingard, Lorelei; Boehler, Margaret L; Espin, Sherry; Klingensmith, Mary; Mellinger, John D; Schindler, Nancy

2011-09-01

Conflict management has been identified as an essential competence for surgeons as they work in operating room (OR) teams; however, the optimal approach is unclear. Social science research offers two alternatives, the first of which recommends that task-related conflict be managed using problem-solving techniques while avoiding relationship conflict. The other approach advocates for the active management of relationship conflict as it almost always accompanies task-related conflict. Clarity about the optimal management strategy can be gained through a better understanding of conflict transformation, or the inter-relationship between conflict types, in this specific setting. The purpose of this study was to evaluate conflict transformation in OR teams in order to clarify the approach most appropriate for an educational conflict management programme for surgeons. A constructivist grounded theory approach was adopted to explore the phenomenon of OR team conflict. Narratives were collected from focus groups of OR nurses and surgeons at five participating centres. A subset of these narratives involved transformation between and within conflict types. This dataset was analysed. The results confirm that misattribution and the use of harsh language cause conflict transformation in OR teams just as they do in stable work teams. Negative emotionality was found to make a substantial contribution to responses to and consequences of conflict, notably in the swiftness with which individuals terminated their working relationships. These findings contribute to a theory of conflict transformation in the OR team. There are a number of behaviours that activate conflict transformation in the OR team and a conflict management education programme should include a description of and alternatives to these behaviours. The types of conflict are tightly interwoven in this setting and thus the most appropriate management strategy is one that assumes that both types of conflict will exist and

Small, Task-Oriented Groups: Conflict, Conflict Management, Satisfaction, and Decision Quality.

Science.gov (United States)

Wall, Victor D., Jr.; And Others

1987-01-01

Examined relationship among amount of conflict experienced, the style of its management, individual satisfaction, and decision quality of small, task-oriented groups using 129 college student subjects in 24 groups. Data suggest a curvilinear relationship between the number of conflict episodes experienced by group members and the subsequent…

Leadership style and choice of strategy in conflict management among Israeli nurse managers in general hospitals.

Science.gov (United States)

Hendel, Tova; Fish, Miri; Galon, Vered

2005-03-01

To identify conflict mode choices of head nurses in general hospitals and examine the relationship between leadership style, choice of strategy in handling conflicts and demographic characteristics. Nurse managers deal with conflicts daily. The choice of conflict management mode is associated with managerial effectiveness. The ability to creatively manage conflict situations, towards constructive outcomes is becoming a standard requirement. Head nurses (N = 60) in five general hospitals in central Israel were surveyed, using a 3-part questionnaire: The Thomas-Kilmann Conflict Mode Instrument, the Multi-factor Leadership Questionnaire, Form 5X-Short (MLQ 5X) and demographic data. Head nurses perceive themselves significantly more as transformational leaders than as transactional leaders. Compromise was found to be the most commonly used conflict management strategy. Approximately half of the nurses surveyed used only one mode in conflict management. Transformational leadership significantly affected the conflict strategy chosen. Head nurses tend to choose a conflict-handling mode which is concerned a form of a Lose-Lose approach. Preparation in conflict management should start from undergraduate education.

Globalization and Conflict Management in Schools

Directory of Open Access Journals (Sweden)

Ali Ilker Gumuseli

2009-12-01

Full Text Available Globalization has brought many changes on the education systems and schools. These changes will be exemplified from thebasis of school finance, employee rights, curriculum, administration, and school-environment relations in this study. The studyalso reviews common types of conflicts experienced at schools as a result of globalization and the ways in which conflict couldbe managed. Following topics were discussed in the article: ‘Conflicts emerged from perspectives towards globalization,conflicts emerged from cross cultural differences, conflicts sourced from changes in the teaching and learning processes,conflicts sourced from the standardization efforts, conflicts sourced from the change in school-parents relations, conflictssourced from the process of finance related activities and conflicts sourced from information, communication andeducational technologies’. This article argues that schools cannot be isolated from the effects of globalization. Therefore sinceconflict is a normal occurrence in schools, school administrators should discover constructive approaches through carefuldiagnosis and an approach that transforms the conflicting situations into constructive experiences for the school and theeducation.

A Review of Kenya´s Post-Conflict Peace Building and Conflict Management Architecture

DEFF Research Database (Denmark)

Owiso, Michael

2018-01-01

ranging from election related violence, inter-communal rivalries, a history of marginalization as well as gender related violence, among others. This chapter is a critical analysis of Kenya´s response to conflict focusing on the country’s infrastructure for peace. The infrastructure is anchored......Conflict management and peacebuilding demands a deep understanding and analysis of the conflict and the circumstances surrounding it. This is because the causes may be complex, nuanced and may involve both short term and long term issues. Kenya is characterized by different forms of conflict...... on the National Policy for Peacebuilding and Conflict Management adopted in July 2014 by parliament. The policy developed through a process of multi-agency consultations articulates the country´s vision and strategy for responding to conflict. Although the policy is still nascent, the paper seeks to evaluate its...

Theorizing ‘conditions for success’ in military conflict management

DEFF Research Database (Denmark)

Rodt, Annemarie Peen

2015-01-01

Violent conflict and military conflict management are both complex phenomena. Consequently, success in military conflict management is a difficult issue to explain and predict. Because of this complexity it is crucial that such success (or indeed lack thereof) is theorized, so we can draw lessons...... with the need for further theoretical research in this realm and seeks to respond to it. It hopes to contribute to the development of a mid-range theory, which explains the relationship between structure, agency and outcome in military conflict management operations conducted by international organizations...

Civil Society Organisations and Conflict Management: The Nigerian ...

African Journals Online (AJOL)

Civil Society Organisations and Conflict Management: The Nigerian ... and since violence begets violence, the approach has not really resulted in ... Christian religion and modern conflict resolution mechanism to intervene in the conflicts.

76 FR 22848 - Alternative Dispute Resolution (ADR) and Conflict Management

Science.gov (United States)

2011-04-25

...-AI63 Alternative Dispute Resolution (ADR) and Conflict Management AGENCY: Defense Legal Services Agency... conflict management practices as an integral part of normal business practices within the Department of...) AND CONFLICT MANAGEMENT Sec. 83.1 Purpose. 83.2 Applicability. 83.3 Definitions. 83.4 Policy. 83.5...

The Role of the Principal as a Manager of Conflict Resolution.

Science.gov (United States)

Kirkwood, Antoinette A.

An overview of conflict management as it relates to the role of the principal is presented. The traditional approach to conflict, which minimizes conflict and emphasizes social control, is contrasted with the perspective that views conflict as inevitable, functional, and manageable. Intrapersonal and interpersonal conflicts, functions of conflict,…

Managing Conflict with Peers. An Ideas Into Action Guidebook.

Science.gov (United States)

Cartwright, Talula

This short publication provides a process for managing conflict among managerial peers. It focuses more on conflicts among managers that involve personal values, office politics, power struggles, and emotional reactions than on conflicts that arise from incompatible goals or from different views on how to accomplish a task. The process described…

Managing and mitigating conflict in healthcare teams: an integrative review.

Science.gov (United States)

Almost, Joan; Wolff, Angela C; Stewart-Pyne, Althea; McCormick, Loretta G; Strachan, Diane; D'Souza, Christine

2016-07-01

To review empirical studies examining antecedents (sources, causes, predictors) in the management and mitigation of interpersonal conflict. Providing quality care requires positive, collaborative working relationships among healthcare team members. In today's increasingly stress-laden work environments, such relationships can be threatened by interpersonal conflict. Identifying the underlying causes of conflict and choice of conflict management style will help practitioners, leaders and managers build an organizational culture that fosters collegiality and create the best possible environment to engage in effective conflict management. Integrative literature review. CINAHL, MEDLINE, PsycINFO, Proquest ABI/Inform, Cochrane Library and Joanne Briggs Institute Library were searched for empirical studies published between 2002-May 2014. The review was informed by the approach of Whittemore and Knafl. Findings were extracted, critically examined and grouped into themes. Forty-four papers met the inclusion criteria. Several antecedents influence conflict and choice of conflict management style including individual characteristics, contextual factors and interpersonal conditions. Sources most frequently identified include lack of emotional intelligence, certain personality traits, poor work environment, role ambiguity, lack of support and poor communication. Very few published interventions were found. By synthesizing the knowledge and identifying antecedents, this review offers evidence to support recommendations on managing and mitigating conflict. As inevitable as conflict is, it is the responsibility of everyone to increase their own awareness, accountability and active participation in understanding conflict and minimizing it. Future research should investigate the testing of interventions to minimize these antecedents and, subsequently, reduce conflict. © 2016 John Wiley & Sons Ltd.

Understanding Conflict Management Styles in Anesthesiology Residents.

Science.gov (United States)

Vasilopoulos, Terrie; Giordano, Christopher R; Hagan, Jack D; Fahy, Brenda G

2018-05-17

Successful conflict resolution is vital for effective teamwork and is critical for safe patient care in the operating room. Being able to appreciate the differences in training backgrounds, individual knowledge and opinions, and task interdependency necessitates skilled conflict management styles when addressing various clinical and professional scenarios. The goal of this study was to assess conflict styles in anesthesiology residents via self- and counterpart assessment during participation in simulated conflict scenarios. Twenty-two first-year anesthesiology residents (first postgraduate year) participated in this study, which aimed to assess and summarize conflict management styles by 3 separate metrics. One metric was self-assessment with the Thomas-Kilmann Conflict Mode Instrument (TKI), summarized as percentile scores (0%-99%) for 5 conflict styles: collaborating, competing, accommodating, avoiding, and compromising. Participants also completed self- and counterpart ratings after interactions in a simulated conflict scenario using the Dutch Test for Conflict Handling (DUTCH), with scores ranging from 5 to 25 points for each of 5 conflict styles: yielding, compromising, forcing, problem solving, and avoiding. Higher TKI and DUTCH scores would indicate a higher preference for a given conflict style. Sign tests were used to compare self- and counterpart ratings on the DUTCH scores, and Spearman correlations were used to assess associations between TKI and DUTCH scores. On the TKI, the anesthesiology residents had the highest median percentile scores (with first quartile [Q1] and third quartile [Q3]) in compromising (67th, Q1-Q3 = 27-87) and accommodating (69th, Q1-Q3 = 30-94) styles, and the lowest scores for competing (32nd, Q1-Q3 = 10-57). After each conflict scenario, residents and their counterparts on the DUTCH reported higher median scores for compromising (self: 16, Q1-Q3 = 14-16; counterpart: 16, Q1-Q3 = 15-16) and problem solving (self: 17, Q1-Q3 = 16

Integrating school-based and therapeutic conflict management models at schools.

Science.gov (United States)

D'Oosterlinck, Franky; Broekaert, Eric

2003-08-01

Including children with emotional and behavioral needs in mainstream school systems leads to growing concern about the increasing number of violent and nonviolent conflicts. Schools must adapt to this evolution and adopt a more therapeutic dimension. This paper explores the possibility of integrating school-based and therapeutic conflict management models and compares two management models: a school-based conflict management program. Teaching Students To Be Peacemakers; and a therapeutic conflict management program, Life Space Crisis Intervention. The authors conclude that integration might be possible, but depends on establishing a positive school atmosphere, the central position of the teacher, and collaborative and social learning for pupils. Further implementation of integrated conflict management models can be considered but must be underpinned by appropriate scientific research.

Peculiarities of conflicts control and management in organizations

OpenAIRE

Stančiauskaitė, Laima

2014-01-01

SUMMARY Lithuania started following Community Directives that define corporate social responsibility for an employee after accession to the European Union. Therefore managers of organisations are supposed to pay more attention to staff management which aims not only at growth of labour productivity rates, but motivation of employees as well as ensuring of appropriate and positive working environment. Ability to manage organisational conflicts is the basis for managing conflicts in the nationa...

Conflict management and job satisfaction in paediatric hospitals in Greece.

Science.gov (United States)

Kaitelidou, Daphne; Kontogianni, Alexandra; Galanis, Petros; Siskou, Olga; Mallidou, Anastasia; Pavlakis, Andreas; Kostagiolas, Petros; Theodorou, Mamas; Liaropoulos, Lycurgus

2012-05-01

To assess the major causes of conflict and to identify choices of strategy in handling conflicts. Conflict is inherent to hospitals as in all complex organizations, and health personnel deal with internal and external conflicts daily. The sample consisted of 286 participants. A five-part questionnaire, specific for conflicts in hospitals, was administered to health personnel. Of the participants 37% were physicians and 63% were nurses and nursing assistants. As far as choice of strategy in conflict management is concerned, avoidance was found to be the most frequent mode chosen while accommodation was the least frequent mode. Organizational problems were the main issue creating conflicts since 52% of nurses and 45% of physicians agreed that receiving direction from more than one manager may lead to conflicts (P=0.02). Educational differences and communication gaps were reported as another cause of conflicts, with nurses supporting this statement more than the other groups (P=0.006). To become effective in conflict management nurses and physicians must understand causes and strategies in handling conflicts. Major changes are needed regarding human resource management, work incentives and dynamics of teamwork in order to improve working conditions in Greek public hospitals. © 2011 Blackwell Publishing Ltd.

Integrating the traditional and the modern conflict management ...

African Journals Online (AJOL)

The study examines the modalities for integrating traditional and modern conflict management strategies in Nigeria using an analysis of relevant documents as well as Black's Social Control Theory and Thomas-Kilmann's Model of Conflict Management. The successful amalgamation of diverse groups has radically shifted ...

Managed care and ethical conflicts: anything new?

OpenAIRE

Meyers, C

1999-01-01

Does managed care represent the death knell for the ethical provision of medical care? Much of the current literature suggests as much. In this essay I argue that the types of ethical conflicts brought on by managed care are, in fact, similar to those long faced by physicians and by other professionals. Managed care presents new, but not fundamentally different, factors to be considered in medical decision making. I also suggest ways of better understanding and resolving these conflicts, in p...

Beneficial role of conflict in radioactive waste management programs

International Nuclear Information System (INIS)

Payne, B.A.; Williams, R.G.

1985-01-01

Of the technical, political, and social problems associated with radioactive waste management, least is known about the latter two. Lay persons tend to generalize negative attitudes about other nuclear activity to radioactive waste management. Thus, conflict appears inevitable between the general public, citizen action groups, and decision-makers on radioactive waste management. The basis of conflict, we believe, can be found in the value orientation of certain groups and in differing perceptions of risk. Research on similar controversial issues reveals that conflict may be beneficial in the long run by contributing to the public's participation level and understanding of the issues, and to the decision-makers' appreciation of the lay perspective. The paper is in three parts. First, we review the sources of conflict over radioactive waste management issues. The negative attitudes and fears of the public toward different types of projects involving radioactivity, value conflicts, and differential perceptions of risk are cited as sources. Next we discuss the consequences of conflict in terms of sociological theory. Finally, we discuss how conflict can be directed and managed to produce an informed decision-making process. When the public is sensitized to an issue, when prevailing attitudes on the issue are negative, and when perceived risks are high - all of which are characteristic of waste management issues - specific steps should be taken to establish a legitimate process of communication and interaction between the public and the sponsor agency. When conflict is recognized as inevitable, the goal of a communications program is no longer to avoid it. It is to use the increased awareness to increase knowledge about waste management issues and public participation in decisions so that the final solution is acceptable at some level to all parties

Causes, Effects, and Remedies in Conflict Management

Directory of Open Access Journals (Sweden)

Kamran Khan

2017-05-01

Full Text Available While workplace conflicts have been widely studied in the literature, this researchprovides a holistic view of the causes and effects of such, and how managers or amanagement can resolve the conflicts among their teams and organization througha detailed, multidimensional framework carried out on one of the biggest textilefirms of Pakistan. With an initial sample of 145 respondents, 37 questionnaireswere dropped because of invalid and incomplete answers; therefore, the studywas carried out on 108 respondents. Conflicts are a part of human nature, butmanagement should play an important role in dealing with these issues, as therecan be enormous chances of conflicts due to a diverse workforce. Conflict alsoresults in poor work performance and low productivity; therefore, it’s suggestedto create teams or groups which may encourage a competitive culture in theorganization. Additionally, a few remedies are identified, which may resolve someissues; managers must look at those techniques for a better culture. 

Coexistence and conflict: IWRM and large-scale water infrastructure development in Piura, Peru

Directory of Open Access Journals (Sweden)

Megan Mills-Novoa

2017-06-01

Full Text Available Despite the emphasis of Integrated Water Resources Management (IWRM on 'soft' demand-side management, large-scale water infrastructure is increasingly being constructed in basins managed under an IWRM framework. While there has been substantial research on IWRM, few scholars have unpacked how IWRM and large-scale water infrastructure development coexist and conflict. Piura, Peru is an important site for understanding how IWRM and capital-intensive, concrete-heavy water infrastructure development articulate in practice. After 70 years of proposals and planning, the Regional Government of Piura began construction of the mega-irrigation project, Proyecto Especial de Irrigación e Hidroeléctrico del Alto Piura (PEIHAP in 2013. PEIHAP, which will irrigate an additional 19,000 hectares (ha, is being realised in the wake of major reforms in the ChiraPiura River Basin, a pilot basin for the IWRM-inspired 2009 Water Resources Law. We first map the historical trajectory of PEIHAP as it mirrors the shifting political priorities of the Peruvian state. We then draw on interviews with the newly formed River Basin Council, regional government, PEIHAP, and civil society actors to understand why and how these differing water management paradigms coexist. We find that while the 2009 Water Resources Law labels large-scale irrigation infrastructure as an 'exceptional measure', this development continues to eclipse IWRM provisions of the new law. This uneasy coexistence reflects the parallel desires of the state to imbue water policy reform with international credibility via IWRM while also furthering economic development goals via largescale water infrastructure. While the participatory mechanisms and expertise of IWRM-inspired river basin councils have not been brought to bear on the approval and construction of PEIHAP, these institutions will play a crucial role in managing the myriad resource and social conflicts that are likely to result.

Animosity, antagonism, and avatars: teaching conflict management in second life.

Science.gov (United States)

Evans, Dena A; Curtis, Anthony R

2011-11-01

Conflict exists in all health care organizations and may take many forms, including lateral or horizontal violence. The Essentials of Baccalaureate Nursing Education identified the development of conflict resolution strategies as core knowledge required of the bachelor's of science in nursing generalist. However, learning the art of conflict management takes both time and practice. With competition for clinical space increasing, class time in short supply, and traditional clinical opportunities for teaching conflict management lacking, a virtual approach to teaching conflict resolution was explored through the use of Second Life®. The project presented here explored students' perceptions of this unique approach to learning conflict management and sought to examine the effectiveness of this teaching method. Copyright 2011, SLACK Incorporated.

Beyond territory and scarcity - exploring conflicts over natural resource management

DEFF Research Database (Denmark)

Ressources management, enviromental degradation, natural resources, conflicts, boundaries, Africa......Ressources management, enviromental degradation, natural resources, conflicts, boundaries, Africa...

Third-Party Incentive Strategies and Conflict Management in Africa

DEFF Research Database (Denmark)

Emmanuel, Nikolas G.

2016-01-01

Dr. Nikolas Emmanuel's examines the use of an incentives approach in managing intrastate conflict in Africa because in many cases, risks and costs make applications of hard power alone unfeasible. Furthermore, simply ignoring episodes of civil conflict in the hope that they will "burn themselves...... out"� does not appear to be a viable alternative. That said, both noncoercive and coercive incentive strategies exist and have been deployed by third parties in a variety of conflict situations. Such incentives seek to manage conflict by encouraging political bargaining. The clear intention...... parties can help manage conflicts. Second, it offers a typology of the available incentive strategies, classifying them along noncoercive and coercive lines. Thus, the article outlines the possibilities offered by an incentives approach, focusing on examples drawn from recent African cases....

The New Corporate Conflicts Management: The Use of Appropriate Methods for Prevention, Management and Resolution of Organizational Conflicts

Directory of Open Access Journals (Sweden)

Flavia Antonella Godinho Pereira

2016-11-01

Full Text Available The organizations become more aware of the rising cost of conflict (in economic, relational and human terms, so they are seeking to manage conflict more efficiently. The intent of this article is to present some Alternative Dispute Resolution methods and show how they may become valuable to business organizations. The conclusion is that the existence of conflict is a necessary catalyst that allows a company to survive and progress. The goal in dealing with the conflict is not to eliminate it, but to respond to it constructively.

Post-conflict affiliation as conflict management in captive bottlenose dolphins (Tursiops truncatus).

Science.gov (United States)

Yamamoto, Chisato; Morisaka, Tadamichi; Furuta, Keisuke; Ishibashi, Toshiaki; Yoshida, Akihiko; Taki, Michihiro; Mori, Yoshihisa; Amano, Masao

2015-09-22

Post-conflict affiliation between former opponents or between one of the former opponents and bystanders might have the function of conflict management, which reduces the costs associated with aggressions. One of the suggested functions of post-conflict affiliation is decreased renewed aggressions directed from aggressors to victims. However, the effect of post-conflict affiliation on renewed aggressions by victims has not been investigated. We examined whether post-conflict affiliations decreased the number of renewed aggressions initiated by winners or losers in captive bottlenose dolphins. Both winners and losers initiated renewed aggressions. However, these aggressions decreased after post-conflict affiliation between former opponents, initiated by bystanders to winners, initiated by losers to bystanders, and initiated by bystanders to losers. Post-conflict affiliation between former opponents is suggested to function as reconciliation. Post-conflict affiliation initiated by losers to bystanders is suggested to function as the protection of losers. Post-conflict affiliations initiated by bystanders to one of former opponents are suggested to function as both appeasement and protection of the opponent who affiliates with bystanders.

Team Conflict in ICT-Rich Environments: Roles of Technologies in Conflict Management

Science.gov (United States)

Correia, Ana-Paula

2008-01-01

This study looks at how an information and communication technologies (ICT)-rich environment impacts team conflict and conflict management strategies. A case study research method was used. Three teams, part of a graduate class in instructional design, participated in the study. Data were collected through observations of team meetings, interviews…

Managing Workplace Incivility: The Role of Conflict Management Styles--Antecedent or Antidote?

Science.gov (United States)

Trudel, Jeannie; Reio, Thomas G., Jr.

2011-01-01

The workforce of the 21st century is dealing with rapid changes and increased competition across industries. Such changes place stress on management and workers alike, increasing the potential for workplace conflict and deviant workplace behaviors, including incivility. The importance of effective conflict management in the workplace has been…

Task conflict and relationship conflict in top management teams: the pivotal role of intragroup trust.

Science.gov (United States)

Simons, T L; Peterson, R S

2000-02-01

Task conflict is usually associated with effective decisions, and relationship conflict is associated with poor decisions. The 2 conflict types are typically correlated in ongoing groups, however, which creates a prescriptive dilemma. Three explanations might account for this relationship--misattribution of task conflict as relationship conflict, harsh task conflict tactics triggering relationship conflict, and misattribution of relationship conflict as task conflict. The authors found that intragroup trust moderates the relationship between task conflict and relationship conflict in 70 top management teams. This result supports the "misattribution of task conflict" explanation. The authors also found a weak effect that is consistent with the argument that tactical choices drive the association between the 2 conflict types. We infer that trust is a key to gaining the benefits of task conflict without suffering the costs of relationship conflict.

Relationship between Communication Competence and Conflict Management Styles of School Principals

Science.gov (United States)

Uzun, Tevfik; Ayik, Ahmet

2017-01-01

Purpose: Determining the relationship between communication competence and conflict management styles of school principals, according to teacher perceptions, is important for school principals to effectively manage and foster a positive school environment. Conflicts are inevitable in all types of schools. Managing conflicts and maintaining…

Constructive Conflict Management and Coping in Homeless Children and Adolescents.

Science.gov (United States)

Horowitz, Sandra V.; And Others

1994-01-01

Presents findings concerning conflict management and coping behavior of homeless adolescents. Interviews with 176 families (mother-adolescent dyads) indicate peer conflict was the worst problem of the previous month. Homeless adolescents demonstrated conflict management and coping patterns differing in certain aspects from that described in the…

Conflict management: a primer for doctors in training

Science.gov (United States)

Saltman, D C; O'Dea, N A; Kidd, M R

2006-01-01

Conflict in the health arena is a growing concern and is well recognised for doctors in training. Its most extreme expression, workplace violence is on the increase. There is evidence that many conflicts remain unsatisfactorily resolved or unresolved, and result in ongoing issues for staff morale. This paper describes the nature of conflict in the health care system and identifies the difference between conflict and disagreement. Using a conflict resolution model, strategies for dealing with conflict as it arises are explored and tips are provided on how to effectively manage conflict to a satisfactory resolution for all parties. PMID:16397073

Conflict management: a primer for doctors in training.

Science.gov (United States)

Saltman, D C; O'Dea, N A; Kidd, M R

2006-01-01

Conflict in the health arena is a growing concern and is well recognised for doctors in training. Its most extreme expression, workplace violence is on the increase. There is evidence that many conflicts remain unsatisfactorily resolved or unresolved, and result in ongoing issues for staff morale. This paper describes the nature of conflict in the health care system and identifies the difference between conflict and disagreement. Using a conflict resolution model, strategies for dealing with conflict as it arises are explored and tips are provided on how to effectively manage conflict to a satisfactory resolution for all parties.

Greek-Turkish Crises since 1955. Implications for Greek-Turkish Conflict Management

Science.gov (United States)

1997-03-01

NAVAL POSTGRADUATE SCHOOL MONTEREY, CALIFORNIA THESIS GREEK-TURKISH CRISES SINCE 1955. IMPLICATIONS FOR GREEK-TURKISH CONFLICT MANAGEMENT by...EU, WEU) have only to gain from a Greek-Turkish rapprochement. 14. SUBJECT TERMS GrEek-Turkish RElATiONS, CRiSiS MANAgEMENT, CONfLICT management 15...crises, because the intended outcome of mediation attempts has been regional stability instead of Greek-Turkish conflict management . Power mediation

Modelling conflict management in design: an explicit approach

NARCIS (Netherlands)

Brazier, F.M.; van Langen, P.H.G.; Treur, J.

1995-01-01

This paper focusses on how conflicts that arise during a design process and the management of conflicts can be modelled. A number of possible conflict types are distinguished and it is described how each of them can be detected during the design process, using an explicit meta-representation.

Managing Workplace Conflict in the School Environment ...

African Journals Online (AJOL)

Managing Workplace Conflict in the School Environment: Challenges, ... Annals of Humanities and Development Studies ... in a working environment, differences in opinion, attitudes and beliefs are bound to ... Conflict, if constructively handled, can be very helpful in making necessary changes within the work environment.

Environmental conflicts: Key issues and management implications ...

African Journals Online (AJOL)

Environmental crises and problems throughout the world are widespread and increasing rapidly. In relation to these concerns, the article discusses the following aspects: people and the environment, environmental conflicts, climate change and environmental conflicts, and management implications. The section on people ...

Managing Workplace Conflict in the United States and Hong Kong.

Science.gov (United States)

Tinsley, Catherine H.; Brett, Jeanne M.

2001-07-01

We propose that managers have norms (standards of appropriate behavior) for resolving conflict, that these norms are culturally based, and that they explain cultural differences in conflict management outcomes. We confirm that the traditionally American norms of discussing parties' interests and synthesizing multiple issues were exhibited more strongly by American managers than by their Hong Kong Chinese counterparts. In addition, we confirm that the traditionally Chinese norms of concern for collective interests and concern for authority appeared more strongly among Hong Kong Chinese managers than among their American counterparts. American managers were more likely than Hong Kong Chinese managers, to resolve a greater number of issues and reach more integrative outcomes, while Hong Kong Chinese managers were more likely to involve higher management in conflict resolution. Culture had a significant effect on whether parties selected an integrative outcome rather than an outcome that involved distribution, compromise, higher management, or no resolution at all. Conflict norms explained the cultural differences that existed between reaching an integrative outcome and reaching an outcome involving distribution, compromise, or higher management; however, conflict norms did not fully explain the cultural differences that existed between reaching an integrative outcome and reaching no resolution. Copyright 2001 Academic Press.

The Collaborative Dimension of Conflict Management in the Educational System

Directory of Open Access Journals (Sweden)

Constanta POPESCU

2012-11-01

Full Text Available The increasing number of conflicts in an organization is an alarm signal for the managerial conduct management in the educational system, in which the specific line, drawn on losses in the human values prevailing over the financial ones, requires careful monitoring of the conflicting tensions even from the first signs of their occurrence. The conflict management in the educational space refers to the process of specific planning of the management activity for the purposes of increasing the probability of avoiding conflicts, of organizing steps to reduce, resolve and / or solve the manifesting conflicts, in "a manner as fair and expeditious as possible" and of implementing ways of impact pozitivation in the learning organization.

Conflict Detection and Resolution for Future Air Transportation Management

Science.gov (United States)

Krozel, Jimmy; Peters, Mark E.; Hunter, George

1997-01-01

With a Free Flight policy, the emphasis for air traffic control is shifting from active control to passive air traffic management with a policy of intervention by exception. Aircraft will be allowed to fly user preferred routes, as long as safety Alert Zones are not violated. If there is a potential conflict, two (or more) aircraft must be able to arrive at a solution for conflict resolution without controller intervention. Thus, decision aid tools are needed in Free Flight to detect and resolve conflicts, and several problems must be solved to develop such tools. In this report, we analyze and solve problems of proximity management, conflict detection, and conflict resolution under a Free Flight policy. For proximity management, we establish a system based on Delaunay Triangulations of aircraft at constant flight levels. Such a system provides a means for analyzing the neighbor relationships between aircraft and the nearby free space around air traffic which can be utilized later in conflict resolution. For conflict detection, we perform both 2-dimensional and 3-dimensional analyses based on the penetration of the Protected Airspace Zone. Both deterministic and non-deterministic analyses are performed. We investigate several types of conflict warnings including tactical warnings prior to penetrating the Protected Airspace Zone, methods based on the reachability overlap of both aircraft, and conflict probability maps to establish strategic Alert Zones around aircraft.

Conflict management styles in the health professions.

Science.gov (United States)

Sportsman, Susan; Hamilton, Patti

2007-01-01

The purpose of the study was to determine prevalent conflict management styles chosen by students in nursing and to contrast these styles with those chosen by students in allied health professions. The associations among the level of professional health care education and the style chosen were also determined. A convenience sample of 126 students in a comprehensive university completed the Thomas-Kilmann Conflict Mode Instrument (TKI), which requires respondents to choose behaviors most characteristic of their response to conflict and classifies these behaviors as one of five styles. There was no significant difference between the prevalent conflict management styles chosen by graduate and undergraduate nursing students and those in allied health. Some of the students were already licensed in their discipline; others had not yet taken a licensing exam. Licensure and educational level were not associated with choice of styles. Women and men had similar preferences. The prevalent style for nursing students was compromise, followed by avoidance. In contrast, avoidance, followed by compromise and accommodation, was the prevalent style for allied health students. When compared to the TKI norms, slightly more than one half of all participants chose two or more conflict management styles, commonly avoidance and accommodation at the 75th percentile or above. Only 9.8% of the participants chose collaboration at that level. Implications for nurse educators, researchers, and administrators are discussed.

Towards managing diversity: Cultural aspects of conflict management in organizations

Directory of Open Access Journals (Sweden)

Dorothea Hamdorf

2003-10-01

Full Text Available This study investigated cultural aspects of conflict management in organizations in response to the growing need for an understanding of how people from diverse cultural backgrounds can work together without the often-resulting problem of intercultural conflict. Culture was evaluated through self-assessments of how independent or interdependent the subjects were (Markus & Kitayama, 1991, and conflict behavior through eight conflict management styles: dominating, integrating, compromising, avoiding, obliging, emotion, neglect and third-party help (Rahim, 1983; Ting-Toomey et al., 2000. Furthermore, drawing upon face-negotiation theory (Ting-Toomey, 1988; Ting-Toomey & Kurogi, 1998, a test was made of whether self-face, other-face and mutual-face concerns could explain cultural differences in conflict behavior. A total of 185 professionals from different countries completed an Internet questionnaire. An exploratory factor analysis of the eight styles revealed three factors which seem to describe direct, indirect and integrating plus compromising conflict behaviors. In line with this study's hypotheses, persons with a tendency to act independently mentioned direct styles, as well as integrating, and persons with a tendency to act interdependently mentioned indirect styles in addition to integrating and compromising. Furthermore, a concern for self-face maintenance was related to direct conflict behavior, a concern for other-face maintenance to indirect conflict behavior, and a concern for mutual-face maintenance to integrating and compromising. However, persons with a tendency to act independently do not seem to be particularly concerned about self-face maintenance. Persons with a tendency to act interdependently, on the other hand, show other- and mutual-face concerns in conflict situations. It was concluded that face concerns do play a crucial role, but mainly in explaining the conflict behavior of persons with a tendency to act interdependently

Adolescents' Conflict Management Styles with Mothers: Longitudinal Associations with Parenting and Reactance.

Science.gov (United States)

Missotten, Lies Christine; Luyckx, Koen; Branje, Susan; Van Petegem, Stijn

2018-02-01

Adolescents' conflict management styles with parents are assumed to have an important impact on the quality of the parent-adolescent relationship and on adolescents' psychosocial development. Longitudinal research investigating possible determinants of these conflict management skills is scarce. The parenting context and adolescents' tendency to reject maternal authority are expected to shape adolescents' conflict management styles. Therefore, the present three-wave longitudinal study focuses on how parenting and adolescents' reactance relates to adolescents' conflict management styles and conflict frequency with mothers over time, and whether reactance may also explain the associations between parenting and certain conflict variables. We addressed these research questions by using a hybrid cross-lagged panel model with parenting as a latent variable (i.e., supportive parenting) and the other variables as manifest variables. Supportive parenting was measured by four well-known parenting dimensions: autonomy support, responsiveness, psychological control, and harsh control. Four conflict styles were investigated: positive problem solving, withdrawal, conflict engagement, and compliance. Questionnaires were completed by 812 adolescents at three annual waves (52% girls at Time 1). Supportive parenting was associated with fewer conflicts, more positive problem solving, and less compliance and reactance over time. Reactance was associated with more conflicts, conflict engagement and withdrawal, and less compliance. We did not find evidence for the mediating role of reactance in the over-time associations between parenting and adolescents' conflict management and frequency. Both parenting and reactance appeared important and unique determinants for adolescents' conflict management styles and frequency.

Survey of relationship between principals’ demographic characteristics and conflict management style choices

OpenAIRE

SEDIGHEH MOKHTARPOUR; MOHSEN KHADEMI; HOSSEIN MOKHTARPOUR

2013-01-01

Introduction: Conflict is inevitable in workplaces and it is very important to manage it in a proper way to minimize the problems that might arise. The aim of this research is surveying the relationship between principals’ demographic characteristics and the choice of conflict management styles. Methods: The statistical society included 213 employed principals of Shiraz high schools. The data on conflict management style choices were gathered using the conflict management qu...

Managing Religious Conflicts in Nigeria: The Inter-Religious ...

African Journals Online (AJOL)

2015-05-29

May 29, 2015 ... pay special attention to this challenge by putting in place innovative structures ... mediation strategy in terms of religious conflict management, prevention ..... Peace Moves towards Resolving Religious Conflicts in Nigeria.

Conflicts and conflict management in the collaboration between nurses and physicians - a qualitative study.

Science.gov (United States)

Leever, A M; Hulst, M V D; Berendsen, A J; Boendemaker, P M; Roodenburg, J L N; Pols, J

2010-11-01

In health care, optimal collaboration between nurses and physicians is crucial in the quality of the care process – but not self-generating. Little is known about how health-care professionals cope with conflicts within their collaboration. This qualitative study investigates the way nurses and physicians cope with conflict and clarifies the determinants of conflict management styles. All respondents formulate clear expectations which in their opinion are essential to collaboration. When collaboration leads to disagreement, physicians and nurses choose between ignoring the conflict or engaging in it. Choice is determined by five factors: the influence of oneself, the influence of the other, the nature of the conflict, the context of conflict, and personal motives.

Conflict management: A panacea to development | Aboh | Sophia ...

African Journals Online (AJOL)

Conflict or disagreement is as old as man and as such its management or resolution is a panacea to the development of a people. Secondly, conflict or war is an aspect of inter-group relationship. The implication of the above is that conflict is inevitable as long as ideas, options, custom and traditions differ from one group to ...

Conflict management styles of Asian and Asian American nurses: implications for the nurse manager.

Science.gov (United States)

Xu, Yu; Davidhizar, Ruth

2004-01-01

Foreign nurses and American nurses who are culturally diverse make up an increasing number of the US nursing workforce. Of foreign nurses, Asians constitute the largest number. Conflict is an inevitable aspect of human relations in health care settings. Nurses and other health team members with diverse cultural background bring to the workplace different conflict behaviors that directly impact the outcomes of conflicts. It is essential for health care team members and managers to be cognizant of different conflict behaviors as well as different conflict management styles so that strategies can be designed to build a culturally diverse health care team that is able to effectively achieve group and organizational objectives.

Conflict management styles among Iranian critical care nursing staff: a cross-sectional study.

Science.gov (United States)

Ahanchian, Mohammad Reza; Emami Zeydi, Amir; Armat, Mohammad Reza

2015-01-01

Conflict among nurses has been recognized as an extremely important issue within health care settings throughout the world. Identifying the conflict management style would be a key strategy for conflict management. The aim of this study was to evaluate the prevalence of conflict management styles and its related factors among Iranian critical care nursing staff. In a descriptive cross-sectional study, a total of 149 critical care nurses who worked in the critical care units of 4 teaching hospitals in Sari (Iran) were evaluated. A 2-part self-reported questionnaire including personal information and Rahim Organizational Conflict Inventory II was used for data collection. Although Iranian critical care nurses used all 5 conflict management styles to manage conflict with their peers, the collaborating style was the most prevalent conflict management style used by them, followed by compromising, accommodating, avoiding, and competing. Male gender was a predictor for both compromising and competing styles, whereas position and shift time were significant predictors for compromising and competing styles, respectively. Based on the results of this study, nurse managers need to take these factors into account in designing programs to help nurses constructively manage unavoidable conflicts in health care setting.

Let's Resolve Conflicts Together: Middle School Classroom Activities. Conflict Management Week, May 1-7, 2000.

Science.gov (United States)

Ohio Commission on Dispute Resolution and Conflict Management, Columbus.

Conflict is a natural and inevitable part of living, but managing conflict is difficult for many people because they have not been taught how to resolve differences in cooperative, nonviolent ways. Communication problems can lead to misunderstanding and make conflicts more difficult to resolve. The Governor of Ohio has designated May 1-7, 2000 as…

Development and initial validation of a cognitive-based work-nonwork conflict scale.

Science.gov (United States)

Ezzedeen, Souha R; Swiercz, Paul M

2007-06-01

Current research related to work and life outside work specifies three types of work-nonwork conflict: time, strain, and behavior-based. Overlooked in these models is a cognitive-based type of conflict whereby individuals experience work-nonwork conflict from cognitive preoccupation with work. Four studies on six different groups (N=549) were undertaken to develop and validate an initial measure of this construct. Structural equation modeling confirmed a two-factor, nine-item scale. Hypotheses regarding cognitive-based conflict's relationship with life satisfaction, work involvement, work-nonwork conflict, and work hours were supported. The relationship with knowledge work was partially supported in that only the cognitive dimension of cognitive-based conflict was related to extent of knowledge work. Hypotheses regarding cognitive-based conflict's relationship with family demands were rejected in that the cognitive dimension correlated positively rather than negatively with number of dependent children and perceived family demands. The study provides encouraging preliminary evidence of scale validity.

Organizational Conflict In Local Management Budget Planning In Raja Ampat Regency

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Baba

2015-01-01

Full Text Available ABSTRACT Local government leadership in Raja Ampat based on the writers observation yet effectively perform conflict resolution organizations in the area of financial management. This is evident from the acquisition of predicate disclaimer that occur repeatedly. Disclaimer predicate occurs repeatedly in the area of financial management in Raja Ampat because the local government leadership has not been effective in reducing conflicts that have a negative effect on the performance of individuals and the performance of positions in all SKPDs not implementing more effective management strategies in order to moderate the conflict related to disagreements about the task policy and other organizational issues and less effective in stimulating the learning process SKPDs level with regard to financial management area. Based on the above description organizational conflict studies in the area of financial management in Raja Ampat is important and urgent to do. The importance of this study because of financial management in Raja Ampat still face the task of conflict situations and conflict relations in the budget planning. The purpose of this study is to 1 Describe the forms of organizational conflicts in planning budget in Raja Ampat.2 Describe the sources of conflict in the organization of planning budget in Raja Ampat. 3 Analyze the conflict resolution organizations in planning budget in Raja Ampat. Based on several conclusions can be drawn as follows 1In the budget planning are forms of task conflict and relationship conflict. 2 Sources of conflict in the budget planning is the difference in the organizations goals criteria that do not work worth it and the inequality of treatment between sub-units. 3 Conflict resolution is a budget planning by providing an understanding of the meaning-Term Development Plan and the area and ask for advice and input from the Regent to accommodate the pricing to be more flexible to adjust to market conditions and the

Communication and Conflict Management in Local Public Organizations

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Gabriela HENER

2010-06-01

Full Text Available Intra-organizational conflict within public institutions represents a topic that, until recently, has been rather ignored in Romania. This article is trying to present the multiple role of communication in solving, controlling and preventing conflicts in local public organizations. The paper presents a set of theoretical models (of conflict and communication in organizations and, based on the data offered by an organizational diagnosis-type research, analyzes the role of communication processes in conflict management and prevention.

The Development of the Post-Divorce Parental Conflict Scale.

Science.gov (United States)

Sonnenblick, Renee; Schwarz, J. Conrad

One difficulty in studying the long-term impact of divorce on children has been the lack of a reliable and valid measure of parental conflict for divorced parents. Items for a post-divorce conflict scale were written and tested using 32 male and 63 female college students from divorced families for Study 1 and 60 male and 75 female students from…

Çatışmanın Sebepleri ve Yönetimi = The Reasons for Conflict and Conflict Management

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Ercan ERGÜN

2000-06-01

Full Text Available This study has been conducted in order to investigate the nature, types, reasons and parties of conflict, and thus to contribute to the conflict management. After defining the concept of conflict as "a struggle in the form of a limited competition" or "disagreement or discord among the parties" , this article has mentioned the fact that conflict is unavoidable and also if managed properly, it can bring to the organization some functional advantage. In this respect, we conducted a questionnaire study among 120 employees in an industrial firm, some significant findings about reasons and resolution methods of conflict have come out.

Task and relationship conflict at work: Development and construct validation of a German version of Jehn’s intragroup conflict scale.

NARCIS (Netherlands)

Lehmann-Willenbrock, N.K.; Grohmann, A.; Kauffeld, S.

2011-01-01

The distinction between task and relationship conflict is well established. Based on Jehn’s (1995) intragroup conflict scale, we developed an economic six-item questionnaire for assessing relationship and task conflict in work groups. Confirmatory factor analysis was performed on data from a

Integrating impact assessment and conflict management in urban planning: Experiences from Finland

International Nuclear Information System (INIS)

Peltonen, Lasse; Sairinen, Rauno

2010-01-01

The article examines the interlinkages between recent developments in conflict management and impact assessment procedures in the context of urban planning in Finland. It sets out by introducing the fields of impact assessment and conflict mediation. It then proceeds to discuss the development of impact assessment practices and the status of conflict mediation in Finnish land use planning. The case of Korteniitty infill development plan in Jyvaeskylae is used to demonstrate how the Finnish planning system operates in conflict situations - and how social impact assessment can contribute to managing planning conflicts. The authors ask how the processes of impact assessment contribute to conflict management. Based on the Finnish experience, it is argued that social impact assessment of land use plans can contribute to conflict management, especially in the absence of institutionalised conflict mediation processes. In addition, SIA may acquire features of conflict mediation, depending on extent and intensity of stakeholder participation in the process, and the quality of linkages it between knowledge production and decision-making. Simultaneously, conflict mediation practices and theoretical insights can inform the application of SIA to help it address land use conflicts more consciously.

An empirical study to measure the relationship between management style and conflict management

OpenAIRE

Saeed Moghaddas Pour; Alireza Bakhshi Zadeh; Elham Barati

2012-01-01

Leadership plays an important role among five main components of management. These days, many organizations try to resolve any existing conflicts through adapting an appropriate leadership strategy. During the past few years, there are increasing interests in examining the relationship between management style and conflict management. The proposed study of this paper performs an empirical study to find the relationship between relationship-oriented leadership style and solution-oriented strat...

[Styles of conflict management among nurses. Instrument validation].

Science.gov (United States)

Francisco, M T; Clos, A C; dos Santos, I; Larrubia, E de O

1997-01-01

The present study has as an object the modalities of conflict administration adopted by nurses in professional praxis. Considering the Management Grid Theory (BLAKE & MOUNTON, 1978), the conflict can be solved in different levels of quality or even, not solved, influenced by the manager behavior model. It is intended to identify nurses managing styles in conflict administration, analyzing their interactions. A questionnaire composed with 25 items, in its majority of popular adagios which express the five basic models of the Management Grid, has been tested. The research was run at the Rio de Janeiro State University Pedro Ernesto University Hospital from June, 1996 to August, 1997, and descriptive method and check-list schedule type functional analysis technique have been used. The factorial analysis of items has showed an occurrence of eight interdependent factors which designing the following styles that have been adopted by nurses: confrontation, negotiation, facing, conciliation, manipulation, acceptance, submission and withdrawing. The authors recommend data collect instrument revalidation.

Case-based Influence in Conflict Management

Science.gov (United States)

2014-10-31

AFRL-OSR-VA-TR-2014-0337 CASE-BASED INFLUENCE IN CONFLICT MANAGEMENT Robert Axelrod ARTIS RESEARCH & RISK MODELING Final Report 10/31/2014...FA9550-10-1-0373 Dr. Robert Axelrod - PI Dr. Richard Davis- PD ARTIS Research & Risk Modeling ARTIS 5741 Canyon Ridge North Cave Creek, AZ 85331-9318...analysis of the timing of cyber conflict that quickly received attention from over 30 countries. 3 1 Axelrod , Final Report and Publications Final

Impact of Conflict Management Strategies on the Generation Mechanism of Miners' Unsafe Behavior Tendency

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Li, Ji-Zu; Zhang, Ya-Ping; Liu, Xiao-Guang; Liu, Yao-Long; Wang, Tian-Ri

2017-01-01

In this paper, we examine the relationship between the generation mechanism of miners' unsafe behavior tendency and conflict management strategies, including cooperative conflict management strategy, competitive conflict management strategy and avoidant conflict management strategy. Miners from 3 collieries in Shanxi province completed a…

Managing Conflict with Direct Reports. For the Practicing Manager. An Ideas into Action Guidebook.

Science.gov (United States)

Popejoy, Barbara; McManigle, Brenda J.

Conflict is inevitable when people work together because they have different points of view, values, and ways of working. Resolving conflicts can be extremely difficult because of these differences. This short guidebook addresses ways successful leaders can work to manage conflict in the workplace, in particular conflict with people who report to…

Hydropolitics and Conflict Management in Transboundary River Basins

NARCIS (Netherlands)

Mianabadi, H.

2016-01-01

This thesis set out to develop methodologies that promote cooperation, peace and development instead of conflict and violence in transboundary water resources management. In particular, its objectives were the following: o To examine and understand the complexity of water systems and water conflict

Principals and Conflict Management: Do Preparation Programs Do Enough?

Science.gov (United States)

Anderson, Michael J.

2007-01-01

Conflict management is among the skills necessary for the development of successful school leaders. Those in campus leadership positions are certain to face conflict situations on a regular basis. This study focused on four questions about conflict in the professional lives of campus administrators: (1) What is the frequency of conflict…

Causes, effects and management of conflict among educators in the Mafikeng District / Simon Kelepile Manyedi

OpenAIRE

Manyedi, Simon Kelepile

2006-01-01

The purpose of this study is to investigate the causes, effects and management of conflict among school based educators. The dissertation acknowledge the existence of conflict in every human interaction. Conflict in organizations should be managed systematically. An appropriate approach in conflict management should aim at enhancing the benefits of conflict. The study aimed at determining whether site-managers possess the essential skill of managing healthy conflict while de...

Conflict in Protected Areas: Who Says Co-Management Does Not Work?

OpenAIRE

De Pourcq, Kobe; Thomas, Evert; Arts, Bas; Vranckx, An; L?on-Sicard, Tomas; Van Damme, Patrick

2015-01-01

Natural resource-related conflicts can be extremely destructive and undermine environmental protection. Since the 1990 s co-management schemes, whereby the management of resources is shared by public and/or private sector stakeholders, have been a main strategy for reducing these conflicts worldwide. Despite initial high hopes, in recent years co-management has been perceived as falling short of expectations. However, systematic assessments of its role in conflict prevention or mitigation are...

An integrative review on conflict management styles among nursing students: Implications for nurse education.

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Labrague, Leodoro J; McEnroe-Petitte, Denise M

2017-12-01

Nurse education plays a critical role in the achievement of conflict management skills in nursing students. However, a wider perspective on this concept has not been explored. This paper is a report of a review appraising and synthesizing existing empirical studies describing conflict management styles among nursing students. An integrative review method guided this review. Five (5) bibliographic databases (CINAHL, Medline, Psych Info, Embase and SCOPUS) were searched to locate relevant articles. An electronic database search was performed in December 2016 to locate studies published from 2007 onwards. The search words included: 'conflict', 'management resolution', 'management style', 'management strategy', 'nursing', 'student'. Thirteen (13) articles met the inclusion criteria. Nursing students preferred 'constructive/positive conflict management styles' when handling conflicts. However, more studies are needed to identify factors that may affect their choice of styles. Further, this review emphasizes the need for empirical studies to identify appropriate interventions that would effectively enhance nursing students' skills in managing conflicts using rigorous methods. Nursing faculty play a critical role in teaching, training, and modeling constructive conflict resolution styles in nursing students. Simulation scenarios, reflective exercises, and role playing may be useful to facilitate such learning in choosing constructive conflict management styles. Structured training programme on conflict management will assist nursing students develop positive conflict management styles. Copyright © 2017 Elsevier Ltd. All rights reserved.

Conflict in Protected Areas: Who Says Co-Management Does Not Work?

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Kobe De Pourcq

Full Text Available Natural resource-related conflicts can be extremely destructive and undermine environmental protection. Since the 1990 s co-management schemes, whereby the management of resources is shared by public and/or private sector stakeholders, have been a main strategy for reducing these conflicts worldwide. Despite initial high hopes, in recent years co-management has been perceived as falling short of expectations. However, systematic assessments of its role in conflict prevention or mitigation are non-existent. Interviews with 584 residents from ten protected areas in Colombia revealed that co-management can be successful in reducing conflict at grassroots level, as long as some critical enabling conditions, such as effective participation in the co-management process, are fulfilled not only on paper but also by praxis. We hope these findings will re-incentivize global efforts to make co-management work in protected areas and other common pool resource contexts, such as fisheries, agriculture, forestry and water management.

Survey of relationship between principals’ demographic characteristics and conflict management style choices

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SEDIGHEH MOKHTARPOUR

2013-04-01

Full Text Available Introduction: Conflict is inevitable in workplaces and it is very important to manage it in a proper way to minimize the problems that might arise. The aim of this research is surveying the relationship between principals’ demographic characteristics and the choice of conflict management styles. Methods: The statistical society included 213 employed principals of Shiraz high schools. The data on conflict management style choices were gathered using the conflict management questionnaire. The t-test, ANOVA and regression were used to analyze the data. Results: The results of this research showed that the compromise style was the most frequently used method by principals followed by collaboration and accommodation, domination and avoidance, respectively. There was a significant association between the principals’ level of income and the use of collaboration and accommodation styles. There was a statistically significant difference between gender and the use of the five fold approach in the domination style. Overall, there was a significant association between the principals’ demographic characteristics and the conflict management style choices. Concolusion: The principals should notice that conflict is inevitable in organizations and they should consider the opinions and ideas of both parties involved in the conflict. So the best approach for conflict management by principals is to pay attention to its outcomes and choose the style which has the most benefit for the involved parties.

CONFLICT MANAGEMENT IN SCHOOL ORGANISATION IN ...

African Journals Online (AJOL)

GRACE

Department of Training and Research,. National Institute for ... management techniques for ameliorating the phenomena called conflict in .... resources allocation, classroom allocation and/or subject allocations to mention but a few. Although ...

Longitudinal Transmission of Conflict Management Styles Across Inter-Parental and Adolescent Relationships.

Science.gov (United States)

Staats, Soundry; van der Valk, Inge E; Meeus, Wim H J; Branje, Susan J T

2018-03-01

This study longitudinally investigated transmission of conflict management styles across inter-parental, adolescent-parent, adolescent-friend, and adolescent-partner relationships. During four waves, 799 middle-to-late adolescents (M age-t1  = 15.80; 54% boys) and their parents completed the Conflict Resolution Style Inventory. Cross-lagged path analyses indicated transmission of adolescent conflict management styles in relationships with parents to relationships with friends and romantic partners: Positive problem solving and conflict engagement utilized by adolescents in conflicts with parents were significantly, positively related to, respectively, adolescent positive problem solving and conflict engagement in relationships with friends 1 year later and relationships with partners 2 years later. Thus, the study showed that the way adolescents manage conflicts with parents predicts how they handle conflicts later in relationships outside the family. © 2017 The Authors. Journal of Research on Adolescence © 2017 Society for Research on Adolescence.

Teaching Cross-Cultural Conflict Management Skills.

Science.gov (United States)

Victor, David A.

One of the most important areas for business educators to address in preparing their students to compete effectively in world markets is cross-cultural negotiating and conflict management. To do so, teachers must prepare students to understand the markets into which they enter as managers. The objective is not to learn a great deal about one…

Communication and conflict management in the family: Implications ...

African Journals Online (AJOL)

This paper assesses communication and conflict management in the family within the framework of implications for national development using a simple random sample of 400 respondents. Findings show that conflict is an inevitable characteristic of the family. However, it has been noted that effective communication would ...

The Role of Women in Water Management and Conflict Resolution in Marsabit, Kenya

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Yerian, Sarah; Hennink, Monique; Greene, Leslie E.; Kiptugen, Daniel; Buri, Jared; Freeman, Matthew C.

2014-12-01

We employed qualitative methods to explore how conflict over water collection and use impacts women, and the role that women play in water management and conflict resolution in Marsabit, Kenya. Conflicts between domestic and livestock water led to insufficient water for domestic use and intra-household conflict. Women's contributions to water management were valued, especially through informal initiatives, though involvement in statutory water management committees was not culturally appropriate. Promoting culturally appropriate ways to involve women in water management, rather than merely increasing the percentage of women on water committee, may reduce conflicts and increase women's access to domestic water supplies.

Do personality traits of nurses have an effect on conflict management strategies?

Science.gov (United States)

Erdenk, Nigar; Altuntaş, Serap

2017-07-01

This research was conducted in a descriptive, correlational and cross-sectional design to determine whether personality traits of nurses have an effect on conflict management strategies. It is known that integration, avoidance and compromise conflict management strategies are the most frequent strategies used among nurses and obligation and domination are the least frequent. However, the reasons behind their strategy choice are not known. It is predicted that one of the reasons is the personality characteristics of the nurses. The study was conducted with the participation of 237 nurses working in three different hospitals. Research data were collected by using the 'Personal Information Form', 'Rahim Organisational Conflict Inventory-II' and 'Five Factor Personality Inventory' between December 2013 and February 2014. Ethical approval and the organisations' approvals were obtained before data collection. The collected data were analysed using frequency and percentage distributions, descriptive statistics, Pearson product-moment correlation analysis, t-test, Cronbach's alpha coefficient and simple linear regression analysis tests. The majority of nurses had conflict especially with patients' relatives several times a month. It was found that the personality traits of nurses were mostly 'conscientiousness' and 'openness' and when they had a conflict, they tended to use 'integration' strategy. It was also found that the personality traits of nurses had an effect on some of the conflict management strategies adopted by them. It was found that the personality traits of nurses had an effect on some conflict management strategies adopted by them. Nurse managers should support nurses who adopt appropriate conflict management strategies and there should be conflict management programmes that can teach appropriate skills to other nurses. © 2017 John Wiley & Sons Ltd.

Conflict coaching training for nurse managers: a case study of a two-hospital health system.

Science.gov (United States)

Brinkert, Ross

2011-01-01

This study evaluated the application of the Comprehensive Conflict Coaching model in a hospital environment. Conflict coaching involves a coach working with a client to improve the client's conflict understanding, interaction strategies and/or interaction skills. The training of nurse managers as conflict coaches is an innovative continuing education programme that partially addresses conflict-related concerns in nursing. Twenty nurse managers trained as conflict coaches and each coached a supervisee. Qualitative data were gathered from nurse managers, supervisees and senior nursing leaders over an 8-month period and organized using standard programme evaluation themes. Benefits included supervisor conflict coaching competency and enhanced conflict communication competency for nurse managers and supervisees facing specific conflict situations. Challenges included the management of programme tensions. Additional benefits and challenges are discussed, along with study limitations. Conflict coaching was a practical and effective means of developing the conflict communication competencies of nurse managers and supervisees. Additional research is needed. Conflict is common in nursing. Conflict coaching is a new conflict communication and supervision intervention that demonstrates initial promise. Conflict coaching seems to work best when supported by a positive conflict culture and integrated with other conflict intervention processes. © 2010 The Author. Journal compilation © 2010 Blackwell Publishing Ltd.

Conflict Avoidance and University Management.

Science.gov (United States)

Tagliacozzo, Daisy M.

The conditions that intensify conflict avoidance by the central administration in making strategic decisions, and the consequences of such avoidance for the management of college affairs, are discussed. The implication of an emerging decision-making style for adapting the organization to changing environments is also considered. Some of the…

Conflict Management Styles in an HBCU HSI Community College Setting

Science.gov (United States)

Schmittou, Natasha P.

2012-01-01

The purpose of this quantitative study is to investigate the conflict management styles in an HBCU and HSI community college and how gender, power position, age, educational level, and ethnicity influence conflict management. A convenience sample of 80 administrators and 220 subordinates completed an electronic demographic survey and the…

Conflict Approaches of Effective Project Manager in the Upstream Sector of Indonesian Oil & Gas Industry

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Adhi Cahyono

2012-10-01

Full Text Available Conflict can be functional or dysfunctional to the organization’s performance. This study focused on the relationship between conflict approaches implemented by the project manager based on project team member’s perception on the effectiveness of the project manager in managing project’s conflict. Questionnaires were modified from Barker et al. (1988 to measure conflict management approaches and outcomes of managing project conflict. Data were gathered from 57 respondents who worked in the Engineering, Procurement, and Construction (EPC contractors serving the upstream sector of the Oil and Gas industry in Indonesia. By using Pearson correlation, result of this study indicated that project managers were perceived to be effective in managing project conflict when implementing cooperative and confi rmative approaches, but ineffective when combining competitive and avoidance approaches. Further research should investigate correlation between cultural dimensions with conflict approaches and outcomes of managing conflict.

A helping hand? : the moderating role of leaders' conflict management behavior on the conflict-stress relationship of employees

NARCIS (Netherlands)

Römer, M.; Rispens, S.; Giebels, E.; Euwema, M.

2012-01-01

Interpersonal conflict between colleagues within organizations negatively affects employee well-being (e.g., stress). It is unclear how leaders' third-party conflict management behaviors influence the relationship between employee conflict and well-being. In this study, we examine the effects of

Conflict Approaches of Effective Project Manager in the Upstream Sector of Indonesian Oil & Gas Industry

OpenAIRE

Adhi Cahyono; Yanki Hartijasti

2012-01-01

Conflict can be functional or dysfunctional to the organization’s performance. This study focused on the relationship between conflict approaches implemented by the project manager based on project team member’s perception on the effectiveness of the project manager in managing project’s conflict. Questionnaires were modified from Barker et al. (1988) to measure conflict management approaches and outcomes of managing project conflict. Data were gathered from 57 respondents w...

Conflict management in natural resources : a study of land, water and forest conflicts in Nepal

OpenAIRE

Upreti, B.R.

2001-01-01

This book is based on the research into natural resource (NR)-conflict carried out between 1997 and 2000 in the Dolakha district of central Nepal, and in several reference sites around the country. The study focussed especially on land, water and forest/pasture conflicts and their resolution/management practices. Five inter-connected conflict cases related to irrigation, Guthi -land, spring water source and forest-pasture land were examined and compared with elev...

Perceived sources of conflict among academic and management ...

African Journals Online (AJOL)

Perceived sources of conflict among academic and management staff in colleges of education in Borno state, Nigeria. ... To what extent do male and female academic staff differ on the perceived sources of conflict? The study adopted an exploratory ... Chi-Square was computed to test for sex differences. The study found ...

A Study of Interpersonal Conflict Among Operating Room Nurses.

Science.gov (United States)

Chang, Tsui-Fen; Chen, Chung-Kuang; Chen, Ming-Jia

2017-12-01

Team collaboration is an important factor that affects the performance of the operating room (OR). Therefore, the ability of OR nurses to adapt to and manage interpersonal conflict incidents properly is very important. The aims of this study were to investigate the interpersonal conflict management capabilities of OR nursing staffs and to find the relationships among the demographics of OR nurses and the following: work-related variables, interpersonal conflict management style, and target of interpersonal conflict. This study investigated 201 OR nurses who had worked for more than 6 months at the target hospitals, which were located in the three counties of Changhua, Yunlin, and Chiayi. The questionnaire that was used to collect data included three components: a demographic and work-related variables survey, interpersonal conflict management factor analysis scale, and interpersonal conflict parties and frequency scale. Data were analyzed using independent t test, analysis of variance, Scheffe's test, and Pearson's correlation coefficient. The main findings were as follows: (a) Integration and arbitration were the major interpersonal conflict management strategies adopted by the participants; (b) medical doctor, OR nurses, and anesthetists were the primary targets of conflict for the participants; (c) the factors of educational background, job position, experience in other departments, seniority, attending courses in conflict management, and level of hospital significantly affected the strategies that participants used to manage interpersonal conflict; and (d) license level, experience in other departments, seniority, and inclination toward serving in the OR were each found to relate significantly to the target of interpersonal conflict and the frequency of interpersonal conflict incidents. The main implications of this study are as follows: (a) The environment for communication in the OR should be made more friendly to encourage junior OR nurses to adopt

The Relationship Between the Occurrence of Conflicts in the Work Unit, the Conflict Management Styles in the Work Unit and Workplace Bullying

Directory of Open Access Journals (Sweden)

Elfi Baillien

2010-12-01

Full Text Available The current study examines the relationship between the occurrence of conflicts in the work unit and conflict management styles in the work unit, and workplace bullying. First, we assume a positive relationship between the occurrence of conflicts and bullying; and that the conflict management styles 'fighting', 'avoiding' and 'yielding' associate positively and 'problem solving' associates negatively with bullying. Second, we expect that the work unit's conflict management styles moderate the relationship between the occurrence of conflicts and bullying. Results ('N' = 942 revealed a positive association between the occurrence of conflicts and bullying, as well as between fighting and bullying. Problem solving related negatively with bullying. Unexpectedly, we found no moderation. Our findings suggest that particularly the occurrence of conflicts relate to bullying, which may be owed to a strong negative connotation associated with (many conflicts at work or to its negative impact on the work unit's social climate. Organisations may also encourage problem solving and discourage fighting to prevent bullying.

Reaching out Merits of Information Technology: Conflict Management in Schools

Science.gov (United States)

Vaiz, Mehmet Ekin; Altinay, Zehra

2017-01-01

The aim of this study was to examine the attitudes of headmasters in conflict management process within the school culture. The study has qualitative nature through the interviews with 76 teachers on the leadership and conflict management strategies of the headmasters. Within the framework of action learning and learning organization of a school…

Role of Managers in Solving Conflicts in the Organizations

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Pelin ŞAHİN YARBAĞ

2015-01-01

Full Text Available Conflict means a clash of opinions in the simplest term. It is clear that clash of opinions will be everywhere if human is there and this will cause conflicts. In that case, it is possible and should be expected there will be conflicts in the organizations in which many different people work together, have different cultures and world views, with different education and equipments, different expectations and purposes. Firstly, this study defines conflict and conflict in the organization. It tries to emphasize the importance of the issue of conflict in the organization by focusing on reasons, sources, types and phases of the conflicts. The cause-effect relations are examined and suggestions for both managers and academicians are provided.

Comparison of Conflict Management Strategies of Physical Education Office Managers Based on some Demographic Characteristics

OpenAIRE

Fatemeh Ghorbanalizadeh Ghaziani; Mohsen Moadi; Siavash Khodaparast Sareshkeh

2013-01-01

The purpose of study was comparison of conflict management strategies of physical education office managers based on their some demographic characteristics. All of managers of physical education office of Mazandaran (n = 15) and Guilan (n = 16) province and their assistant [(n = 15) and (n =16) respectively] response to Putnam and Wilson’s “organizational communication conflict instrument (OCCI)”.Analysis showed that Mazandaran’s and Guilan’s managers and their assistant hadn’t differences to...

Prevention and management of conflicts in the field of municipal services

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V. A. Lobyzenkova

2016-01-01

Full Text Available Currently, it is difficult to imagine the existence of people, organizations, societies without conflicts. By themselves, these differences and contradictions can be a positive factor in the development of relations between people and those groups and organizations to which they are united. However, becoming sharp, they can interfere with the successful collaboration and lead to conflict. As many volume categories, the concept of conflict has many definitions and interpretations. One of them defines conflict as a lack of agreement between two or more parties that may be specific individuals or groups. Others invest in the conflict procedure, activity be suitable, considering the conflict active actions of each party sharing of their goals. A colored strong emotional feelings. Summarizing the different points of view, the authors referred to have conflict as a way to interact in the presence of contradictions and incompatible views, positions and interests, as a confrontation between interconnected, but following their purpose two or more parties. Exploring the theoretical side of the conflict, the article notes that it is a meaningful way to determine the object and subject of the conflict. In this regard reveals the content of the object, the subject of the conflict, the issues concerning the process of conflict management in the sphere of municipal service. Based on the analysis of law enforcement practice considers ways to manage and resolve conflicts, noted their negative influence in the power structures, which reduces credibility and confidence in the institution of public service as a whole by society. To improve the efficiency of state and municipal employees, the authors covered technology and ways of conflict management, methods of their overcoming and solutions.

Designing and Evaluating an Online Role Play in Conflict Management

Science.gov (United States)

Hrastinski, Stefan; Watson, Jason

2009-01-01

Purpose: This paper aims to identify, through a literature review, key issues regarding how online role plays can be designed and to apply them when designing a role play on conflict management. Design/methodology/approach: By drawing on the key issues identified in the literature review, a role play on conflict management was designed and…

Managing conflict-generating invasive species in South Africa: Challenges and trade-offs

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Tsungai Zengeya

2017-03-01

Full Text Available Background: This paper reviewed the benefits and negative impacts of alien species that are currently listed in the Alien and Invasive Species Regulations of the National Environmental Management: Biodiversity Act (Act no 10 of 2004 and certain alien species that are not yet listed in the regulations for which conflicts of interest complicate management. Objectives: Specifically, it identified conflict-generating species, evaluated the causes and driving forces of these conflicts and assessed how the conflicts have affected management. Method: A simple scoring system was used to classify the alien species according to their relative degree of benefits and negative impacts. Conflict-generating species were then identified and further evaluated using an integrated cognitive hierarchy theory and risk perception framework to identify the value systems (intrinsic and economic and risk perceptions associated with each conflict. Results: A total of 552 alien species were assessed. Most of the species were classified as inconsequential (55% or destructive (29%. Beneficial (10% and conflict-generating (6% species made a minor contribution. The majority (46% of the conflict cases were associated with more than one value system or both values and risk perception. The other conflicts cases were based on intrinsic (40% and utilitarian (14% value systems. Conclusions: Conflicts based on value and risk perceptions are inherently difficult to resolve because authorities need to balance the needs of different stakeholders while meeting the mandate of conserving the environment, ecosystem services and human well-being. This paper uses the identified conflict-generating species to highlight the challenges and trade-offs of managing invasive species in South Africa.

Pre-Conflict Management Tools: Winning the Peace

National Research Council Canada - National Science Library

Frank, Aaron B

2005-01-01

The Pre-Conflict Management Tools (PCMT) Program was developed to transform how intelligence analysts, policy analysts, operational planners, and decisionmakers interact when confronting highly complex strategic problems...

Conflict in Protected Areas: Who Says Co-Management Does Not Work?

NARCIS (Netherlands)

Pourcq, De Kobe; Thomas, Evert; Arts, B.J.M.; Léon-Sicard, Tomas; Damme, Van Patrick

2015-01-01

Natural resource-related conflicts can be extremely destructive and undermine environmental protection. Since the 1990s co-management schemes, whereby the management of resources is shared by public and/or private sector stakeholders, have been a main strategy for reducing these conflicts worldwide.

Enhancing Managers' Skills through Conflict Process Review | EPIE ...

African Journals Online (AJOL)

A study was carried out among Nigerian managers who were asked to remember a conflict episode in which they had been involved in the past and to evaluate, in retrospect, the way they had handled the conflict. Results revealed that a majority of respondents showed evidence of positive learning as a result of the process ...

Organizational and Personal Dimension’s of the Conflicts. Strategies for Managing Group Conflicts

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Simona Mina

2012-05-01

Full Text Available The area of conflictology finds itself between the border of interest and challenge. Whatever thecommunication skills we might master, interacting is a difficult exercise; the ongoing interacting willdetermine the ongoing situations of conflict and crisis, as well. Conflict is a reality, a natural consequence ofinteracting; here is an approach that we propose in this volume. The misunderstandings are intermediarysteps to conflict, generated by the different reception of the message, other than the intentions of the emittingfactor. However, we are too vain to admit when we are wrong, as an emitting factor, when we cannot makeourselves understood and our messages are received differently than their main intentions, for which theywere initiated (nobody understands me, we are on different communication channels: this is the way wethink and behave in misunderstood situations. However, communication above all, is perception. That iswhy, misunderstandings are solved straightforward by using the communication techniques (we reformulatethe initial message, making sure we made ourselves understood. This scientific endeavor’s objective is tooffer just such an approach in solving interpersonal conflict. Managing conflicts is difficult to handle due tothe dynamics of conflicts also.

Handling Trajectory Uncertainties for Airborne Conflict Management

Science.gov (United States)

Barhydt, Richard; Doble, Nathan A.; Karr, David; Palmer, Michael T.

2005-01-01

Airborne conflict management is an enabling capability for NASA's Distributed Air-Ground Traffic Management (DAG-TM) concept. DAGTM has the goal of significantly increasing capacity within the National Airspace System, while maintaining or improving safety. Under DAG-TM, autonomous aircraft maintain separation from each other and from managed aircraft unequipped for autonomous flight. NASA Langley Research Center has developed the Autonomous Operations Planner (AOP), an onboard decision support system that provides airborne conflict management (ACM) and strategic flight planning support for autonomous aircraft pilots. The AOP performs conflict detection, prevention, and resolution from nearby traffic aircraft and area hazards. Traffic trajectory information is assumed to be provided by Automatic Dependent Surveillance Broadcast (ADS-B). Reliable trajectory prediction is a key capability for providing effective ACM functions. Trajectory uncertainties due to environmental effects, differences in aircraft systems and performance, and unknown intent information lead to prediction errors that can adversely affect AOP performance. To accommodate these uncertainties, the AOP has been enhanced to create cross-track, vertical, and along-track buffers along the predicted trajectories of both ownship and traffic aircraft. These buffers will be structured based on prediction errors noted from previous simulations such as a recent Joint Experiment between NASA Ames and Langley Research Centers and from other outside studies. Currently defined ADS-B parameters related to navigation capability, trajectory type, and path conformance will be used to support the algorithms that generate the buffers.

CONFLICT MANAGEMENT VIA SYSTEMICALLY PLANNED PEER MEDIATION

OpenAIRE

Evangelos C. Papakitsos; Konstantinos Karakiozis

2016-01-01

Conflicts and confrontations between students are a key-feature of school life. Especially in recent years, both the scientific and the educational community are particularly sensitive to bullying issues in the school context. Peer mediation (or school mediation) is an alternative way to manage conflicts at school. A critical evaluation of this practice is attempted, as well as its contribution to the formation of a positive attitude in school and to the decreasing of school-bullying incident...

Conflict Management

Directory of Open Access Journals (Sweden)

Valentina Munteanu

2016-01-01

It is advisable to tackle conflicts as part of organizational life. It is necessary to be aware thatan employee brings with itself at different work values, and strategies of the individual workingunder these conditions conflict opportunities are numerous.

Resolving future fire management conflicts using multicriteria decision making.

Science.gov (United States)

Driscoll, Don A; Bode, Michael; Bradstock, Ross A; Keith, David A; Penman, Trent D; Price, Owen F

2016-02-01

Management strategies to reduce the risks to human life and property from wildfire commonly involve burning native vegetation. However, planned burning can conflict with other societal objectives such as human health and biodiversity conservation. These conflicts are likely to intensify as fire regimes change under future climates and as growing human populations encroach farther into fire-prone ecosystems. Decisions about managing fire risks are therefore complex and warrant more sophisticated approaches than are typically used. We applied a multicriteria decision making approach (MCDA) with the potential to improve fire management outcomes to the case of a highly populated, biodiverse, and flammable wildland-urban interface. We considered the effects of 22 planned burning options on 8 objectives: house protection, maximizing water quality, minimizing carbon emissions and impacts on human health, and minimizing declines of 5 distinct species types. The MCDA identified a small number of management options (burning forest adjacent to houses) that performed well for most objectives, but not for one species type (arboreal mammal) or for water quality. Although MCDA made the conflict between objectives explicit, resolution of the problem depended on the weighting assigned to each objective. Additive weighting of criteria traded off the arboreal mammal and water quality objectives for other objectives. Multiplicative weighting identified scenarios that avoided poor outcomes for any objective, which is important for avoiding potentially irreversible biodiversity losses. To distinguish reliably among management options, future work should focus on reducing uncertainty in outcomes across a range of objectives. Considering management actions that have more predictable outcomes than landscape fuel management will be important. We found that, where data were adequate, an MCDA can support decision making in the complex and often conflicted area of fire management. © 2015

Conflict Management Training for Peacekeepers: Assessment and Recommendations. Special Report 411

Science.gov (United States)

Milofsky, Alison; Sany, Joseph; Lancaster, Illana; Krentel, Jeff

2017-01-01

This report examines the role of conflict management training in preparing peacekeepers for United Nations/African Union missions through an assessment of the United States Institute of Peace (USIP) Conflict Management Training for Peacekeepers program. The assessment relies on data collected through 137 semistructured interviews with returned…

Reflection of Strategic Thinking in Activating Organizational Conflict Management Strategies

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Ahmed Abed Mahmood Al-Janabi

2018-05-01

Full Text Available This research aims to determine the nature of the role of strategic thinking and its impact in improving organizational conflict management strategies in business organizations. Strategic thinking is the key driver of all changes that the organization can make to adapt to the environment in which it operates. Improving organizational conflict management strategies is one of the challenges Which face the top management of the contemporary organization to help them survive. The research problem indicated that there is a clear lack of strategic thinking in improving organizational conflict management strategies. The General Company for Vegetable Oils was chosen as the field of application. The sample was selected in a simple random sample of 104 persons. The questionnaire was adopted as a tool for obtaining On the data of the research, which was prepared based on a number of ready-made measurements after being subjected to tests of honesty and consistency. The statistical tools resulted in a number of results, most of which confirmed the existence of a relationship of correlation and effect of significance to strategic thinking in the sense of Organizational Conflict Management Strategies therefore been accepted and the main sub-hypotheses contained in the research.

Conflict Resolution Styles Scale in Romantic Relationship: The Validity and Reliability Study

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Ayca Ozen

2016-06-01

Full Text Available The aim of the current study is to test the reliability and validity of the 'Conflict Resolution Styles Scale' (CRSS, which was developed by the researchers. For this aim, two studies have been conducted. In the first study, semi-structured interviews were conducted with participants who are either married or involved in romantic relationship. A large item pool was generated with the items developed from the interviews and the items developed by the authors after reviewing the related literature. Exploratory factor analysis with 200 dating participants (M= 23.13, SD = 2.96 revealed that four factor solution is suitable for the CRSS. These factors were named as negative conflict resolution style, positive conflict resolution style, subordination, and retreat. In order to confirm the factor structure of the scale, 140 married couples (280 individuals; M = 38.09, SD = 10.35 were participated to the second study. Both exploratory and confirmatory factor analyses were used to test the factor structure of the scale. The results of these analyses and the correlations with the related variables showed that CRSS was reliable and valid measurement tool in the assessment of the conflict resolution styles.

Managing Conflict in Teams and Examining Hiring Assumptions. Research Notes.

Science.gov (United States)

Jordan, Debra J.

1996-01-01

Research shows that well-managed conflicts can enrich a group, if good (cognitive) conflict is encouraged and bad (affective) conflict is discouraged. A model developed to understand how disabled people are treated at work suggests that there is a need to change beliefs about, as well as behavior towards, disabled people. Implications for camp are…

A theory-based measure of conflict management strategies in the workplace

NARCIS (Netherlands)

de Dreu, C.K.W.; Evers, A.; Beersma, B.; Kluwer, E.S.; Nauta, A.

2001-01-01

Conflict management influences individual well-being, group performance and organizational effectiveness. This research examined the psychometric qualities of two versions of the newly developed test for conflict handling (the Dutch Test for Conflict Handling). The lean version (Study 1 and 2)

Conflicts in Schools, Conflict Management Styles and the Role of the School Leader: A Study of Greek Primary School Educators

Science.gov (United States)

Saiti, Anna

2015-01-01

Conflict may occur in any organization (and hence school) and, for schools, conflict management style is a joint activity and the degree of its effectiveness determines the type of impact of conflict on school performance. This empirical study investigates the potential sources of conflict in Greek primary schools, determine appropriate approaches…

Bibliography on peace, security, and international conflict management

International Nuclear Information System (INIS)

Anon.

1993-01-01

This bibliography presents an annotated list of approximately one hundred titles for public libraries seeking to serve the college-educated nonspecialist in the fields of peace, security, and international conflict management. representative titles have been selected in eight subject areas: (1) arms control, disarmament, and proliferation; (2) causes and nature of international conflict; (3) conflict management, diplomacy, and negotiation; (4) human rights and ethnic and religious conflicts; (5) international law and international order; (6) international organizations and transnationalism; (7) other approaches to, and overviews of, security and peace; and (8) religion and ethics. Three criteria determined selection of titles: the book is in print and is expected to remain in print for the foreseeable future; the book is of interest to the college-educated lay reader with a serious interest in the subject; and the list, as a whole, illustrates the full spectrum of debate, both in selection of topics and selection of titles. As an aid to the identification and acquisition of any of these materials, the editors have provided a bibliographic citation with an annotation that includes the following: author, title, statement of responsibility, publisher, publication information, pagination, and ISBN or ISSN

Avoiding School Management Conflicts and Crisis through Formal Communication

Science.gov (United States)

Nwogbaga, David M. E.; Nwankwo, Oliver U.; Onwa, Doris O.

2015-01-01

This paper examined how conflicts and crisis can be avoided through formal communication. It was necessitated by the observation that most of the conflicts and crisis which tend to mar school management today are functions of the inconsistencies arising from "grapevines, rumours, and gossips" generated through informal communication…

Managing Time-Based Conflict Across Life Domains In Nigeria: A ...

African Journals Online (AJOL)

Managing Time-Based Conflict Across Life Domains In Nigeria: A Decision Making Perspective. ... which employees in a developing country attempt to resolve time-based conflict between work, family and other activities. A decision making ...

The Need for Conflict Management in the Post-Crisis Period

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Gheorghe Popovici

2014-06-01

Full Text Available The paper presents the results of the study regarding the need for conflict management in the post-crisis period for the Romanian organisations. The 2008-2013 economic crisis placed the organisations on new coordinates by which a new approach is needed for the management activity. On the one hand, managers should adapt to the new requirements of the market and behaviour of customers, and on the other hand we also need a redefinition and practical solving of conflicts within an organisation.

Conflict management in the supermarket sector

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Josimar Salviano Freire da Silva

2018-02-01

Full Text Available The purpose of this case is to present a successful entrepreneurial and entrepreneurial history in which persistence, work and unity were key elements for success. The case study reports the boldness of a farmer and merchant who left the interior of a Brazilian state with the idea and willpower to win in the capital. In a general way, it addresses the stages that had to overcome, becoming a reference in the Brazilian market. Even though it has to go through successions, internal conflicts, crises in the country's economy, competition from national and multinational markets, changes in governments, the company continues to be a successful brand and a leader in retail direct sales. The methodology used for this case for teaching was Internet research, experiences with representatives, suppliers, former employees and local media. The management aspects presented in the case are: organizational culture, conflict management and leadership. Thus, this case study is recommended the disciplines: Organizational Culture, Strategic Planning and Leadership.

Teams in Small Technology-Based Firms: The Roles of Diversity and Conflict Management

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Mauro Enrique Carozzo-Todaro

2017-07-01

Full Text Available This paper explores the effect of diversity and conflict management on the relationship between teamwork and organizational outcomes of small technology-based firms. To study the relationship between those variables, a quantitative research was conducted. The results of the survey involving 107 small Brazilian high-tech firms show that diversity and conflict management positively moderate the relationship between teamwork and organizational outcomes. So that, at higher levels of diversity and conflict management, best organizational outcomes. At the same time, it has been verified that conflict management is important regardless the level of diversity within teams. This research sheds new light on the factors that should be considered to become teamwork more effective in this specific context.

Principals' and Teachers' Use of Conflict Management Strategies on Secondary Students' Conflict Resolution in Rivers State-Nigeria

Science.gov (United States)

Kalagbor, Levi Doe; Nnokam, Nyege Chinda

2015-01-01

The study was designed to identify the principals' and teachers' level of utilization of conflict management strategies: integrating, dominating, compromising and avoiding strategies on secondary students' conflict resolution and their related implications in the internal school administration. Four research questions and four hypotheses addressed…

Conflict Management in Declining School Districts.

Science.gov (United States)

Boyd, William Lowe; Wheaton, Dennis R.

1983-01-01

Professional literature about managing conflicts associated with declining enrollments indicates the existing tension in this area. A research study shows that, while upper-middle class districts may succeed using a rational approach to decision making, lower class districts, for various reasons, may not. Special problems of urban districts are…

Industrial conflict and its management in selected Nigerian manufacturing companies

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Solaja Oludele Mayowa

2015-12-01

Full Text Available This study examined industrial conflict and its management strategies in selected manufacturing companies in Lagos State, Nigeria. The study utilized co-relational survey method which involves the use of structured questionnaire and personal observation to elicit information from the respondents. Participants comprised of staffs of three manufacturing companies in Lagos, Nigeria. Multistage sampling technique was employed in selecting the respondents from the three manufacturing companies under the study. The data collected were analyzed using descriptive statistic including tables, frequency counts, and percentages as well as mean scores. The findings revealed that the causes of conflict in manufacturing companies in Lagos State, Nigeria include poor means of communicating grievances to top managers, unfavorable economic and industrial policies, poor employee compensation and welfare among others. Therefore, this study concluded that managers should combine strategies such as bargaining, collaboration and avoidance when dealing with industrial conflict to maintain cordial and productive labour-management relationship.

Goal conflicts, attainment of new goals, and well-being among managers.

Science.gov (United States)

Kehr, Hugo M

2003-07-01

Researchers widely understand that conflicts among goals inhibit the attainment of these goals. However, this notion comes close to tautological reasoning. To avert this problem, this study examined whether preexisting goal conflict also inhibits success in newly set goals. Using the context of management training, in which managers collectively set new goals, the study variables were assessed at 3 testing periods covering 5 months. Results indicate that goal conflicts that persevere over time were associated with inhibited attainment of new goals but not with decreased subjective well-being (SWB). Goal attainment, however, was positively related to SWB. Interactions of residual changes in goal conflict and goal attainment were associated with positive affect.

Theoretical Framework of Advanced Training in the Field of Conflict Management in Organization

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Kilmashkina T.N.

2018-01-01

Full Text Available In this paper, we consider the theoretical framework for creating an advanced training course for professionals working in various organizations whose functional duties include activities aimed at managing conflict situations occurring within the organization. The article also considers such problem concepts as: essence and causes of conflicts, types of conflicts in the organization; organizational, psychological, sociological and cultural ways of managing conflicts in the organization. The proposed theoretical model of advanced professional training is constructed within the framework of the competence approach which, in this case, is based on the notion that a participant in the program should master a certain set of special competencies that include knowledge, skills and abilities necessary for the effective process management of various conflict situations.

To assert or not to assert: conflict management and occupational therapy students.

Science.gov (United States)

Landa-Gonzalez, Belkis

2008-01-01

As occupational therapists prepare to fulfill the vision of the profession and face the challenges of this century, asserting themselves professionally and effectively collaborating with others is of critical importance. The conflict resolution behaviors used to manage current and future practice environments have significant implications for job retention, work climate, patient care and the development of professional relationships. The literature suggests that occupational therapy students tend to use unassertive forms of conflict management. In an effort to identify potential inconsistencies between students' tendencies and professional demands, this study examined the conflict resolution behaviors that graduate, traditional, and nontraditional occupational therapy students, are likely to use (n = 145). The design of the study was descriptive and correlational. The Thomas Kilmann's MODE instrument and a Conflict Case questionnaire were used as measures of the conflict resolution styles. Results indicated that traditional students favored collaborating while nontraditional students preferred competing and avoiding. The management strategies used by the two groups differed based on the outcome focus and the power relationship between disputants. Findings are relevant for occupational therapy education and continuing professional development. Training in conflict management strategies that would strengthen students' assertiveness and interpersonal skills would be helpful in fostering the leadership needed for fulfilling the profession's vision.

A strategic approach for managing conflict in hospitals: responding to the Joint Commission leadership standard, Part 1.

Science.gov (United States)

Scott, Charity; Gerardi, Debra

2011-02-01

The Joint Commission's leadership standard for conflict management in hospitals, LD.02.04.01, states, "The hospital manages conflict between leadership groups to protect the quality and safety of care." This standard is one of numerous standards and alerts issued by The Joint Commission that address conflict and communication. They underscore the significant impact of relational dynamics on patient safety and quality of care and the critical need for a strategic approach to conflict in health care organizations. Whether leadership conflicts openly threaten a major disruption of hospital operations or whether unresolved conflicts lurk beneath the surface of daily interactions, unaddressed conflict can undermine a hospital's efforts to ensure safe, high-quality patient care. How leaders manage organizational conflict has a significant impact on achieving strategic objectives. Aligning conflict management approaches with quality and safety goals is the first step in adopting a strategic approach to conflict management. A strategic approach goes beyond reducing costs of litigation or improving grievance processes--it integrates a collaborative mind-set and individual conflict competency with nonadversarial processes. Conflict assessment should determine how conflicts are handled among the leaders at the hospital, the degree of conflict competence already present among the leaders, where the most significant conflicts occur, and how leaders think a conflict management system might work for them. Strategically aligning a conflict management approach that addresses conflict among leadership groups as a means of protecting the quality and safety of patient care is at the heart of LD.02.04.01.

A Study of Relationship between "Effective Listening" and "Understanding and Sending Messages" with Conflict Management among Managers in Ardabil Elementary Schools

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Shahin Taghavinejad-Namin

2015-08-01

Full Text Available Background and objectives : This study has been accomplished with the aim of investigating the relationship between managers' communication skills and conflict management in elementary schools in the city of Ardabil. Material and Methods: This is a cross-sectional study. The statistical population consisted of 150 elementary school principals in Ardabil. 106 participants were selected by using Krejcie-Morgan table randomly and through stratified sampling method. Data were collected through Jerabek communication skills questionnaire and Robbins conflict management questionnaire. Questionnaire’s face validity was reviewed and confirmed by the experts. Their reliability coefficient was (0.82 for communication skills and (0.95 for conflict management by using Cronbach's alpha. Data were analyzed using analytical and descriptive statistical methods (Pearson correlation coefficient test, single-sample t-test, and multiple regression. Results: Results showed that there are positive and significant relationship between communication skills (effective listening, understanding and sending messages, regulating emotions, insight into learning process, and decisiveness in communication and conflict management strategies(denial of opposition, control, solution orientation. Conclusion: Communication skills such as effective listening can be a good predictor for solving conflicts in conflict management but understanding and sending messages cannot predict conflict management abilities of managers. ​

Enhancing resilience, empowerment, and conflict management among baccalaureate students: outcomes of a pilot study.

Science.gov (United States)

Pines, Eula W; Rauschhuber, Maureen L; Cook, Jennifer D; Norgan, Gary H; Canchola, Leticia; Richardson, Cynthia; Jones, Mary Elaine

2014-01-01

To manage interpersonal conflict, nursing students need evidence-based interventions to strengthen stress resiliency, psychological empowerment, and conflict management skills. A pilot 1-group, pre-post-design, 2-semester intervention used simulated experiences to enhance these skills with 60 undergraduate nursing students. Findings suggest that integration of conflict resolution skills throughout the curriculum, with repeated opportunities to practice using a variety of styles of conflict management in relation to situational factors, may be beneficial to prepare students for the challenges of today's healthcare environment.

Stress resiliency, psychological empowerment and conflict management styles among baccalaureate nursing students.

Science.gov (United States)

Pines, Eula W; Rauschhuber, Maureen L; Norgan, Gary H; Cook, Jennifer D; Canchola, Leticia; Richardson, Cynthia; Jones, Mary Elaine

2012-07-01

This article is a report of a Neuman Systems Model-guided correlational study of the relations of stress resiliency, psychological empowerment, selected demographic characteristics (age, ethnicity, semester in school) and conflict management styles. Emerging evidence suggests that stress resiliency and psychological empowerment can strengthen student nurses in academic achievement and coping with stress. Little is known about conflict management styles of students and the relationship to empowerment, resiliency and the implications for managing workplace conflict. A correlational study was conducted in Spring 2010 with 166 baccalaureate students. Most participants were female, single, Hispanic and 25 years old. The data collection instruments included the Stress Resiliency Profile, the Psychological Empowerment Instrument, the Conflict Mode Instrument and a demographic inventory. Descriptive and inferential correlational statistics were used to analyse the data. Students scored in the high range for focusing on their deficiencies in conflict situations; they scored above the 60th percentile for avoiding and accommodating behaviours and were less likely to use competing or collaborating strategies to manage conflict. Empowerment scores were significantly correlated with stress resiliency scores. Students with high scores on empowerment had high scores on the skill recognition subscale of the Stress Resiliency Profile suggesting more resilience; high scores on empowerment were related to high necessitating subscale scores of the Stress Resiliency Profile suggesting a predisposition to stress. Neuman Systems Model may provide guidance for educators to strengthen student nurses' management of stressors in the workplace. © 2011 Blackwell Publishing Ltd.

Conflict Management and Problem Solving: Leadership Skills for the Reading Professional.

Science.gov (United States)

Morton, Johnnye L.; Grace, Marsha

1988-01-01

Provides guidelines to help reading professionals in administrative positions develop an awareness of conflict, become sensitive to situations that typically cause conflict, and begin to learn effective management strategies. (ARH)

Advanced communication skills: conflict management and persuasion.

Science.gov (United States)

Ang, Marigene

2002-11-01

There is an increasing need in the medical school curriculum to adequately prepare students for professionalism in the workplace. This senior seminar is a four-week course designed to develop fluency in handling conflict and negotiation as well as understanding the elements of persuasive communication. Students used the Meyers-Brigg Personality Inventory as a paradigm for understanding different communication styles. The class was piloted in October and November 2001 and consisted of four modules. In module one, each student was given the Meyers-Brigg Personality Inventory to take. Discussions and exercises provided insight into the student's own communication style as well as styles the individual student might find more problematic. The second module consisted of four sessions focusing on conflict management and negotiating skills. Students were given strategies for dealing with conflict as well as specific approaches for communicating with "difficult" patients. In the subsequent sessions, students had a chance to further incorporate these strategies by (1) discussing in a small-group setting a conflict situation that they had either witnessed or experienced in order to systematically evaluate how to incorporate conflict-management approaches into their particular communication style. (2) Role-playing four conflict situations students' were likely to encounter in their professional lives. Role-plays were videotaped and individual feedback was given immediately after the role-play by the observing students, the patient-actor, and the evaluator, who had been trained to give specific feedback on the conflict strategies. (3) Watching specific videotaped role-plays as a class allowed students to see and give feedback on particularly effective strategies that their colleagues used. The third module was devoted to giving bad news and ways that different people prefer to receive bad news, using the MBTI personality types as examples. The final module outlined the

INFOGRAPHIC MODELING OF THE HIERARCHICAL STRUCTURE OF THE MANAGEMENT SYSTEM EXPOSED TO AN INNOVATIVE CONFLICT

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Chulkov Vitaliy Olegovich

2012-12-01

Full Text Available This article deals with the infographic modeling of hierarchical management systems exposed to innovative conflicts. The authors analyze the facts that serve as conflict drivers in the construction management environment. The reasons for innovative conflicts include changes in hierarchical structures of management systems, adjustment of workers to new management conditions, changes in the ideology, etc. Conflicts under consideration may involve contradictions between requests placed by customers and the legislation, any risks that may originate from the above contradiction, conflicts arising from any failure to comply with any accepted standards of conduct, etc. One of the main objectives of the theory of hierarchical structures is to develop a model capable of projecting potential innovative conflicts. Models described in the paper reflect dynamic changes in patterns of external impacts within the conflict area. The simplest model element is a monad, or an indivisible set of characteristics of participants at the pre-set level. Interaction between two monads forms a diad. Modeling of situations that involve a different number of monads, diads, resources and impacts can improve methods used to control and manage hierarchical structures in the construction industry. However, in the absence of any mathematical models employed to simulate conflict-related events, processes and situations, any research into, projection and management of interpersonal and group-to-group conflicts are to be performed in the legal environment

Nurse managers and budgeting: professional/bureaucratic conflict?

Science.gov (United States)

Abernethy, M A; Stoelwinder, J U

1988-01-01

Professional/bureaucratic conflict theory suggests that the extent to which nurse managers use management control systems will depend on whether their goal orientation is to system rather than output or derived goals. This article examines the use of budgeting as a management control strategy, in relation to the goal orientation of nurse managers, in four large teaching hospitals. The goal orientations and use of budgeting by nurse managers is also compared with those of physician managers and other sub-unit managers. The results indicate that nurse managers appear to be developing their goals of professionalization without a diminution of their organizational focus or their orientation towards providing a high standard of patient care.

Hybrid Forms of Conflict Management and Social Learning in the Department of Cusco, Peru

NARCIS (Netherlands)

Laats, H.J.

2005-01-01

The dissertation tries to give answers to complex questions and dilemmas dealt with by an advisor on "management of conflicts about natural resources". Conflict management is defined as the actions of internal or external actors that aim to give a "positive" turn to the course of a conflict.

Conflict management model for secondary school principals in the North West Province / Mbulelo Gratitude Van Dou

OpenAIRE

Van Dou, Mbulelo Gratitude

2004-01-01

In South Africa, little is documented on the strategies for addressing conflicts in schools and on the problems that are caused by lack of viable conflict management strategies in schools. Principals exist in a world of problems that always have the potential to result in serious conflicts. Their abilities to solve problems and manage conflict efficiently and effectively are important measures of their school leadership. Current literature in conflict management, particularly in d...

The value of play for conflict management: a case study

Directory of Open Access Journals (Sweden)

Lyn Snodgrass

2009-02-01

Full Text Available This is a case study of a conflict management intervention in two secondary schools in post-apartheid South Africa. The feature of the intervention that we examine is the use of play as an educational strategy. The literature attests that play can facilitate change by allowing learners freedom to change their behaviour and opportunities to explore their new identities. The context of the case revealed that conflicts had become deeply entrenched over time. The literature on conflict management suggests that such situations can change if approached in the right way. In the article we describe the intervention and evaluate it with the help of feedback received from participants and facilitators. In the evaluation we found that the participants were able to overcome prejudices and develop democratic approaches to conflict. The evaluation was repeated several months later, when it was found that the benefits of the workshop had been maintained, with the result that the participants were engaging in healthier relationships.

Conflict Approaches of Effective Project Manager in the Upstream Sector of Indonesian Oil & Gas Industry

Directory of Open Access Journals (Sweden)

Adhi Cahyono

2012-11-01

Full Text Available Normal 0 false false false IN X-NONE AR-SA MicrosoftInternetExplorer4 Conflict can be functional or dysfunctional to the organization’s performance. This study focused on the relationship between conflict approaches implemented by the project manager based on project team member’s perception on the effectiveness of the project manager in managing project’s conflict. Questionnaires were modified from Barker et al. (1988 to measure conflict management approaches and outcomes of managing project conflict. Data were gathered from 57 respondents who worked in the Engineering, Procurement, and Construction (EPC contractors serving the upstream sector of the Oil and Gas industry in Indonesia. By using Pearson correlation, result of this study indicated that project managers were perceived to be effective in managing project conflict when implementing cooperative and confi rmative approaches, but ineffective when combining competitive and avoidance approaches. Further research should investigate correlation between cultural dimensions with conflict approaches and outcomes of managing conflict. Keywords: Conflict approaches, effective project manager, EPC contractors, upstream sector of oil and gas industry /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0cm; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:Arial; mso-bidi-theme-font:minor-bidi; mso-fareast-language:EN-US;}

Conflict Management in Student Groups - a Teacher’s Perspective in Higher Education

Directory of Open Access Journals (Sweden)

Markus Borg

2011-12-01

Full Text Available Students working in groups is a commonly used method of instruction in higher education, popularized by the introduction of problem based learning. As a result, management of small groups of people has become an important skill for teachers. The objective of our study is to investigate why conflicts arise in student groups at the Faculty of Engineering at Lund University and how teachers manage them. We have conducted an exploratory interdepartmental interview study on teachers' views on this matter, interviewing ten university teachers with different levels of seniority. Our results show that conflicts frequently arise in group work, most commonly caused by different levels of ambition among students. We also found that teachers prefer to work proactively against conflicts and stress the student’s responsibility. Finally, we show that teachers at our faculty tend to avoid the more drastic conflict resolution strategies suggested by previous research. The outcome of our study could be used as input to future guidelines on conflict management in student groups.

CONFLICT AND CONFLICT MANAGEMENT: A SPRINGBOARD ...

African Journals Online (AJOL)

this paper, which is basically a literature review, the writer undertook a critical analysis of the causes and consequences of organisational conflict. He further ... The relevance and function of conflict in organisations have been an issue of ..... Studies have shown that “too much work can lead to a variety of stress-related.

Self-concept clarity and the management of social conflict.

Science.gov (United States)

Bechtoldt, Myriam N; De Dreu, Carsten K W; Nijstad, Bernard A; Zapf, Dieter

2010-04-01

In 4 studies we examined the relationship between self-concept clarity and conflict management. Individuals with higher self-concept clarity were overall more active and showed more cooperative problem-solving behavior than people with low self-concept clarity. There were no relationships with contending or yielding. The positive relationship with cooperative behavior was mediated by less rumination (Study 2) and moderated by conflict intensity (Study 3). Specifically, it applied to relatively mild conflicts (Study 3). Finally, Study 4 extended these findings to the group level: Dyad members with higher self-concept clarity engaged in problem solving, whereas dyad members with lower self-concept clarity did not. We conclude that higher self-concept clarity associates with proactive problem solving in social conflict.

Conflict management and resolution.

Science.gov (United States)

Harolds, Jay; Wood, Beverly P

2006-03-01

When people work collaboratively, conflict will always arise. Understanding the nature and source of conflict and its progression and stages, resolution, and outcome is a vital aspect of leadership. Causes of conflict include the miscomprehension of communication, emotional issues, personal history, and values. When the difference is understood and the resultant behavior properly addressed, most conflict can be settled in a way that provides needed change in an organization and interrelationships. There are serious consequences of avoiding or mismanaging disagreements. Informed leaders can effectively prevent destructive conflicts.

Psychological Redictors of Conflict Management Behaviour of ...

African Journals Online (AJOL)

The study examined the joint and relative effects of emotional intelligence and communication skill on conflict management behaviour of labour leaders in Lagos State, Nigeria. A descriptive survey research design was adopted using questionnaire as the main instrument. 180 respondents (labour leaders) were purposively ...

COLLABORATIVE (PARTNERSHIP AS A FORM OF "RESTORATIVE JUSTICE" IN CONFLICT RESOLUTION FOREST RESOURCES MANAGEMENT

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Agus Surono

2017-02-01

Full Text Available Conflict management of forest resources among communities around forest areas often occur in various regions, particularly in some national parks and forest management as Perhutani in Java and Inhutani outside Java. These conflicts indicate the forest resources management has not effectively made a positive impact in improving communities welfare around forest areas. Although the provisions of Article 3 in conjunction with Article 68 of Law No. 41 of 1999 on Forestry, provide the basis for communities around the forest rights of forest areas, but in reality there are still people around forest areas that do not enjoy such rights and it is this which often leads to conflicts in the management of forest resources. In the event of conflict, the solution can be done collaboratively (partnership which is one form of restorative justice is an alternative dispute resolution (ADR. Keywords: collaborative, conflict, restorative justice, forest resources.

Aggression and conflict management at fusion in spider monkeys.

Science.gov (United States)

Aureli, Filippo; Schaffner, Colleen M

2007-04-22

In social systems characterized by a high degree of fission-fusion dynamics, members of a large community are rarely all together, spending most of their time in smaller subgroups with flexible membership. Although fissioning into smaller subgroups is believed to reduce conflict among community members, fusions may create conflict among individuals from joining subgroups. Here, we present evidence for aggressive escalation at fusion and its mitigation by the use of embraces in wild spider monkeys (Ateles geoffroyi). Our findings provide the first systematic evidence for conflict management at fusion and may have implications for the function of human greetings.

Managing Organizational Conflict: When to Use Collaboration, Bargaining and Power Approaches. Working Paper.

Science.gov (United States)

Derr, C. Brooklyn

A contingency theory for managing conflicts in organizational settings is proposed. Collaboration, bargaining, and power approaches to conflict management are all appropriate, given certain situations. The situations and the costs and benefits of using a given strategy under varying conditions are discussed. (Author)

Airborne Management of Traffic Conflicts in Descent With Arrival Constraints

Science.gov (United States)

Doble, Nathan A.; Barhydt, Richard; Krishnamurthy, Karthik

2005-01-01

NASA is studying far-term air traffic management concepts that may increase operational efficiency through a redistribution of decisionmaking authority among airborne and ground-based elements of the air transportation system. One component of this research, En Route Free Maneuvering, allows trained pilots of equipped autonomous aircraft to assume responsibility for traffic separation. Ground-based air traffic controllers would continue to separate traffic unequipped for autonomous operations and would issue flow management constraints to all aircraft. To evaluate En Route Free Maneuvering operations, a human-in-the-loop experiment was jointly conducted by the NASA Ames and Langley Research Centers. In this experiment, test subject pilots used desktop flight simulators to resolve conflicts in cruise and descent, and to adhere to air traffic flow constraints issued by test subject controllers. Simulators at NASA Langley were equipped with a prototype Autonomous Operations Planner (AOP) flight deck toolset to assist pilots with conflict management and constraint compliance tasks. Results from the experiment are presented, focusing specifically on operations during the initial descent into the terminal area. Airborne conflict resolution performance in descent, conformance to traffic flow management constraints, and the effects of conflicting traffic on constraint conformance are all presented. Subjective data from subject pilots are also presented, showing perceived levels of workload, safety, and acceptability of autonomous arrival operations. Finally, potential AOP functionality enhancements are discussed along with suggestions to improve arrival procedures.

A theory-based measure of conflict management strategies in the workplace

NARCIS (Netherlands)

De Dreu, Carsten K W; Evers, Arne; Beersma, Bianca; Kluwer, Esther S.; Nauta, Aukje

Conflict management influences individual wellbeing, group performance and organizational effectiveness. This research examined the psychometric qualities of two versions of the newly developed test for conflict handling. The lean version (Study 1 and 2) included problem solving, forcing, yielding

Analysing conflicts around small-scale gold mining in the Amazon : The contribution of a multi-temporal model

NARCIS (Netherlands)

Salman, Ton; de Theije, Marjo

Conflict is small-scale gold mining's middle name. In only a very few situations do mining operations take place without some sort of conflict accompanying the activity, and often various conflicting stakeholders struggle for their interests simultaneously. Analyses of such conflicts are typically

Adolescents' and Best Friend's Depressive Symptoms and Conflict Management: Intraindividual and Interpersonal Processes Over Time.

Science.gov (United States)

Boersma-van Dam, Elise; Hale, Bill; Koot, Hans; Meeus, Wim; Branje, Susan

2016-12-12

This 6-year longitudinal study examined the relation between 3 conflict management styles (i.e., problem solving, conflict engagement, and compliance) and depressive symptoms in adolescent-best friend relationships. Participants were 479 Dutch adolescents and their best friend who reported annually on depressive symptoms and conflict management styles toward each other. Bidirectional effects between conflict management styles and depressive symptoms were studied both within adolescents (intraindividual) and between adolescent best friends (interpersonal). A positive interpersonal effect of depressive symptoms of one dyad member on depressive symptoms of the other member was found. Similarly, higher positive problem solving and conflict engagement of one dyad member predicted respectively higher problem solving and conflict engagement of the other dyad member. Adolescents who reported more depressive symptoms reported more conflict engagement and compliance over time. In addition, for boys, higher levels of depressive symptoms of one dyad member were related to more problem solving by the other member over time. The current study contributed to the literature by showing that depressive symptoms and conflict management are related constructs in adolescents and that both intrapersonal and interpersonal processes contribute to this relation.

IMPACT OF CONFLICT MANAGEMENT ON EMPLOYEES' PERFORMANCE IN A PUBLIC SECTOR ORGANISATION IN NIGERIA

Directory of Open Access Journals (Sweden)

Olu, OJO

2014-03-01

Full Text Available This study investigated the impact of conflict management on employees’ performance in a public sector organisation, a case of Power Holding Company of Nigeria (PHCN. This study adopted the survey research design. A total of 100 respondents were selected for the study using stratified sampling technique. Questionnaire was used to collect primary data. Data collected were analysed using descriptive statistics. Hypotheses were tested through regression analysis and correlation coefficient. The findings revealed that effective conflict management enhance employee’s performance in an organisation and that organisation’s conflict management system influences employee performance in the organisation. It was recommended that organisation should embark on training and retraining of its employees in area of conflict management so as to create a conductive working environment for the employees and that there should be efficient and effective communication between and among all categories of the employees the organisation. This will reduce conflicting situations in the organisation.

Teachers' Conflict Management Styles: The Role of Attachment Styles and Classroom Management Efficacy

Science.gov (United States)

Morris-Rothschild, Britta K.; Brassard, Marla R.

2006-01-01

Constructive conflict management strategies are important in maintaining a positive classroom environment yet little is known about interpersonal or school variables associated with teachers' use of such strategies with students. Teachers high in self-reported classroom management efficacy (CMEFF) and security of attachment (low on avoidance,…

Conflict Management Strategies in the ICU Differ Between Palliative Care Specialists and Intensivists.

Science.gov (United States)

Chiarchiaro, Jared; White, Douglas B; Ernecoff, Natalie C; Buddadhumaruk, Praewpannarai; Schuster, Rachel A; Arnold, Robert M

2016-05-01

Conflict is common between physicians and surrogate decision makers around end-of-life care in ICU. Involving experts in conflict management improve outcomes, but little is known about what differences in conflict management styles may explain the benefit. We used simulation to examine potential differences in how palliative care specialists manage conflict with surrogates about end-of-life treatment decisions in ICUs compared with intensivists. Subjects participated in a high-fidelity simulation of conflict with a surrogate in an ICU. In this simulation, a medical actor portrayed a surrogate decision maker during an ICU family meeting who refuses to follow an advance directive that clearly declines advanced life-sustaining therapies. We audiorecorded the simulation encounters and applied a coding framework to quantify conflict management behaviors, which was organized into two categories: task-focused communication and relationship building. We used negative binomial modeling to determine whether there were differences between palliative care specialists' and intensivists' use of task-focused communication and relationship building. Single academic medical center ICU. Palliative care specialists and intensivists. None. We enrolled 11 palliative care specialists and 25 intensivists. The palliative care specialists were all attending physicians. The intensivist group consisted of 11 attending physicians, 9 pulmonary and critical care fellows, and 5 internal medicine residents rotating in the ICU. We excluded five residents from the primary analysis in order to reduce confounding due to training level. Physicians' mean age was 37 years with a mean of 8 years in practice. Palliative care specialists used 55% fewer task-focused communication statements (incidence rate ratio, 0.55; 95% CI, 0.36-0.83; p = 0.005) and 48% more relationship-building statements (incidence rate ratio, 1.48; 95% CI, 0.89-2.46; p = 0.13) compared with intensivists. We found that palliative care

The European Union and Military Conflict Management

DEFF Research Database (Denmark)

Rodt, Annemarie Peen

This book provides the first comprehensive review of the European Union’s role in military conflict management beyond its borders and makes an important contribution to debates on the EU’s role in global security governance. The EU has launched five military operations within the framework of its...

Managing multiple roles: development of the Work-Family Conciliation Strategies Scale.

Science.gov (United States)

Matias, Marisa; Fontaine, Anne Marie

2014-07-17

Juggling the demands of work and family is becoming increasingly difficult in today's world. As dual-earners are now a majority and men and women's roles in both the workplace and at home have changed, questions have been raised regarding how individuals and couples can balance family and work. Nevertheless, research addressing work-family conciliation strategies is limited to a conflict-driven approach and context-specific instruments are scarce. This study develops an instrument for assessing how dual-earners manage their multiple roles detaching from a conflict point of view highlighting the work-family conciliation strategies put forward by these couples. Through qualitative and quantitative procedures the Work-Family Conciliation Strategies Scales was developed and is composed by 5 factors: Couple Coping; Positive Attitude Towards Multiple Roles, Planning and Management Skills, Professional Adjustments and Institutional Support; with good adjustment [χ2/df = 1.22; CFI = .90, RMSEA = .04, SRMR = .08.] and good reliability coefficients [from .67 to .87]. The developed scale contributes to research because of its specificity to the work-family framework and its focus on the proactive nature of balancing work and family roles. The results support further use of this instrument.

Autonomous Aircraft Operations using RTCA Guidelines for Airborne Conflict Management

Science.gov (United States)

Krishnamurthy, Karthik; Wing, David J.; Barmore, Bryan E.; Barhydt, Richard; Palmer, Michael T.; Johnson, Edward J.; Ballin, Mark G.; Eischeid, Todd M.

2003-01-01

A human-in-the-loop experiment was performed at the NASA Langley Research Center to study the feasibility of DAG-TM autonomous aircraft operations in highly constrained airspace. The airspace was constrained by a pair of special-use airspace (SUA) regions on either side of the pilot's planned route. Traffic flow management (TFM) constraints were imposed as a required time of arrival and crossing altitude at an en route fix. Key guidelines from the RTCA Airborne Conflict Management (ACM) concept were applied to autonomous aircraft operations for this experiment. These concepts included the RTCA ACM definitions of distinct conflict detection and collision avoidance zones, and the use of a graded system of conflict alerts for the flight crew. Three studies were conducted in the course of the experiment. The first study investigated the effect of hazard proximity upon pilot ability to meet constraints and solve conflict situations. The second study investigated pilot use of the airborne tools when faced with an unexpected loss of separation (LOS). The third study explored pilot interactions in an over-constrained conflict situation, with and without priority rules dictating who should move first. Detailed results from these studies were presented at the 5th USA/Europe Air Traffic Management R&D Seminar (ATM2003). This overview paper focuses on the integration of the RTCA ACM concept into autonomous aircraft operations in highly constrained situations, and provides an overview of the results presented at the ATM2003 seminar. These results, together with previously reported studies, continue to support the feasibility of autonomous aircraft operations.

Public acceptance of management methods under different human-wildlife conflict scenarios.

Science.gov (United States)

Liordos, Vasilios; Kontsiotis, Vasileios J; Georgari, Marina; Baltzi, Kerasia; Baltzi, Ioanna

2017-02-01

Wildlife management seeks to minimise public controversy for successful application of wildlife control methods. Human dimensions research in wildlife seeks a better understanding of public preferences for effective human-wildlife conflict resolution. In face to face interviews, 630 adults in Greece were asked to rate on a 5-point Likert-like scale their acceptance of 3 management methods, i.e., do nothing, non-lethal control, and lethal control, in the context of 5 human-wildlife conflict scenarios: 1) corvids damage crops; 2) starlings damage crops; 3) starlings foul urban structures; 4) coypus damage crops; and 5) coypus transfer disease. Univariate GLMs determined occupation, hunting membership and their interaction as the stronger predictors of public acceptance, generating 4 stakeholder groups: the general public, farmers, hunters, and farmers-hunters. Differences in acceptance and consensus among stakeholder groups were assessed using the Potential for Conflict Index 2 (PCI 2 ). All 4 stakeholder groups agreed that doing nothing was unacceptable and non-lethal control acceptable in all 5 scenarios, with generally high consensus within and between groups. The lethal control method was more controversial and became increasingly more acceptable as the severity of scenarios was increased and between non-native and native species. Lethal control was unacceptable for the general public in all scenarios. Farmers accepted lethal methods in the corvids and starlings scenarios, were neutral in the coypus damage crops scenario, whereas they accepted lethal control when coypus transfer disease. Hunters' opinion was neutral in the corvids, starlings and coypus damage crops and starlings foul urban structures scenarios, but they accepted lethal methods in the coypus transfer disease scenario. Farmers-hunters considered lethal control acceptable in all 5 scenarios. Implications from this study could be used for designing a socio-ecological approach which incorporates

The Effects of Pupil Control Ideology of Teachers on Their Conflict Management Strategies

Science.gov (United States)

Cobanoglu, Necati; Kaya, Oguz; Angay, Abdurrahman

2015-01-01

The aim of this study was to determine teachers' perspectives on conflict management strategies and further to determine the effects of pupil control ideologies on their conflict management strategies. 120 primary and secondary school teachers were administered a Likert type questionnaire. The data collected were analyzed through multiple…

The Work-Family Conflict Scale (WAFCS): development and initial validation of a self-report measure of work-family conflict for use with parents.

Science.gov (United States)

Haslam, Divna; Filus, Ania; Morawska, Alina; Sanders, Matthew R; Fletcher, Renee

2015-06-01

This paper outlines the development and validation of the Work-Family Conflict Scale (WAFCS) designed to measure work-to-family conflict (WFC) and family-to-work conflict (FWC) for use with parents of young children. An expert informant and consumer feedback approach was utilised to develop and refine 20 items, which were subjected to a rigorous validation process using two separate samples of parents of 2-12 year old children (n = 305 and n = 264). As a result of statistical analyses several items were dropped resulting in a brief 10-item scale comprising two subscales assessing theoretically distinct but related constructs: FWC (five items) and WFC (five items). Analyses revealed both subscales have good internal consistency, construct validity as well as concurrent and predictive validity. The results indicate the WAFCS is a promising brief measure for the assessment of work-family conflict in parents. Benefits of the measure as well as potential uses are discussed.

Decentralized Planning for Pre-Conflict and Post-Conflict ...

African Journals Online (AJOL)

Decentralized Planning for Pre-Conflict and Post-Conflict Management in the Bawku Municipal ... institutional arrangements for conflict monitoring and evaluation. Such processes are 'sine qua non' to pre-conflict and post-conflict prevention.

Bench-to-bedside review: leadership and conflict management in the intensive care unit.

Science.gov (United States)

Strack van Schijndel, Rob J M; Burchardi, Hilmar

2007-01-01

In the management of critical care units, leadership and conflict management are vital areas for the successful performance of the unit. In this article a practical approach to define competencies for leadership and principles and practices of conflict management are offered. This article is, by lack of relevant intensive care unit (ICU) literature, not evidence based, but it is the result of personal experience and a study of literature on leadership as well on conflicts and negotiations in non-medical areas. From this, information was selected that was recognisable to the authors and, thus, also seems to be useful knowledge for medical doctors in the ICU environment.

The Evolution of a Japanese Theory of Conflict Management and Implications for Japanese Foreign Policy

National Research Council Canada - National Science Library

Ercolano, Michael

2001-01-01

This thesis explores whether there is a uniquely Japanese method of conflict management Given the delicate balance of stability in Northeast Asia, Japanese leadership needs to use conflict management...

The critical role of conflict resolution in teams: a close look at the links between conflict type, conflict management strategies, and team outcomes.

Science.gov (United States)

Behfar, Kristin J; Peterson, Randall S; Mannix, Elizabeth A; Trochim, William M K

2008-01-01

This article explores the linkages between strategies for managing different types of conflict and group performance and satisfaction. Results from a qualitative study of 57 autonomous teams suggest that groups that improve or maintain top performance over time share 3 conflict resolution tendencies: (a) focusing on the content of interpersonal interactions rather than delivery style, (b) explicitly discussing reasons behind any decisions reached in accepting and distributing work assignments, and (c) assigning work to members who have the relevant task expertise rather than assigning by other common means such as volunteering, default, or convenience. The authors' results also suggest that teams that are successful over time are likely to be both proactive in anticipating the need for conflict resolution and pluralistic in developing conflict resolution strategies that apply to all group members. 2008 APA

Psychometric Analysis of Role Conflict and Ambiguity Scales in Academia

Science.gov (United States)

Khan, Anwar; Yusoff, Rosman Bin Md.; Khan, Muhammad Muddassar; Yasir, Muhammad; Khan, Faisal

2014-01-01

A comprehensive Psychometric Analysis of Rizzo et al.'s (1970) Role Conflict & Ambiguity (RCA) scales were performed after its distribution among 600 academic staff working in six universities of Pakistan. The reliability analysis includes calculation of Cronbach Alpha Coefficients and Inter-Items statistics, whereas validity was determined by…

Flexible Conflict Management: Conflict Avoidance and Conflict Adjustment in Reactive Cognitive Control

Science.gov (United States)

Dignath, David; Kiesel, Andrea; Eder, Andreas B.

2015-01-01

Conflict processing is assumed to serve two crucial, yet distinct functions: Regarding task performance, control is adjusted to overcome the conflict. Regarding task choice, control is harnessed to bias decision making away from the source of conflict. Despite recent theoretical progress, until now two lines of research addressed these…

Nursing Students' Perception of Conflict Management Styles of Their Nursing Educators

Science.gov (United States)

Hashish, Ebtsam Aly Abou; Hamouda, Ghada Mohamed; Taha, Eman El-Sayed

2015-01-01

Background: The interactive nature of the teaching process is built on a social relationship between teachers and students. Conflicts in the relationship between students and teachers may occur for a several reasons. Effective and constructive management of conflict can decrease its negative effects on the learning environment, students, and…

Reducing conflict-related employee strain: the benefits of an internal locus of control and a problem-solving conflict management strategy

NARCIS (Netherlands)

Dijkstra, M.T.M.; Beersma, B.; Evers, A.

2011-01-01

Workplace conflict is a potent stressor, but most previous research has focused on its effect on productivity and performance rather than on individual well-being. This paper examines the moderating roles of an individual's internal locus of control and a problem-solving conflict management

Reducing conflict-related employee strain: The benefits of an internal locus of control and a problem-solving conflict management strategy

NARCIS (Netherlands)

Dijkstra, M.T.M.; Beersma, B.; Evers, A.

2011-01-01

Workplace conflict is a potent stressor, but most previous research has focused on its effect on productivity and performance rather than on individual well-being. This paper examines the moderating roles of an individual's internal locus of control and a problem-solving conflict management

Assessing Psychodynamic Conflict.

Science.gov (United States)

Simmonds, Joshua; Constantinides, Prometheas; Perry, J Christopher; Drapeau, Martin; Sheptycki, Amanda R

2015-09-01

Psychodynamic psychotherapies suggest that symptomatic relief is provided, in part, with the resolution of psychic conflicts. Clinical researchers have used innovative methods to investigate such phenomenon. This article aims to review the literature on quantitative psychodynamic conflict rating scales. An electronic search of the literature was conducted to retrieve quantitative observer-rated scales used to assess conflict noting each measure's theoretical model, information source, and training and clinical experience required. Scales were also examined for levels of reliability and validity. Five quantitative observer-rated conflict scales were identified. Reliability varied from poor to excellent with each measure demonstrating good validity. However a small number of studies and limited links to current conflict theory suggest further clinical research is needed.

Recreation conflict potential and management in the northern/central Black Forest Nature Park

Science.gov (United States)

C. Mann; J. D. Absher

2008-01-01

This study explores conflict in recreational use of the Black Forest Nature Park (BFNP) by six different nature sports groups as a function of infrastructure, forest management and other users. A multi-step, methodological triangulation conflict model from US recreation management was applied and tested in the Park. Results from two groups, hikers and mountain bikers,...

Managing Conflicting Goals in the Social Services in Danish Municipalities

DEFF Research Database (Denmark)

Svanholt, Anne Kirstine

This paper explores how middle managers in public sector organisations within the social services use management control systems (MCS) in order to create balance between potentially conflicting goals. By employing a case study setting, the paper investigates the tension between the necessity...

Reducing conflict-related employee strain: The benefits of an internal locus of control and a problem-solving conflict management strategy

OpenAIRE

Dijkstra, M.T.M.; Beersma, B.; Evers, A.

2011-01-01

Workplace conflict is a potent stressor, but most previous research has focused on its effect on productivity and performance rather than on individual well-being. This paper examines the moderating roles of an individual's internal locus of control and a problem-solving conflict management strategy. In the cross-sectional study, among 774 health care workers in the Netherlands, employees' internal locus of control did moderate the relationship between experienced conflict at work and psychol...

Adolescents' and mothers' conflict management constellations: Links with individual and relational functioning

NARCIS (Netherlands)

Missotten, L.; Luyckx, Koen; Vanhalst, J.; Nelemans, S.A.; Branje, S.J.T.

2017-01-01

In the present multi-informant study, we examined dyadic combinations of adolescent and maternal conflict management styles through stepwise latent class analysis. We investigated how these dyadic conflict classes related to adolescents' and mothers' perceptions of individual and relational

Organizational Conflict and Management: A Study at Schools of Physical Education and Sport in Turkey

Science.gov (United States)

Mirzeoglu, Nevzat

2007-01-01

Effective management relates to creativity, good leadership, and a strong educational basis. Managing conflict is one of the main responsibilities to be an effective administrator. The purpose of this study was to investigate conflict management methods that administrators are using and what the perceptions of subordinates. Thirty-eight…

Longitudinal transmission of conflict management styles across inter-parental and adolescent relationships

NARCIS (Netherlands)

Staats, S.; Branje, S.J.T.; van der Valk, I.E.; Meeus, W.H.J.

2016-01-01

This study longitudinally investigated transmission of conflict management styles across inter-parental, adolescent-parent, adolescent-friend, and adolescent-partner relationships. During four waves, 799 middle-to-late adolescents (Mage-t1 = 15.80; 54% boys) and their parents completed the Conflict

Interactive forest governance to conflict management in Ghana

NARCIS (Netherlands)

Derkyi, M.; Ros-Tonen, M.A.F.; Dietz, A.J.; Kyereh, B.

2012-01-01

This paper analyzes forest governance and conflict management in the Ghanaian forest sector from the perspective of forest experts. It does so by applying interactive governance theory (Kooiman et al. 2005, 2008) to characterize the governing system in terms of governance modes, actors and elements.

Interactive forest governance for conflict management in Ghana

NARCIS (Netherlands)

Derkyi, M.; Ros-Tonen, M.A.F.; Dietz, T.; Kyereh, B.

2012-01-01

This paper analyzes forest governance and conflict management in the Ghanaian forest sector from the perspective of forest experts.1 It does so by applying interactive governance theory (Kooiman et al. 2005, 2008) to characterize the governing system in terms of governance modes, actors and

Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment and Turnover Intent

Science.gov (United States)

Reio, Thomas G., Jr.; Trudel, Jeannie

2013-01-01

The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style…

Managing conflict at work: a qualitative analysis of municipal sports officers views in Gauteng province, South Africa

OpenAIRE

N. Meyer; J. Surujlal

2013-01-01

Conflict is an inevitable part of life and the importance of understanding and managing it is cardinal. The lack of understanding of conflict can affect various areas within an organisation, creating unstable and sometimes very vulnerable situations. Given the fact that conflict is perceived to be an inevitable occurrence in any organisation, it is logical to focus on the effective management thereof. Hence, the purpose of the study was to investigate conflict management from the viewpoint of...

Marital Conflicts and Parent-Adolescent Conflicts: The Mediator Role of Adolescents' Appraisals of Interparental Conflicts

Directory of Open Access Journals (Sweden)

ایرج مختارنیا

2017-03-01

Full Text Available The aim of this study was to investigate the effect of mediating role of adolescents' appraisals from interparents conflict on the relationship of marital conflicts and parent-adolescent conflict. The study was descriptive correlational and the population of this study included students of Qods town of Tehran province. Sample size was 700 students that were selected by multistage random sampling. The data were collected by Parent-Adolescent Conflict Questionnaire (PACQ, Marital Conflict Scale (MCS and Children's Appraisals of Interparental Conflict Scale (CPIC. The results of structural equation modeling analysis showed that the theoretical model of the study included in the model was properly fitted with the data. This means that the variable of adolescent's appraisals of interparents’ conflict can be considered as a mediator variable in the relationship of marital conflict and parent-adolescent conflict. Furthermore, in this model all direct and indirect paths to predict parent-adolescent conflict were recognized. Therefore, marital conflict can predict parent-adolescent conflicts through mediating factors. Also, it can be concluded that the model of cognitive-contextual is capable of explaining the parent-adolescent conflicts.

Scaling and contextualizing climate-conflict nexus in historical agrarian China

Science.gov (United States)

Lee, Harry F.

2017-04-01

This study examines climate-conflict nexus in historical agrarian China in multi-scalar and contextualized approach, illustrating what and how socio-political factors could significantly mediate the climate-violent link in pre-industrial society. Previous empirical large-N studies show that violent conflict in historical agrarian society was triggered by climate-induced food scarcity. The relationship was valid in China, Europe, and various geographic regions in the Northern Hemisphere in pre-industrial era. Nevertheless, the observed relationship has only been verified at a macro level (long-term variability of the nexus is emphasized and data over large area are aggregated), and somewhat generalized in nature (only physical environmental factors are controlled). Three inter-related issues remain unresolved: First, the key explanatory variable of violent conflicts may change substantially at different spatio-temporal scales. It is necessary to check whether the climate-conflict nexus is valid at a micro level (about short-term variability of the nexus and data in finer spatial resolution), and explore how the nexus changes along various spatio-temporal dimensions. Second, as the climate-conflict nexus has only been demonstrated in a broad sense, it is necessary to check whether and how the nexus is mediated by local socio-political context. More non-climatic factors pertinent to the cause and distribution of conflicts (e.g., governance, adaptive mechanisms, etc.) should be considered. Third, the methodology applied in the previous studies assumes spatially-independent observations and linear relationship, which may simplify the climate-conflict link. Moreover, the solitary reliance on quantitative methods may neglect those non-quantifiable socio-political dynamics which mediates the climate-conflict nexus. I plan to address the above issues by using disaggregated spatial analysis and in-depth case studies, with close attention to local and temporal differences and

Strategies for Managing Conflict in the Collaboration Process.

Science.gov (United States)

Ivarie, Judith J.

Approaches to managing conflict in the collaborative process are discussed, along with the need for collaboration in schools. Collaboration by teachers, administrators, parents, and others can help identify problems, consider relevant data, plan and implement interventions, and evaluate results. However, the knowledge, experience, and values of…

Economic Community of West African States Conflict Management and Resolution: A Case Study

National Research Council Canada - National Science Library

Umaru, Kayode

2003-01-01

.... The prevalence of conflicts has risen since the last decade and though the Economic Community of West African States has been involved in the management of these conflicts, the efforts were marred...

Correlates of conflict, power and authority management, aggression and impulse control in the Jamaican population.

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Walcott, G; Hickling, F W

2013-01-01

The object of this study is to establish the correlates of the phenomenology of conflict and power management in the Jamaican population. A total of 1506 adult individuals were sampled from 2150 households using a stratified sampling method and assessed using the 12 questions of the Jamaica Personality Disorder Inventory (JPDI) on the phenomenology of conflict and power management that are grouped into the psychological features of aggressive social behaviour, unlawful behaviour, socially unacceptable behaviour and financial transgressive behaviour. The database of responses to the demographic and JPDI questionnaires was created and analysed using the Statistical Package for the Social Sciences (SPSS) version 17. Of the national population sampled, 69.1% denied having any phenomenological symptoms of abnormal power management relations while 30.9% of the population admitted to having some degree of conflict and power management, ranging from mild (10.3%), to moderate (17.1), or severe (3.5%). There were 46.55% of the population which had problems with aggressive social behaviour, 9.33% had problems with unlawful behaviour, 9.58% had problems with unacceptable social behaviour and 37.74% had problems with financial transgressive behaviour. Significant gender and socio-economic class patterns for conflict and power management were revealed. This pattern of conflict and power management behaviour is critical in understanding the distinction between normal and abnormal expression of these emotions and actions. Nearly one-third of the sample population ` studied reported problems with conflict, abnormal power and authority management, impulse control and serious aggressive and transgressive behaviour.

An Exploratory Study of the Conflict Management Styles of Department Heads in a Research University Setting

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Stanley, Christine A.; Algert, Nancy E.

2007-01-01

Conflict in the university setting is an inherent component of academic life. Leaders spend more than 40% of their time managing conflict. Department heads are in a unique position--they encounter conflict from individuals they manage and from others to whom they report such as a senior administrator in the position of dean. There are very few…

Using Conflict-Management Surveys to Extricate Research out of the "Ivory Tower": An Experiential Learning Exercise

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Anakwe, Uzoamaka P.; Purohit, Yasmin S.

2006-01-01

Management scholars have encouraged newer approaches to management education combining cognitive lessons with active experiential activities. This article describes how surveys, originally intended for collecting conflict-management data, can be introduced in the classroom to catalyze a deeper understanding of conflict. This article exemplifies…

Sources of motivation, interpersonal conflict management styles, and leadership effectiveness: a structural model.

Science.gov (United States)

Barbuto, John E; Xu, Ye

2006-02-01

126 leaders and 624 employees were sampled to test the relationship between sources of motivation and conflict management styles of leaders and how these variables influence effectiveness of leadership. Five sources of motivation measured by the Motivation Sources Inventory were tested-intrinsic process, instrumental, self-concept external, self-concept internal, and goal internalization. These sources of work motivation were associated with Rahim's modes of interpersonal conflict management-dominating, avoiding, obliging, complying, and integrating-and to perceived leadership effectiveness. A structural equation model tested leaders' conflict management styles and leadership effectiveness based upon different sources of work motivation. The model explained variance for obliging (65%), dominating (79%), avoiding (76%), and compromising (68%), but explained little variance for integrating (7%). The model explained only 28% of the variance in leader effectiveness.

Pilot Preference, Compliance, and Performance With an Airborne Conflict Management Toolset

Science.gov (United States)

Doble, Nathan A.; Barhydt, Richard; Krishnamurthy, Karthik

2005-01-01

A human-in-the-loop experiment was conducted at the NASA Ames and Langley Research Centers, investigating the En Route Free Maneuvering component of a future air traffic management concept termed Distributed Air/Ground Traffic Management (DAG-TM). NASA Langley test subject pilots used the Autonomous Operations Planner (AOP) airborne toolset to detect and resolve traffic conflicts, interacting with subject pilots and air traffic controllers at NASA Ames. Experimental results are presented, focusing on conflict resolution maneuver choices, AOP resolution guidance acceptability, and performance metrics. Based on these results, suggestions are made to further improve the AOP interface and functionality.

Analysis of the effect of conflict-management and resolution training on employee stress at a healthcare organization.

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Haraway, Dana L; Haraway, William M

2005-01-01

Conflict is inevitable and can be both positive and negative. Although it is impossible, and probably not wise, to eliminate conflict, it is prudent for healthcare organizations to provide direct instruction in conflict-management training. In this study, 23 supervisors and managers in a local healthcare organization participated in two 3-hour sessions designed to teach practical conflict-management strategies immediately applicable to their workplace duties and responsibilities. A comparison of pretest and posttest measures indicates statistically significant differences in four areas and suggests a positive influence of the brief intervention.

Improving the use of research evidence in guideline development: 4. Managing conflicts of interests

Directory of Open Access Journals (Sweden)

Bero Lisa A

2006-12-01

Full Text Available Abstract Background The World Health Organization (WHO, like many other organisations around the world, has recognised the need to use more rigorous processes to ensure that health care recommendations are informed by the best available research evidence. This is the fourth of a series of 16 reviews that have been prepared as background for advice from the WHO Advisory Committee on Health Research to WHO on how to achieve this. Objectives We reviewed the literature on conflicts of interest to answer the following questions: 1. What is the best way to obtain complete and accurate disclosures on financial ties and other competing interests? 2. How to determine when a disclosed financial tie or other competing interest constitutes a conflict of interest? 3. When a conflict of interest is identified, how should the conflict be managed? 4. How could conflict of interest policies be enforced? Methods We searched PubMed, the Cochrane Methodology Register and selectively searched for the published policies of several organizations, We did not conduct systematic reviews ourselves. Our conclusions are based on the available evidence, consideration of what WHO and other organisations are doing and logical arguments. Key questions and answers What is the best way to obtain complete and accurate disclosures on financial ties and other competing interests? • Although there is little empirical evidence to guide the development of disclosure forms, minimal or open-ended formats are likely to be uninformative. We recommend the development of specific, detailed, structured forms that solicit as much information as possible about the nature and extent of the competing interests. How to determine when a disclosed financial tie or other competing interest constitutes a conflict of interest? • There is no empirical evidence to suggest that explicit criteria are preferable to ad hoc committee decisions when deciding if a disclosed financial tie is a conflict of

Managing conflict over biological control: the case of strawberry guava in Hawaii

Science.gov (United States)

Tracy Johnson

2016-01-01

Biological control researchers commonly avoid targets with potential for high conflict, but for certain highly damaging invaders with no viable management alternatives, it may be necessary to consider biological control even when it is likely to generate conflict. Discussed here is a case study, strawberry guava (Psidium cattleianum Sabine...

A Case Study of Conflict in an Educational Workplace: Managing Personal and Cultural Differences

Science.gov (United States)

Torpey, Michael John

2006-01-01

This article is about conflict in an educational workplace setting. It reports on a case study investigating the emergence, development, and management of conflict among diverse native English speakers working as language instructors within a Japanese university. The example of conflict presented, which deals with divergent assumptions about the…

Conflict and professionalism: perceptions among nurses in Saudi Arabia.

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Zakari, N M; Al Khamis, N I; Hamadi, H Y

2010-09-01

To examine the relationship between nurses' perceptions of conflict and professionalism. In Saudi Arabia, health-care sectors are constantly undergoing major changes because of social, consumer-related, governmental, technological and economic pressures. These changes will influence the nature of health-care organizations, such as hospitals' work environment. The ability of nurses to practise in a professional manner may be influenced by their work environment and conflict level. A cross-sectional design was conducted in this study. A simple random selection of three health-care sectors in Saudi Arabia was performed and 346 nurse managers, as well as bedside nurses participated to provide information about conflict levels and professionalism. The Perceived Conflict Scale was used to assess the level of conflict, and the Valiga Concept of Nursing Scale was used to assess the professionalism perception among nurses. The intragroup/other department type of conflict had a statistically significant correlation with the perception of professionalism. In addition, the findings point to a low perception among the participating nurses regarding their professionalism. A number of factors might explain the low level of perception of professionalism. These relate to the workplace itself, as well as to the personal background of the nurses, which includes the personal interest in the nursing profession, as well as the family's, society's and the consumers' views of the profession. Given the findings of this study, nurse managers are encouraged to create a work environment that supports professionalism and minimizes conflict.

A strategic approach for managing conflict in hospitals: responding to the Joint Commission leadership standard, Part 2.

Science.gov (United States)

Scott, Charity; Gerardi, Debra

2011-02-01

A well-designed conflict management process for hospital leaders should both retain the positive benefits of constructive conflict engagement and minimize the adverse consequences that unmanaged conflict can have on patient care. Dispute system design (DSD) experts recommend processes that emphasize the identification of the disputing parties' interests and that avoid reliance on exertions of power or resort to rights. In an emerging trend in designing conflict management systems, focus is placed on the relational dynamics among those involved in the conflict, in recognition of the reciprocal impact that each participant in a conflict has on the other. The aim is then to restore trust and heal damaged relationships as a component of resolution. The intent of Standard LD.02.04.01 is to prevent escalation to formal legal disputes and encourage leaders to overcome their conflict-avoidance tendencies through the use of well-designed approaches that support engagement with conflict. The sequence of collaborative options consists of individual coaching and counseling; informal face-to-face meetings; informal, internally facilitated meetings; informal, externally facilitated meetings; formal mediation; and postdispute analysis and feedback. Every hospital has unique needs, and every conflict management process must be tailored to individual circumstances. The recommendations in this two-part article can be adapted and incorporated in other, more comprehensive conflict management processes throughout the hospital. Expanding the conflict competence of leaders to enable them to effectively engage in and model constructive conflict-handling behaviors will further support the strategic goal of providing safe and effective patient care.

The Evolution of a Japanese Theory of Conflict Management and Implications for Japanese Foreign Policy

Science.gov (United States)

2001-12-01

This thesis explores whether there is a uniquely Japanese method of conflict management Given the delicate balance of stability in Northeast Asia...Japanese leadership needs to use conflict management tools to resolve territorial claims with the governments of China, Russia, and South Korea, Given

Development of a Computational Simulation Model for Conflict Management in Team Building

Directory of Open Access Journals (Sweden)

W. M. Wang

2011-05-01

Full Text Available Conflict management is one of the most important issues in leveraging organizational competitiveness. However, traditional social scientists built theories or models in this area which were mostly expressed in words and diagrams are insufficient. Social science research based on computational modeling and simulation is beginning to augment traditional theory building. Simulation provides a method for people to try their actions out in a way that is cost effective, faster, appropriate, flexible, and ethical. In this paper, a computational simulation model for conflict management in team building is presented. The model is designed and used to explore the individual performances related to the combination of individuals who have a range of conflict handling styles, under various types of resources and policies. The model is developed based on agent-based modeling method. Each of the agents has one of the five conflict handling styles: accommodation, compromise, competition, contingency, and learning. There are three types of scenarios: normal, convex, and concave. There are two types of policies: no policy, and a reward and punishment policy. Results from running the model are also presented. The simulation has led us to derive two implications concerning conflict management. First, a concave type of resource promotes competition, while convex type of resource promotes compromise and collaboration. Second, the performance ranking of different styles can be influenced by introducing different policies. On the other hand, it is possible for us to promote certain style by introducing different policies.

Developing Organizational Competences for Conflict Management: The Use of the Prisoner's Dilemma in Higher Education.

Science.gov (United States)

Bruno, Andreina; Dell'Aversana, Giuseppina; Guidetti, Gloria

2018-01-01

Interpersonal relationship require sophisticated competences of cohabitation. However, the availability of training tools to develop conflict management skills is limited and problematic. The prisoner's dilemma game (PDG), the most widely known example of game theory, a nonzero-sum game, has been used, in higher education, to provide students with an opportunity of active learning and for understanding counterintuitive concepts. It creates a condition of emotive, moral and decisional conflict in and between agents. This paper presents a case-study in higher education in which PDG was proposed to enhance organizational competences for conflict management, according to the psychoanalytic approach to organizational studies. The study aims to explore: (1) the significant characteristics of PDG used in an affective-emotional key in higher education; (2) the learning outcomes that PDG enables to activate in the participants in relation to the development of organizational skills for conflict management. Twenty students' reflective journals were analyzed using thematic analysis. Findings indicated that PDG is perceived as a useful device in students' learning experience, which is appreciated in relation to its concreteness, intensity and debriefing phase. Learning outcomes allow new meanings about conflict, by emphasizing its defensive, automatic and interpersonal dimension. This paper contributes to the understanding of PDG as a tool to develop competences in dealing with the challenges of conflict management, since it seems to favor the overcoming of the individualistic stereotype in conflict representation by highlighting the interdependence of social interaction.

Developing Organizational Competences for Conflict Management: The Use of the Prisoner's Dilemma in Higher Education

Directory of Open Access Journals (Sweden)

Andreina Bruno

2018-03-01

Full Text Available Interpersonal relationship require sophisticated competences of cohabitation. However, the availability of training tools to develop conflict management skills is limited and problematic. The prisoner's dilemma game (PDG, the most widely known example of game theory, a nonzero-sum game, has been used, in higher education, to provide students with an opportunity of active learning and for understanding counterintuitive concepts. It creates a condition of emotive, moral and decisional conflict in and between agents. This paper presents a case-study in higher education in which PDG was proposed to enhance organizational competences for conflict management, according to the psychoanalytic approach to organizational studies. The study aims to explore: (1 the significant characteristics of PDG used in an affective-emotional key in higher education; (2 the learning outcomes that PDG enables to activate in the participants in relation to the development of organizational skills for conflict management. Twenty students' reflective journals were analyzed using thematic analysis. Findings indicated that PDG is perceived as a useful device in students' learning experience, which is appreciated in relation to its concreteness, intensity and debriefing phase. Learning outcomes allow new meanings about conflict, by emphasizing its defensive, automatic and interpersonal dimension. This paper contributes to the understanding of PDG as a tool to develop competences in dealing with the challenges of conflict management, since it seems to favor the overcoming of the individualistic stereotype in conflict representation by highlighting the interdependence of social interaction.

Large-scale effects of migration and conflict in pre-agricultural groups: Insights from a dynamic model.

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Francesco Gargano

Full Text Available The debate on the causes of conflict in human societies has deep roots. In particular, the extent of conflict in hunter-gatherer groups remains unclear. Some authors suggest that large-scale violence only arose with the spreading of agriculture and the building of complex societies. To shed light on this issue, we developed a model based on operatorial techniques simulating population-resource dynamics within a two-dimensional lattice, with humans and natural resources interacting in each cell of the lattice. The model outcomes under different conditions were compared with recently available demographic data for prehistoric South America. Only under conditions that include migration among cells and conflict was the model able to consistently reproduce the empirical data at a continental scale. We argue that the interplay between resource competition, migration, and conflict drove the population dynamics of South America after the colonization phase and before the introduction of agriculture. The relation between population and resources indeed emerged as a key factor leading to migration and conflict once the carrying capacity of the environment has been reached.

Development and validation of the work-family-school role conflicts and role-related social support scales among registered nurses with multiple roles.

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Xu, Lijuan; Song, Rhayun

2013-10-01

The purpose of this study was to develop work-family-school role conflicts and role-related social support scales, and to validate the psychometrics of those scales among registered nurses with multiple roles. The concepts, generation of items, and the scale domains of work-family-school role conflicts and role-related social support scales were constructed based on a review of the literature. The validity and reliability of the scales were examined by administering them to 201 registered nurses who were recruited from 8 university hospitals in South Korea. The content validity was examined by nursing experts using a content validity index. Exploratory factor analysis and confirmatory factor analysis were used to establish the construct validity. The correlation with depression was examined to assess concurrent validity. Finally, internal consistency was assessed using Cronbach's alpha coefficients. The work-family-school role conflicts scale comprised ten items with three factors: work-school-to-family conflict (three items), family-school-to-work conflict (three items), and work-family-to-school conflict (four items). The role-related social support scale comprised nine items with three factors: support from family (three items), support from work (three items), and support from school (three items). Cronbach's alphas were 0.83 and 0.76 for the work-family-school role conflicts and role-related social support scales, respectively. Both instruments exhibited acceptable construct and concurrent validity. The validity and reliability of the developed scales indicate their potential usefulness for the assessment of work-family-school role conflict and role-related social support among registered nurses with multiple roles in Korea. Copyright © 2013 Elsevier Ltd. All rights reserved.

Self-concept clarity and the management of social conflict.

NARCIS (Netherlands)

Bechtoldt, M.N.; de Dreu, C.K.W.; Nijstad, B.A.

2010-01-01

In 4 studies we examined the relationship between selfconcept clarity and conflict management. Individuals with higher selfconcept clarity were overall more active and showed more cooperative problem-solving behavior than people with low self-concept clarity. There were no relationships with

Grizzly bear-human conflicts in the Yellowstone Ecosystem, 1992-2000

Science.gov (United States)

Gunther, K.A.; Haroldson, M.A.; Cain, S.L.; Copeland, J.; Frey, K.; Schwartz, C.C.

2004-01-01

For many years, the primary strategy for managing grizzly bears (Ursus arctos) that came into conflict with humans in the Greater Yellowstone Ecosystem (GYE) was to capture and translocate the offending bears away from conflict sites. Translocation usually only temporarily alleviated the problems and most often did not result in long-term solutions. Wildlife managers needed to be able to predict the causes, types, locations, and trends of conflicts to more efficiently allocate resources for pro-active rather than reactive management actions. To address this need, we recorded all grizzly bear-human conflicts reported in the GYE during 1992-2000. We analyzed trends in conflicts over time (increasing or decreasing), geographic location on macro- (inside or outside of the designated Yellowstone Grizzly Bear Recovery Zone [YGBRZ]) and micro- (geographic location) scales, land ownership (public or private), and relationship to the seasonal availability of bear foods. We recorded 995 grizzly bear-human conflicts in the GYE. Fifty-three percent of the conflicts occurred outside and 47% inside the YGBRZ boundary. Fifty-nine percent of the conflicts occurred on public and 41% on private land. Incidents of bears damaging property and obtaining anthropogenic foods were inversely correlated to the abundance of naturally occurring bear foods. Livestock depredations occurred independent of the availability of bear foods. To further aid in prioritizing management strategies to reduce conflicts, we also analyzed conflicts in relation to subsequent human-caused grizzly bear mortality. There were 74 human-caused grizzly bear mortalities during the study, primarily from killing bears in defense of life and property (43%) and management removal of bears involved in bear-human conflicts (28%). Other sources of human-caused mortality included illegal kills, electrocution by downed power-lines, mistaken identification by American black bear (Ursus americanus) hunters, and vehicle strikes

Institutionalization of conflict capability in the management of natural resources : theoretical perspectives and empirical experience in Indonesia

NARCIS (Netherlands)

Yasmi, Y.

2007-01-01

Keywords: natural resource conflict, conflict capability, impairment, escalation This study concerns natural resource management (NRM) conflict particularly conflict in forestry sector and how such conflict can be addressed effectively. It consists of two major parts. The first deals with the

From Qualitative Data to Instrument Development: The Women's Breast Conflict Scale

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Thomas, Eileen

2011-01-01

The purpose of this article is to describe the initial development of the Women's Breast Conflict Scale, a predictive instrument designed to identify women who may be least likely to follow recommended mammography screening guidelines. This new instrument incorporates self/body image, teasing, family norms and values, and societal/media…

Conflict in organizations

DEFF Research Database (Denmark)

Kesting, Peter; Smolinski, Remigiusz; Speakman, Ian

2012-01-01

The goal of this conceptual paper is to apply the insights of recent routine research in the area of conflict and conflict management. As a result, the authors identify four different types of conflict sources that are rooted in routines and the specific difficulties connected with their change......: the repetitive character of routine, disagreement over the “validity” of the existing routines, disagreement concerning the definition of new targets, and resistance towards change processes. Further the authors point to the inherent tendency to routinize conflict management strategies and the risks...... that are associated with this process. As a result, this paper offers new insights into the causes and structure of conflicts triggered by change processes as well as into the management of repetitive conflicts....

Analysis of the relationship between the application of negotiation style and conflict management strategies physical education's experts in Iran

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Mojtaba Hassannejad

2018-04-01

Full Text Available The conflict is a major behavioral complication of groups. The manager who knows the basic principles of conflict and negotiation will be ready to deal successfully with these inevitable situations. However, this study aimed to explain the role of negotiation in conflict management among physical education experts in Education and Training System of Iran. This study applied analytical- correlation study. The sample consisted of 217 physical education experts. The Robbins' Conflict Management Questionnaire and PEER’s Negotiation Styles Questionnaire (1989 were used for collecting the data. The findings showed that there is a significant relationship between negotiation styles and conflict management. However, there was no relationship between negotiation styles and avoidance strategy.  The factual style and solution-oriented strategy were selected by participants. It was concluded that the negotiation styles and conflict management strategies should be used considering the situation.  It was recommended that the training courses would be hold to increase the skills of physical education managers and empower them.

The Role of Gender and How It Relates to Conflict Management Style and School Culture

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Blackburn, Chris Harriet; Martin, Barbara N.; Hutchinson, Sandy

2006-01-01

This investigation focused on principals, by gender, and the impact that the principals' conflict management style had on cultural aspects in schools. Findings were: principals with a conflict management style that is high in dominating show lower school culture scores in professional development, and, conversely, principals with a conflict…

EU-UN partnership in military conflict management: Whither the ...

African Journals Online (AJOL)

UN) and the European Union (EU) in African conflict management. Constructing the EU as a security actor, including its validation through the UN, is not a process solely based on the normative claims inherent in the EU as a sui generis actor, ...

Self-Concept Clarity and the Management of Social Conflict

NARCIS (Netherlands)

Bechtoldt, Myriam N.; De Dreu, Carsten K. W.; Nijstad, Bernard A.; Zapf, Dieter

In 4 studies we examined the relationship between self-concept clarity and conflict management. Individuals with higher self-concept clarity were overall more active and showed more cooperative problem-solving behavior than people with low self-concept clarity. There were no relationships with

Conflict cultures in organizations: how leaders shape conflict cultures and their organizational-level consequences.

Science.gov (United States)

Gelfand, Michele J; Leslie, Lisa M; Keller, Kirsten; de Dreu, Carsten

2012-11-01

Anecdotal evidence abounds that organizations have distinct conflict cultures, or socially shared norms for how conflict should be managed. However, research to date has largely focused on conflict management styles at the individual and small group level, and has yet to examine whether organizations create socially shared and normative ways to manage conflict. In a sample of leaders and members from 92 branches of a large bank, factor analysis and aggregation analyses show that 3 conflict cultures-collaborative, dominating, and avoidant-operate at the unit level of analysis. Building on Lewin, Lippitt, and White's (1939) classic work, we find that leaders' own conflict management behaviors are associated with distinct unit conflict cultures. The results also demonstrate that conflict cultures have implications for macro branch-level outcomes, including branch viability (i.e., cohesion, potency, and burnout) and branch performance (i.e., creativity and customer service). A conflict culture perspective moves beyond the individual level and provides new insight into the dynamics of conflict management in organizational contexts. (c) 2012 APA, all rights reserved.

An exploration of Bureau of Reclamation approaches for managing conflict over diverging science

Science.gov (United States)

Burkardt, Nina; Ruell, Emily; Clark, Douglas

2008-01-01

As a major institutional agent supplying Western water resources, the Bureau of Reclamation (Reclamation) provides important leadership, technical, and financial resources in water management, serving as the West's "water broker" (Bowersox 2000; Pisani 2003). In recent years, growing numbers of constituencies using water and the over-allocation of water resources have contributed to conflict over the resource in the American West (National Research Council 2004). Although the conflicts arise from many sources, one common theme is that Reclamation managers often must make decisions about water use and allocation when scientific studies provide uncertain or competing recommendations. We conducted a preliminary study of Reclamation water managers and water scientists to try to understand the approaches or techniques they use or consider useful for dealing with scientific conflicts over water allocation and how these compare to techniques found in the relevant literature. We report the results of (1) an electronic survey of Reclamation senior managers and (2) a panel discussion amongst Reclamation senior managers as to the current institutional capabilities for managing diverging scientific findings in water dispute resolution processes. We conclude with a discussion of the strengths and weaknesses of the different tools and techniques managers reported in the survey and in the panel discussion.

Countermeasure for Managing Interpersonal Conflicts in Space: A Continuation Study

Data.gov (United States)

National Aeronautics and Space Administration — At this point, we have accomplished the aim of developing an interactive media program to assist long-duration space crews to manage specific, ongoing conflicts that...

Communication strategies for conflict management

International Nuclear Information System (INIS)

Schlange, L.E.

1994-01-01

The current debates in Swiss nuclear power policy about the power increase in one nuclear generating unit and about a repository for radioactive waste are used as models for strategic decisionmaking. For this purpose, two independent, but complementary, schools of thought are combined: First, a sensitivity model is employed to analyze societal mechanisms in a coherent, holistic frame of reference; secondly, a meta-analysis concentrates on the process of conflict management among the Federal Government, the managers of the electricity utilities, their political opponents, and the public. The way in which the participating groups make decisions and implement them is of critical importance to their behavior in the next phase. This is the stage at which models show how the behavior of the players will develop over time. The establishment of a highly flexible strategic knowledge base illustrates how the findings made can be employed in designing successful communication strategies. (orig.) [de

The African Union and Conflict Management | Albert | Africa ...

African Journals Online (AJOL)

This paper reflects on the ability of the African Union (AU) to implement its conflict management mechanism. The response of the AU to the 'military coup' in Togo and its mission in Sudan are used as case studies. The emerging picture is that African leaders are now alive to their responsibilities for making, building and ...

Approaches to and tools for managing environmental conflicts in ...

African Journals Online (AJOL)

increases and rapid economic growth compound pressures on and intensify ... Integrated Coastal Zone Management (ICZM) is essentially about conflict ... undertakes a desk top study focusing on the key debates and issues in relation to .... coastal resources disintegrate when privatisation and/or markets and associated.

Decentralized Planning for Pre-Conflict and Post-Conflict ...

African Journals Online (AJOL)

2012-10-02

Oct 2, 2012 ... Such processes are 'sine qua non' to pre-conflict and post-conflict prevention. .... A Basic Approach to Pre-Conflict Management Planning ... and also factor in an evaluation of perception variables that help us to understand ...

Interpersonal conflict tactics and substance use among high-risk adolescents.

Science.gov (United States)

Unger, Jennifer B; Sussman, Steve; Dent, Clyde W

2003-07-01

Adolescents who use aggressive tactics to handle interpersonal conflicts may be at high risk for substance use, while adolescents who possess coping strategies to avoid or manage interpersonal conflict may be at lower risk for substance use. This study examined the association between interpersonal conflict tactics and substance use among 631 continuation high school students. Items from a modified Conflict Tactics Scale formed three factors: Physical Aggression, Nonphysical Aggression, and Nonaggression. Logistic regression analyses revealed that adolescents' ways of responding to interpersonal conflicts were associated with their substance use. Use of physical aggression was associated with a higher risk of cigarette, alcohol, marijuana, and other drug use. Use of nonphysical aggression was associated with a higher risk of cigarette and alcohol use. Use of nonaggressive conflict tactics was associated with a lower risk of cigarette use. Adolescents who respond to interpersonal conflicts in an aggressive manner, whether physical or verbal/psychological, may be at increased risk for substance use, while nonaggressive conflict management skills may be protective. Possibly, teaching adolescents nonaggressive techniques for handling interpersonal conflict may be a useful strategy for preventing both interpersonal violence and substance use.

Separatist Conflicts in the ASEAN Region: Comparing Southern Thailand and Mindanao

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Kathrin Rupprecht

2014-06-01

Full Text Available This paper examines two cases of separatist conflict, namely the conflict in Southern Thailand and the conflict in the southern Philippines. Both conflicts have been long-lasting, extremely violent, and embedded in ethnic and religious sentiments. The comparison shows that there are structural analogies in both conflict cases that indicate similar root causes. State-internal conflicts of this scale are not purely a matter of national politics. States and non-state actors have influenced – and are still influencing – both separatist conflicts in various ways and towards different outcomes. It becomes apparent that non-traditional security issues that are linked to state-internal conflicts demand a more proactive role of ASEAN in the field of conflict management.

Aggression and withdrawal related behavior within conflict management progression in preschool boys with language impairment.

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Horowitz, Laura; Westlund, Karolina; Ljungberg, Tomas

2007-10-01

This study examined conflict behavior in naturalistic preschool settings to better understand the role of non-affiliative behavior and language in conflict management. Free-play at preschool was filmed among 20 boys with typically developing language (TL) and among 11 boys with Language Impairment (LI); the boys 4-7 years old. Conflict behavior was coded and analyzed with a validated system. Post-conflict non-affiliative behavior (aggression and withdrawal) displays, and the links between the displays and reconciliation (i.e., former opponents exchange friendly behavioral shortly after conflict termination) was examined. Group comparisons revealed boys with LI displayed aggression in a smaller share of conflicts, but exhibited [Symbol: see text]active' withdrawal (left the room), in a larger conflict share. Boys with TL overcame aggression (more common TL behavior) and after reconciled, to a greater extent than the boys with LI after active withdrawal (more common LI behavior). Also, after reciprocal or only verbal aggression, boys with LI reconciled to a lesser extent than boys with TL. The boys with LI demonstrated difficulties confronting conflict management, as well as concluding emotionally heightened and aggressive behavioral turns.

Relationship between leadership style and Conflict Management among the Managers of the Hospitals sponsored by Lorestan university of medical sciences

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feizollah Akbari

2005-08-01

Conclusion: Determining the leadership and management styles and identifying the methods of dealing with disagreements and conflicts in hospitals is crucial. Since some of the factors involved in leadership style and conflict management have been studied in this research, it is suggested that the effect of other factors such as organizational culture , social culture , race , personality , etc. on the leadership style of people be studied more comprehensively.

Resource-use conflicts and management challenges for Pugu and ...

African Journals Online (AJOL)

Resource-use conflicts and management challenges for Pugu and Kazimzumbwi forest reserves in Kisarawe and Ilala districts, Tanzania. IOE Malugu. Abstract. No Abstract. Discovery and Innovation Vol. 19 (1&2) 2007: pp. 149-174. Full Text: EMAIL FULL TEXT EMAIL FULL TEXT · DOWNLOAD FULL TEXT DOWNLOAD ...

Challenges Facing Managers in Managing Conflict in Schools in the South and South Central Regions of Botswana

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Morake, Nnior Machomi; Monobe, Ratau John; Dingwe, Stephonia

2011-01-01

The purpose of this study was to examine the challenges facing managers in managing conflict in schools of South and South Central Regions of Botswana. In this study, the schedule of interview was used to collect empirical data. A random sample of 50 school managers and deputy school managers was selected for interviews. Major findings of the…

Psychosocial Predictors of Relationship Conflict Styles as Mediated by Emotional Intelligence

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Nicole M. Monteiro

2015-05-01

Full Text Available This study investigated the influence of age, gender, and emotional intelligence (EI on conflict management styles among dating age adults in Botswana. A mixed survey and quasi-experimental design was used to assess the relationship between age and gender and the mediating influence of EI on participants’ preferred conflict management strategies (avoidance, competition, compromise, accommodation, and collaboration in response to violent and nonviolent relationship conflict. One hundred fifty-two participants were surveyed before (with the Wong and Law Emotional Intelligence Scale and after (with the Conflict Style Questionnaire watching video clips of nonviolent and violent relationship conflict. Correlations, t tests, and regression analyses were conducted. Findings revealed that women were more likely than men to report use of collaboration conflict strategies in response to the nonviolent video, and men were more likely than women to report accommodation strategies in response to the violent video. In the regression analysis, gender was a significant predictor of accommodation conflict style in response to the violent video, and EI had a significant independent and partial mediating relationship with compromise in response to the violent situation and collaboration in response to both violent and nonviolent conflict situations. Findings highlight the important role of EI in the use of higher-level relationship conflict strategies. Implications in the way of communication and conflict management for dating age adults and couples are discussed.

MULTICULTURALISM AND RELIGIOUS-BASED CONFLICT: EVENTS OF CONFLICT BASED ON ETHNICITY, RELIGION, RACE, AND INTER-GROUP RELATIONS (SARA IN THE CITY OF PONTIANAK

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Lailial Muhtifah

2013-06-01

Full Text Available There is a tendency of similar idea that caught the conflict prevention and management efforts nowadays to the articles of the Charter of Medina which was religious-based and containing the theory of civil society. It I mostly on the handling of conflict which tends to take preventive measures and to stop the conflict directly, as well as making a comprehensive synergistic effort to mange conflict. Conflict prevention is a core component of a comprehensive Conflict Management Program. This paper explores the conflict that occurred in Ponianak between a group of people from ethnic Dayak and members of an Islamic organization in 2012 which includes an important lesson for the people of West Kalimantan, both for the government and the community elements especially in dealing with a dispute between different groups of people. An integrative prevention has been proven to be able to answer the question of handling a conflict that has a potential to escalate into a full-scale riot. This work concludes that an integrative conflict handling model may become a viable alternative model to be adopted by the community of West Kalimantan in particular and other societies in general. A synergic integrative conflict handling model that reflects local wisdom of the people of Pontianak is expected to inspire real peace for various communities with a multicultural background. Key words: multicultural, religious-based conflict, ethnicity, religion

75 FR 7522 - Peer Review, Conflict of Interest and Disclosure Form; Request for the Office of Management and...

Science.gov (United States)

2010-02-19

... Review, Conflict of Interest and Disclosure Form; Request for the Office of Management and Budget's (OMB... proposal to extend the Office of Management and Budget's (OMB) approval of the Conflict of Interest (COI) and Disclosure Form which is used to determine whether or not a conflict of interest exists for a...

Voices of Experience: Understanding and Enhancing Successful Conflict Management by Community College Presidents

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Zanjani, Mellissia M.

2012-01-01

The purpose of this research study was to enhance understanding of successful conflict management by community college Presidents through highlighting and describing conflict experiences with the faculty union or the board of trustees in a community college context. The following questions guided the research: (a) How do community college…

Rhetoric of civil conflict management: United Nations Security Council debates over the Syrian civil war

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Juraj Medzihorsky

2017-04-01

Full Text Available This paper introduces a spatial model of civil conflict management rhetoric to explore how the emerging norm of responsibility to protect shapes major power rhetorical responses to civil war. Using framing theory, we argue that responsibility to protect functions like a prescriptive norm, such that representing a conflict as one of (1 human rights violations (problem definition, implies rhetorical support for (2 coercive outside intervention (solution identification. These dimensions reflect the problem-solution form of a prescriptive norm. Using dictionary scaling with a dynamic model, we analyze the positions of UN Security Council members in debates over the Syrian Civil War separately for each dimension. We find that the permanent members who emphasized human rights violations also used intervention rhetoric (UK, France, and the US, and those who did not used non-intervention rhetoric (Russia and China. We conclude that, while not a fully consolidated norm, responsibility to protect appears to have structured major power rhetorical responses to the Syrian Civil War.

Nurse/physician conflict management mode choices: implications for improved collaborative practice.

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Hendel, Tova; Fish, Miri; Berger, Ornit

2007-01-01

In today's complex healthcare organizations, conflicts between physicians and nurses occur daily. Consequently, organizational conflict has grown into a major subfield of organizational behavior. Researchers have claimed that conflict has a beneficial effect on work group function and identified collaboration as one of the intervening variables that may explain the relationship between magnet hospitals and positive patient outcomes. The purpose of this study was to identify and compare conflict mode choices of physicians and head nurses in acute care hospitals and examine the relationship of conflict mode choices with their background characteristics. In a cross-sectional correlational study, 75 physicians and 54 head nurses in 5 hospitals were surveyed, using the Thomas-Kilmann Conflict Mode Instrument. No difference was found between physicians and nurses in choice of the most frequently used mode in conflict management. The compromising mode was found to be the significantly most commonly chosen mode (P = .00) by both. Collaborating was chosen significantly more frequently among head nurses (P = .001) and least frequently among physicians (P = .00). Most of the respondents' characteristics were not found to be correlated with mode choices. The findings indicate a need to enhance partnerships in the clinical environment to ensure quality patient care and staff satisfaction.

Institutionalization of conflict capability in the management of natural resources : theoretical perspectives and empirical experience in Indonesia

OpenAIRE

Yasmi, Y.

2007-01-01

Keywords: natural resource conflict, conflict capability, impairment, escalation This study concerns natural resource management (NRM) conflict particularly conflict in forestry sector and how such conflict can be addressed effectively. It consists of two major parts. The first deals with the theoretical review of conflict literature. It shows how conflict can conceptualized distinctively and how such distinctive conceptualization can be used as a strong basis for understanding and addressing...

Managing Conflict with Effective Communication Skills.

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Clough, Dick B.

Conflict is a basic social process; there is no conceivable way of removing all conflict from an organization. Interpersonal conflict, often created by interdependency of people and tasks within an organization, lowers staff morale and employee productivity and drives people away. Difficult employees who foster conflicts fall into five distinct…

CONFLICTS AND OPERATIONAL HURDLES IN THE MANAGEMENT OF INNOVATIVE PROJECTS: AN EMPIRICAL STUDY

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José Varela Donato

2013-12-01

Full Text Available This article aims at describing how conflicts and operational hurdles manifest themselves in the management of innovative projects in a development bank (DB. The research characterizes itself as a qualitative and exploratory approach; the data collection consisted of interviews with consultants and project managers and by documents on management projects in Development Bank; the interviews have undergone the content analysis by utilizing the Atlas.ti. The research revealed that the project management in its new implemented model faces difficulties similar to those observed in traditional hierarchies. It was observed that conflicts regarding interests, values, psychological aspects and operational hurdles are intrinsic to the life cycle of innovative projects, which implementation requires a lot of political capacity from their leaders to be effective.

A large-scale multi-objective flights conflict avoidance approach supporting 4D trajectory operation

OpenAIRE

Guan, Xiangmin; Zhang, Xuejun; Lv, Renli; Chen, Jun; Weiszer, Michal

2017-01-01

Recently, the long-term conflict avoidance approaches based on large-scale flights scheduling have attracted much attention due to their ability to provide solutions from a global point of view. However, the current approaches which focus only on a single objective with the aim of minimizing the total delay and the number of conflicts, cannot provide the controllers with variety of optional solutions, representing different trade-offs. Furthermore, the flight track error is often overlooked i...

Modeling potential river management conflicts between frogs and salmonids

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Steven F. Railsback; Bret C. Harvey; Sarah J. Kupferberg; Margaret M. Lang; Scott McBain; Hart H. Welsh

2016-01-01

Management of regulated rivers for yellow-legged frogs (Rana boylii) and salmonids exemplifies potential conflicts among species adapted to different parts of the natural flow and temperature regimes. Yellow-legged frogs oviposit in rivers in spring and depend on declining flows and warming temperatures for egg and tadpole survival and growth,...

Construct Validation of the Translated Version of the Work-Family Conflict Scale for Use in Korea

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Lim, Doo Hun; Morris, Michael Lane; McMillan, Heather S.

2011-01-01

Recently, the stress of work-family conflict has been a critical workplace issue for Asian countries, especially within those cultures experiencing rapid economic development. Our research purpose is to translate and establish construct validity of a Korean-language version of the Multi-Dimensional Work-Family Conflict (WFC) scale used in the U.S.…

Disclosure, Evaluation and Management of Financial Conflict of Interest in Research

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Ward, Winona; Strong, Carolyn

2016-01-01

The most difficult aspect of financial conflict of interest (FCOI) and compliance with federal regulations involves the assessment and management of identified FCOIs. While some federal agencies provide examples of the structure and content of management plans, it is up to institutions to evaluate FCOI to determine whether and how research may be…

THE MANAGEMENT OF CONFLICT IN BUYER-SELLER RELATIONSHIPS: A CASE STUDY OF AN AUSTRALIAN EXPORTER IN ASIAN AND US MARKETS

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Susan Freeman

2003-01-01

Full Text Available This paper will extend the conflict management stream by examining the complexity of conflict in buyer-seller relationships, comparing Western and Asian markets and their "contextual boundaries". Specifically, a model is developed linking different dimensions of cross-cultural business relationships to different dissolution and communication strategies for managing conflict. Multiple in-depth interviews in a single case study provide support for the theoretical development of a model of five key factors important in the selection of appropriate conflict management styles by the focal firm when managing buyer relationships in psychically distant markets.

The Dynamics of Social Capital and Conflict Management in Multiple Resource Regimes: A Case of the Southwestern Highlands of Uganda

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Pascal C. Sanginga

2007-06-01

Full Text Available Increasingly, social capital, defined as shared norms, trust, and the horizontal and vertical social networks that facilitate coordination and cooperation for mutually beneficial collective action, is seen as an important asset upon which people rely to manage natural resources and resolve conflicts. This paper uses empirical data from households and community surveys and case studies, to examine the role, strengths, and limits of social capital in managing conflicts over the use and management of natural resources. We inventoried over 700 cases ranging from conflicts between multiple resource users to supra-community conflicts between local communities concerns for better livelihoods and national/international concerns for environment conservation. Results show how different types of social capital are used in preventing and managing conflicts. Endowment in certain dimensions of social capital significantly decreased the occurrence of conflicts and played a significant role in managing them. However, social capital mechanisms have some limits, and are not always effective in resolving some types of conflicts. For such conflicts, people rely on formal mechanisms for arbitration and adjudication. In many cases, these have resulted in exclusion, coercion, and violence. Results show that policies or social capital alone do not possess the resources needed to promote broad-based and sustainable conflict resolution strategies. Rather, people use a range of conflict management strategies of different types and combinations of social capital and local polices. This synergy between social capital and local policy is based on complementarity and embededness: mutually supportive relations between local government and local communities, and the nature and extent of the ties connecting people and communities and public institutions. Better understanding of how this synergy between social capital and local policy can be strengthened is crucial to minimize

CONFLICT MANAGEMENT CRISIS THE SITUATION IN ORDER TO FORM THE PROPERTIES OF THE COMMERCIAL ORGANIZATION IN THE CONDITIONS OF MARKET: SURVIVAL

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P. V. Sаmоilоv

2015-01-01

Full Text Available The need for conflict management in crisis poses questions about the decision of the leaders of emerging new challenges and dialogue in the team. Ignoring conflicts that arise in the collective unacceptable, because it can lead to wrong actions in the administration. Therefore, conflicts must be analyzed from the standpoint of the theory of organization, considering it as a set of relationships between organizational units. The experience of conflict resolution points to a sequence of actions for constructive management. The article discusses the strategy of effective interventions by the manager on the conflicts (personnel manager or psychologist for the purpose of settlement, and provides a sequence of structuring the conflict in block diagram form. In a crisis, the organization to minimize the time for conflict resolution is one of the most important requirements for its effective overcoming. In a crisis, the organization to minimize the time for conflict resolution is one of the most important requirements for its effective overcoming. Direction of action discussed above consultant on crisis management issues, refer to the table. The proposed approach of conflict resolution in crisis mode, considering the direction of formation of such an important organization in the commercial property market conditions as the survival rate. However, the manager of the proposed expansion of differentiated arsenal of interventions in the inevitable conflicts between organizational units.

MANAGING CONFLICT IN SOCIAL SPHERE OF LABOUR

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Anatoly Alabugin

2012-01-01

Full Text Available The article presents a model of problem-solving training in new technologies, methods of tracking the demand of multi-functional groups on the basis of a temporary type ofspecially designed subsystems for knowledge management. On the basis ofdiagnostic test characteristics are determined by the prevailing educational methods for sustainable conflict-free development, and analyzes the degree of interactivity, and, as a general result that gives a holistic view of the process of self-organization for innovation development.

Use of multicriteria decision analysis to address conservation conflicts.

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Davies, A L; Bryce, R; Redpath, S M

2013-10-01

Conservation conflicts are increasing on a global scale and instruments for reconciling competing interests are urgently needed. Multicriteria decision analysis (MCDA) is a structured, decision-support process that can facilitate dialogue between groups with differing interests and incorporate human and environmental dimensions of conflict. MCDA is a structured and transparent method of breaking down complex problems and incorporating multiple objectives. The value of this process for addressing major challenges in conservation conflict management is that MCDA helps in setting realistic goals; entails a transparent decision-making process; and addresses mistrust, differing world views, cross-scale issues, patchy or contested information, and inflexible legislative tools. Overall we believe MCDA provides a valuable decision-support tool, particularly for increasing awareness of the effects of particular values and choices for working toward negotiated compromise, although an awareness of the effect of methodological choices and the limitations of the method is vital before applying it in conflict situations. © 2013 Society for Conservation Biology.

The construction of feelings of justice in environmental management: An empirical study of multiple biodiversity conflicts in Calakmul, Mexico.

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Lecuyer, Lou; White, Rehema M; Schmook, Birgit; Lemay, Violaine; Calmé, Sophie

2018-05-01

A failure to address social concerns in biodiversity conservation can lead to feelings of injustice among some actors, and hence jeopardize conservation goals. The complex socio-cultural and political context of the Calakmul Biosphere Reserve, Mexico, has historically led to multiple biodiversity conflicts. Our goal, in this case study, was to explore perceptions of justice held by local actors in relation to biodiversity conflicts. We then aimed to determine the following: 1) people's definitions of their feelings of justice; 2) the criteria used in this assessment; 3) variability in the criteria influencing them; and 4) implications for environmental management in the region and beyond. We worked with five focus groups, exploring three examples of biodiversity conflict around forest, water and jaguar management with a total of 41 ranchers, farmers and representatives of local producers. Our results demonstrated that people constructed their feelings of justice around four dimensions of justice: recognition (acknowledging individuals' rights, values, cultures and knowledge systems); ecological (fair and respectful treatment of the natural environment), procedural (fairness in processes of environmental management), distributive (fairness in the distribution of costs and benefits). We identified a list of criteria the participants used in their appraisal of justice and sources of variation such as the social scale of focus and participant role, and whom they perceived to be responsible for resource management. We propose a new framework that conceptualizes justice-as-recognition and ecological justice as forms of conditional justices, and procedural and distributive justices as forms of practical justice. Conditional justice allows us to define who is a legitimate source of justice norms and if nature should be integrated in the scope of justice; hence, conditional justice underpins other dimensions of justice. On the other hand, procedural and distributive address

Perceptions and Attitudes of the Local Community towards the Dagbon Conflict Management in Northern Ghana

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Takyi Harriet

2013-07-01

Full Text Available The existence of ethnic conflicts dates back hundreds of years. Indeed most of these ethnic conflicts are characterized by lot of bloodshed and Dagban ethnic conflict in northern Ghana is no exception. The principle of conflicts management recognizes the threat of conflicts to socio-economic development. For this reason, conflict resolution is key and its success is very much dependent on the attitudes of the parties involved. The broad aim of this study was to assess the perceptions of the Local Community towards the Dagbon conflict management since 2002. In view of this, a social survey with a sample size of 212 males and females comprising 200 community members, 6 traditional leaders and 6 members of the Regional Security Council (REGSEC was selected for the study. Structured and in-depth interview was used .The study revealed that social relationships between Abudus and Andanis were very bad, serious security implications still persisted, the two royal families had damaging negative perceptions about each other, and serious human rights abuses in relation to the conflict abound in Dagbon still prevails. It was also revealed that the conflict remained unresolved because of the entrenched positions taken by both parties. Politicians should be decorous in dealing chieftaincy matters as well as the Dagbon conflict. Government should also exercise strong political will by taking bold steps to identify and deal with the perpetrators of the Yendi incident to serve as deterrence for other. These among others would pave the way for a peaceful resolution of the conflict.

Multi-scale 46-year remote sensing change detection of diamond mining and land cover in a conflict and post-conflict setting

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Dewitt, Jessica D.; Chirico, Peter G.; Bergstresser, Sarah E.; Warner, Timothy A.

2017-01-01

The town of Tortiya was created in the rural northern region of Côte d′Ivoire in the late 1940s to house workers for a new diamond mine. Nearly three decades later, the closure of the industrial-scale diamond mine in 1975 did not diminish the importance of diamond profits to the region's economy, and resulted in the growth of artisanal and small-scale diamond mining (ASM) within the abandoned industrial-scale mining concession. In the early 2000s, the violent conflict that arose in Côte d′Ivoire highlighted the importance of ASM land use to the local economy, but also brought about international concerns that diamond profits were being used to fund the rebellion. In recent years, cashew plantations have expanded exponentially in the region, diversifying economic activity, but also creating the potential for conflict between diamond mining and agricultural land uses. As the government looks to address the future of Tortiya and this potential conflict, a detailed spatio-temporal understanding of the changes in these two land uses over time may assist in informing policymaking. Remotely sensed imagery presents an objective and detailed spatial record of land use/land cover (LULC), and change detection methods can provide quantitative insight regarding regional land cover trends. However, the vastly different scales of ASM and cashew orchards present a unique challenge to comprehensive understanding of land use change in the region. In this study, moderate-scale categories of LULC, including cashew orchards, uncultivated forest, urban space, mining/ bare, and mixed vegetation, were produced through supervised classification of Landsat multispectral imagery from 1984, 1991, 2000, 2007, and 2014. The fine-scale ASM land use was identified through manual interpretation of annually acquired high resolution satellite imagery. Corona imagery was also integrated into the study to extend the temporal duration of the remote sensing record back to the period of industrial-scale

The Effect of Multicultural Experience in Conflicts Management Styles: Mediation of Cultural Intelligence and Self-Monitoring

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Gabriela Gonçalves

2015-03-01

Full Text Available Conflict is an inevitable reality both in personal and in organizational life. For being inevitable, the conflict must be managed Defined as a process that occurs when one party feels adversely affected by another (e.g., De Dreu, 1997 the conflict management styles can be analysed as a function of personality variables. In this respect the cultural intelligence, self-monitoring and self-interdependent seem to be relevant variables, since characterised by flexibility and interest in other aspects present in conflict management styles. In this study, we propose that cultural intelligence, associated with the self-interdependent and self-monitoring, can have a positive impact on the choice of most effective interpersonal conflict resolution styles. Being cultural intelligence an attribute of extreme importance, we still sought to determine how the quantity and quality of intercultural contact and self-interdependent present themselves as predictors of it. With a sample of 399 individuals, the proposed model suggests that high levels of cultural intelligence mediated by a high self-monitoring and selfinterdependent positively affect and predict the conflict resolution styles adopted. Given the need to develop abilities aimed at increasing the skills of conflict resolution, this study adds to the existing literature new predictors, contributing to the welfare and performance of human resources, and consequently to success and organizational effectiveness.

Redirected aggression as a conflict management tactic in the social cichlid fish Julidochromis regani.

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Ito, Munehiko H; Yamaguchi, Motoomi; Kutsukake, Nobuyuki

2018-01-31

Conflict management consists of social behaviours that reduce the costs of conflict among group members. Redirected aggression-that is, when a recently attacked individual attacks a third party immediately after the original aggression-is considered a conflict management tactic, as it may reduce the victim's probability of being the object of further aggression. Redirected aggression has been reported in many vertebrates, but few quantitative studies have been conducted on this behaviour in fishes. We examined the function of redirected aggression in Julidochromis regani , a social cichlid fish. Behavioural experiments showed that redirected aggression functioned to divert the original aggressor's attention towards a third party and to pre-empt an attack towards the victim by the third-party individual, specifically among females. We found, however, that redirected aggression did not delay the recurrence of aggression by the original aggressor. These results suggest that a primary function of redirected aggression is to maintain the dominance of its actor against a subordinate occupying an adjacent rank. This study provides, to our knowledge, the first evidence that redirected aggression functions to manage conflict in social fish. © 2018 The Author(s).

Conflicts between managed care organizations and emergency departments in California.

OpenAIRE

Johnson, L A; Derlet, R W

1996-01-01

To control costs, managed care organizations have begun to restrict the use of hospital emergency departments by their enrollees. They are doing this by educating enrollees, providing better access to 24-hour urgent care, denying preauthorizations for care for some patients who do present to emergency departments, and retrospectively denying payment for certain patients who use emergency services. Changing traditional use of emergency departments has resulted in conflicts between managed care...

Conflict management among irregular immigrants: the micro politics of intercultural respect.

OpenAIRE

Clough, Paul; Works in Progress Seminars Series

2010-01-01

A talk in the Works in Progress Seminars Series with the title of "Conflict management among irregular immigrants: the micro politics of intercultural respect". This talk is given by Prof Paul Clough.

Dazed and confused: sports medicine, conflicts of interest, and concussion management.

Science.gov (United States)

Partridge, Brad

2014-03-01

Professional sports with high rates of concussion have become increasingly concerned about the long-term effects of multiple head injuries. In this context, return-to-play decisions about concussion generate considerable ethical tensions for sports physicians. Team doctors clearly have an obligation to the welfare of their patient (the injured athlete) but they also have an obligation to their employer (the team), whose primary interest is typically success through winning. At times, a team's interest in winning may not accord with the welfare of an injured player, particularly when it comes to decisions about returning to play after injury. Australia's two most popular professional football codes-rugby league and Australian Rules football-have adopted guidelines that prohibit concussed players from continuing to play on the same day. I suggest that conflicts of interest between doctors, patients, and teams may present a substantial obstacle to the proper adherence of concussion guidelines. Concussion management guidelines implemented by a sport's governing body do not necessarily remove or resolve conflicts of interest in the doctor-patient-team triad. The instigation of a concussion exclusion rule appears to add a fourth party to this triad (the National Rugby League or the Australian Football League). In some instances, when conflicts of interest among stakeholders are ignored or insufficiently managed, they may facilitate attempts at circumventing concussion management guidelines to the detriment of player welfare.

Interdepartmental conflict management and negotiation in cardiovascular imaging.

Science.gov (United States)

Otero, Hansel J; Nallamshetty, Leelakrishna; Rybicki, Frank J

2008-07-01

Although the relationship between cardiologists and radiologists has a thorny history, advanced cardiac imaging technology and the promise of cardiac computed tomography are forcing both specialties back to the negotiation table. These discussions represent an opportunity for better communication, collaboration, and resource allocation. The authors address the aspects of interdepartmental conflict management and negotiation through their radiology department's ongoing efforts to provide high-quality advanced noninvasive cardiovascular imaging services at a large academic institution. The definition and causes of conflict are defined, with a specific focus on noninvasive cardiovascular imaging, followed by a description of steps used in the negotiation process. The authors encourage radiologists to entertain an open dialogue with cardiology, because in many cases, both sides can benefit. The benefits of a negotiated outcome include minimizing internal competitors, incorporating cardiologists' expertise to cardiac imaging algorithms, and more effective training opportunities.

Parenting Coordination: Applying Clinical Thinking to the Management and Resolution of Post-Divorce Conflict.

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Demby, Steven L

2016-05-01

There is a small but significant number of parents who remain stuck in a high level of conflict with each other after the legal conclusion of their divorce. Exposure to chronically high levels of parental conflict is a strong risk factor negatively affecting both children's short- and long-term adjustment. Parenting coordination is a nonadversarial, child-focused dispute-resolution process designed to help divorced parents contain their conflict to protect children from its negative effect. Parenting coordination is a hybrid role combining different skills and conflict-resolution approaches. In high-conflict divorce, each parent's internalization of relationship patterns constructed from past experiences contributes to the intractable nature of the interparent conflict. A case presentation illustrates how this clinical perspective enhances the parenting coordinator's ability to work with parents to manage and contain their parenting conflicts with each other. © 2016 Wiley Periodicals, Inc.

Studies of transformational leadership in consumer service: leadership trust and the mediating-moderating role of cooperative conflict management.

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Yang, Yi-Feng

2012-02-01

This is the third in a series of studies evaluating how transformational leadership is associated with related variables such as job satisfaction, change commitment, leadership trust, cooperative conflict management, and market orientation. The present paper evaluates the effects of transformational leadership and cooperative conflict management along with their mediating and moderating of leadership trust in the life insurance industry for two sample groups, sales managers and sales employees. The main effect of leadership trust was mediated and moderated by cooperative conflict management. Cooperative conflict management made a more important contribution than transformational leadership or the moderating effect (interaction), but these three together were the most important variables predicting highest leadership trust. Transformational leadership has an indirect influence on leadership trust. This work summarizes the specific contribution and importance of building successful leadership trust associations with employees in relation to leadership and satisfaction with change commitment.

Factors driving collaboration in natural resource conflict management: Evidence from Romania.

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Hossu, Constantina Alina; Ioja, Ioan Cristian; Susskind, Lawrence E; Badiu, Denisa L; Hersperger, Anna M

2018-02-03

A critical challenge in natural resource management is to bring all stakeholders together to negotiate solutions to critical problems. However, various collaborative approaches to heading off conflicts and resolving natural resource management disputes have been used. What drives these efforts, however, still needs further research. Our study provides a systematic look at the drivers likely to initiate collaborative problem-solving efforts in four cases in Romania. We use Emerson's et al. (2012) framework for collaborative governance and multi-value qualitative comparative analysis (mvQCA) to analyze cases involving endangered species, restrictions on forest harvest, conflicts associated with infrastructure development projects, and disputes over the management of environmentally sensitive areas. Our findings contribute to the already existing collaborative governance literature indicating which of the four factors: uncertainty, interdependence, consequential incentives, and leadership, in which combination, are necessary and sufficient to spur collaborative resource management efforts. Our results showed that in Romania the initiation of collaboration is best explained by positive consequential incentives (i.e., financial opportunities) which has determined leaders to take initiative. This study provides additional information for the complicated process of natural resource management which is often overriding collaboration by investigating what enables and constrains collaborative efforts in a country where natural resources were managed and used according to the principles of central planning.

Mother-father informant discrepancies regarding diabetes management: associations with diabetes-specific family conflict and glycemic control.

Science.gov (United States)

Sood, Erica D; Pendley, Jennifer Shroff; Delamater, Alan M; Rohan, Jennifer M; Pulgaron, Elizabeth R; Drotar, Dennis

2012-09-01

To examine the relationship of mother-father informant discrepancies regarding diabetes management to diabetes-specific family conflict and glycemic control. One hundred thirty-six mothers and fathers of youth with Type 1 diabetes reported on the youth's diabetes management, diabetes-specific family conflict, and amount of paternal involvement in diabetes care. Glycosylated hemoglobin A1c (HbA1c) was used to measure glycemic control. As hypothesized, mother-father discrepancies regarding diabetes management were positively associated with frequency of diabetes-specific family conflict. Contrary to hypotheses, mother-father discrepancies regarding diabetes management predicted poorer glycemic control for youth with less involved fathers only. Results highlight the importance of caregivers being consistent about pediatric illness management and support the idea that informant discrepancies represent an important window into the functioning of the family system. PsycINFO Database Record (c) 2012 APA, all rights reserved.

Intragroup conflict and the interpersonal leadership circumplex: matching leadership behaviors to conflict types

NARCIS (Netherlands)

Homan, A.C.; Redeker, M.; de Vries, R.E.; Ayoko, O.B.; Ashkanasy, N.M.; Jehn, K.A.

2014-01-01

Conflicts have been found to often negatively affect the functioning of teams (De Wit et al., 2012), which makes the effective management of conflicts crucial. Because of their influential positions, leaders might hold the key to successful conflict management in teams (Yukl, 2010). We will zoom in

Managing Conflict in The Nigerian Construction Industry: A Study of ...

African Journals Online (AJOL)

The study investigated the causes of conflictin the Nigerian construction industry and, the strategies for managing them in terms of resolutions and prevention. A quantitative approach using questionnaire survey was adopted to empirically test the opinions of construction professionals on causes of conflicts and ...

Conflict: an imperative for success.

Science.gov (United States)

Wenzel, F J

1986-04-01

Conflict in organizations of any type is inevitable. Medical institutions, particularly multispecialty clinics, are no exception. This paper presents an examination of the anatomy of conflict in group practice settings. Several case studies, including the "Hunterdon Experiment," are presented to illustrate the outcome of conflict situations where management was unable to direct its energy to productive ends. Recommendations are made for identifying, considering, and resolving conflicts in a proactive fashion. The conflict management role of the top management of the organization is described, with particular emphasis on the pivotal position of the Medical Director.

Fulani herdsmen's pastoral activities, conflict and conflict ...

African Journals Online (AJOL)

LGA) of Oyo state Nigeria had come with some challenges over the years of interacting with their host community. This study was aimed at determining the effects of nomadic farming in the study area attendant conflicts and conflict management ...

Managing diversity in the workplace: women’s conflicts between work and family life in China

OpenAIRE

Ru, Lina

2012-01-01

For the past few decades, there has been numerous literature produced on managing diversity and great attention has been paid on the work life conflicts. However, not so many studies have investigated the Chinese women’s work life conflicts and the relationship between diversity and work life conflicts has not been fully discussed and explained, hence the main purpose of this study is to explore how a range of characteristics can influence Chinese women’s work life conflicts and come up with ...

Conflict management strategies in settling workplace disputes: The case of air Zimbabwe

Directory of Open Access Journals (Sweden)

Sandiso Ngcobo

2015-09-01

Full Text Available The aim of this article is to conduct the analysis of the conflict management strategies that Air Zimbabwe, a service delivery company in Zimbabwe in Southern Africa, employs in settling workplace disputes between it and its employees. The research approach relies mainly on a survey questionnaire that is completed by both the employees and management. The analysis of data is descriptive. The respondents indicate that strategies can move from a positive to a negative approach within a short space of time. The results are often detrimental to the quality of service that the company provides to its clientele. It is recommended that the parties should rely on negotiation and mediation to arrest conflicts before they escalate.

Acceptability of an e-learning program to help nursing assistants manage relationship conflict in nursing homes.

Science.gov (United States)

Marziali, Elsa; Mackenzie, Corey Scott; Tchernikov, Illia

2015-02-01

Management of nursing assistants' (NAs) emotional stress from relationship conflicts with residents, families, and coworkers is rarely the focus of educational programs. Our objective was to gather feedback from NAs and their nursing supervisors (NSs) about the utility of our e-learning program for managing relationship stress. A total of 147 NAs and their NSs from 17 long-term care homes viewed the educational modules (DVD slides with voice-over), either individually or in small groups, and provided feedback using conference call focus groups. Qualitative analysis of NA feedback showed that workplace relationship conflict stress was associated with workload and the absence of a forum for discussing relationship conflicts that was not acknowledged by NSs. This accessible e-learning program provides NAs with strategies for managing stressful emotions arising from workplace relationship conflict situations and underscores the importance of supervisory support and team collaboration in coping with emotionally evoked workplace stress. © The Author(s) 2014.

The use of military force in the management and resolution of conflicts

OpenAIRE

António Oliveira

2016-01-01

The end of the Cold War changed the paradigm of the role and scope of military force in the management and resolution of conflicts. With increasing intervention by the international community, the new generation of peacekeeping operations has adopted a multidimensional approach to military force to be used in coordination with other instruments of power, ensuring a proper strategic framework considering the desired end state. This new approach and the increasing complexity of conflicts, predo...

Conflict cultures in organizations: How leaders shape conflict cultures and their organizational-level consequences

NARCIS (Netherlands)

Gelfand, M.J.; Leslie, L.M.; Keller, K.; de Dreu, C.K.W.

2012-01-01

Anecdotal evidence abounds that organizations have distinct conflict cultures, or socially shared norms for how conflict should be managed. However, research to date has largely focused on conflict management styles at the individual and small group level, and has yet to examine whether

Conflict over natural resource management a social indicator based on analysis of online news media text

Science.gov (United States)

David N. Bengston; David P. Fan

1999-01-01

An indicator of the level of conflict over natural resource management was developed and applied to the case of U.S. national forest policy and management. Computer-coded content analysis was used to identify expressions of conflict in a national database of almost 10,000 news media stories about the U.S. Forest Service. Changes in the amount of news media discussion...

Three cheers for conflict!

Science.gov (United States)

King, D

1981-01-01

Conflict is pervasive and an inevitable part of life--at work and elsewhere. But author Dennis King, organizational consultant for The Procter & Gamble Manufacturing Company, adds that it is also a functional part of the social process. Managing conflict on the job involves the ability to identify, seek out, and utilize the functions of conflict and its outcomes. He identifies fifteen functions of conflict in three major categories: maintaining or reinforcing identity and innate strength, increasing operational effectiveness, and dealing with others. For example, conflict can lead to minor clashes that actually strengthen a relationship because they function as safety valves--preventing the buildup of tension to the stage of explosion. (Note, however, that a conflict over the basic foundation of a relationship spells trouble.) Similarly, in the union-management relationship, both negotiations and grievance handling focus on adjusting or eliminating problem elements so that the employer-employee relationship can exist satisfactorily. Recognizing and exploiting the functions of a conflict situation--that is, functional conflict management--can work to our benefit. If we develop a "functional mind-set," looking for the positive aspects of conflict will become natural.

The value of play for conflict management: a case study | Snodgrass ...

African Journals Online (AJOL)

The value of play for conflict management: a case study. ... The feature of the intervention that we examine is the use of play as an educational strategy. ... training; games; multicultural; play; problem-solving; role play; secondary schools

Review of EU Conflict Management in DRC

DEFF Research Database (Denmark)

Mandrup, Thomas

2016-01-01

The report present the backdrop on EU's involvement in the DRC conflict, its history, the nature of the conflict......The report present the backdrop on EU's involvement in the DRC conflict, its history, the nature of the conflict...

A Reinforcement Model of the Relationships of Supervisors' General Communication Styles and Conflict Management Styles to Task Attraction.

Science.gov (United States)

Wheeless, Lawrence R.; Reichel, Lisa S.

1990-01-01

Investigates the relationship between general styles of communicating and more situation-specific conflict management styles. Finds substantial relationships between general communication styles and conflict management styles, as well as very substantial relationships between the style constructs and task attraction of supervisors. (SR)

A Case Study in Conflict Management.

Science.gov (United States)

Chase, Lawrence J.; Smith, Val R.

This paper presents a model for a message-centered theory of human conflict based on the assumption that conflict will result from the pairing of any two functional messages that share a common antecedent but contain different consequences with oppositely signed affect. The paper first shows how to represent conflict situations diagrammatically…

Information system conflicts: causes and types

OpenAIRE

Boonstra, Albert; de Vries, Jan

2015-01-01

Conflicts are an inherent part of organizational life and managers deal with confrontations and conflicts on an almost daily basis. Information Systems (IS) implementations are a type of change that often leads to open or hidden conflicts. Managers and others involved can only deal with such conflicts effectively if they understand the nature and causes of information system conflicts (IS conflicts). To contribute to such an understanding, this study focuses on the analysis of IS conflicts. I...

Large-scale utilization of wind power in China: Obstacles of conflict between market and planning

International Nuclear Information System (INIS)

Zhao Xiaoli; Wang Feng; Wang Mei

2012-01-01

The traditional strict planning system that regulates China's power market dominates power industry operations. However, a series of market-oriented reforms since 1997 call for more decentralized decision-making by individual market participants. Moreover, with the rapid growth of wind power in China, the strict planning system has become one of the significant factors that has curtailed the generation of wind power, which contradicts with the original purpose of using the government's strong control abilities to promote wind power development. In this paper, we first present the reasons why market mechanisms are important for large-scale utilization of wind power by using a case analysis of the Northeast Grid, and then we illustrate the impact of conflicts between strict planning and market mechanisms on large-scale wind power utilization. Last, we explore how to promote coordination between markets and planning to realize large-scale wind power utilization in China. We argue that important measures include implementing flexible power pricing mechanisms instead of the current fixed pricing approach, formulating a more reasonable mechanism for distributing benefits and costs, and designing an appropriate market structure for large-scale wind power utilization to promote market liquidity and to send clear market equilibrium signals. - Highlights: ► We present the reasons why market is important for utilization of wind power. ► We discuss the current situation of the conflict between planning and market. ► We study the impact of conflict between planning and market on wind power output. ► We argue how to promote coordination between market and planning.

Managing Conflict: Examining Recent PLA Writings on Escalation Control

Science.gov (United States)

2016-02-01

Cleared for Public Release Managing Conflict: Examining Recent PLA Writings on Escalation Control Alison A. Kaufman, Daniel...ANSI Std. Z39.18 i Abstract This study examines how people in China’s People’s Liberation Army ( PLA ) think about and discuss...escalation control in their public writings. It draws on over two dozen PLA writings, most issued since 2008, to explore the current state of PLA

A Helping Hand? The Moderating Role of Leaders' Conflict Management Behavior on the Conflict–Stress Relationship of Employees

NARCIS (Netherlands)

Romer, M.; Rispens, Sonja; Giebels, Ellen; Euwema, M.C.

2012-01-01

Interpersonal conflict between colleagues within organizations negatively affects employee well-being (e.g., stress). It is unclear how leaders' third-party conflict management behaviors influence the relationship between employee conflict and well-being. In this study, we examine the effects of

78 FR 42549 - Conflict of Interest and Disclosure Form; Extension of the Office of Management and Budget's...

Science.gov (United States)

2013-07-16

...] Conflict of Interest and Disclosure Form; Extension of the Office of Management and Budget's Approval of... requirements contained in the proposed Conflict of Interest (COI) and Disclosure Form which will be used to determine whether or not a conflict of interest exists for a potential peer review panel member. DATES...

Basin scale management of surface and ground water

International Nuclear Information System (INIS)

Tracy, J.C.; Al-Sharif, M.

1993-01-01

An important element in the economic development of many regions of the Great Plains is the availability of a reliable water supply. Due to the highly variable nature of the climate through out much of the Great Plains region, non-controlled stream flow rates tend to be highly variable from year to year. Thus, the primary water supply has tended towards developing ground water aquifers. However, in regions where shallow ground water is extracted for use, there exists the potential for over drafting aquifers to the point of depleting hydraulically connected stream flows, which could adversely affect the water supply of downstream users. To prevent the potential conflict that can arise when a basin's water supply is being developed or to control the water extractions within a developed basin requires the ability to predict the effect that water extractions in one region will have on water extractions from either surface or ground water supplies else where in the basin. This requires the ability to simulate ground water levels and stream flows on a basin scale as affected by changes in water use, land use practices and climatic changes within the basin. The outline for such a basin scale surface water-ground water model has been presented in Tracy (1991) and Tracy and Koelliker (1992), and the outline for the mathematical programming statement to aid in determining the optimal allocation of water on a basin scale has been presented in Tracy and Al-Sharif (1992). This previous work has been combined into a computer based model with graphical output referred to as the LINOSA model and was developed as a decision support system for basin managers. This paper will present the application of the LINOSA surface-ground water management model to the Rattlesnake watershed basin that resides within Ground Water Management District Number 5 in south central Kansas

The Conflict Management Strategies of School Administrators While Conflicting with Their Supervisors

Science.gov (United States)

Özyildirim, Gülnar; Kayikçi, Kemal

2017-01-01

Conflict is everywhere as there are conflicts at educational organizations. One of the most affected groups from conflicts is administrators who are bridges between teachers and parents, supervisors. The aims of this study are to determine which strategies the school administrators use and how often they use these strategies and whether their…

Health care alliances and alternative dispute resolution: managing trust and conflict.

Science.gov (United States)

Rotarius, T; Liberman, A

2000-03-01

The U.S. health care industry has entered an unprecedented era of alliance activity. These alliances involve medical groups and hospitals, as well as many of the newer health care entities such as managed care organizations and integrated delivery systems. The increase in organizational collaboration has resulted in an increase in organizational conflict. Alternative dispute resolution (ADR) techniques can serve as a valuable tool for mitigating this type of conflict. The role of ADR is to refocus partners' attentions away from an adversarial posture and toward a complementary existence. This will permit the partners to realize the intended outcomes of the collaboration.

Predicting Conflict Management Based on Organizational Commitment and Selected Demographic Variables

Science.gov (United States)

Balay, Refik

2007-01-01

The purpose of this study is to investigate the relationship between different levels of organizational commitment (compliance, identification, internalization) of teachers and their different conflict management strategies (compromising, problem solving, forcing, yielding, avoiding). Based on a questionnaire survey of 418 teachers, this study…

Information system conflicts : causes and types

NARCIS (Netherlands)

Boonstra, Albert; de Vries, Jan

2015-01-01

Conflicts are an inherent part of organizational life and managers deal with confrontations and conflicts on an almost daily basis. IS implementations are a type of change that often leads to open or hidden conflicts. Managers and others involved can only deal with such conflicts effectively if they

Are the Conflicts between the U.S. and China Manageable?

Directory of Open Access Journals (Sweden)

Jinghao Zhou

2017-12-01

Full Text Available Although President Donald Trump has built personal relationship with President Xi Jinping since the Mar-a-Lago summit in April 2017, the conflicts between the two countries remain. The U.S. is worried about if it is able to continue maintaining its status of the global power and the dominant power in Asia while China is dramatically expanding its global influence. A new U.S. National Security Strategy labels China as a “competitor” challenging American interests. There is speculation that a war between the U.S. and China is inevitable. Will both the U.S. and China be able to maintain a healthy competition to avoid a war? How will the U.S. manage the new type of relations with a rising China? This paper will address these questions and argue that although the stakes are as high as ever for the United States and China to manage their relations, the conflicts between the two countries are manageable (Bates, 2005. Both the U.S. and China do not have any choice, but to understand each other and learn how to deal with their competitors. China-U.S. relations will be gradually getting better after the Trump administration works more with China.

Conflict management training and nurse-physician collaborative behaviors.

Science.gov (United States)

Boone, Brenda N; King, Major L; Gresham, Louise S; Wahl, Patricia; Suh, Eunice

2008-01-01

Collaboration between nurses and physicians continues to be elusive although it is a desirable goal for most in health care. This study used a quasi-experimental design to evaluate the outcomes of a conflict resolution (management) training program on nurses' perception of their collaboration with the physicians with whom they work. Results showed no differences between the experimental and control groups following the intervention. Individual readiness and evaluation of the antecedents of collaboration should be determined before implementing such an intervention.

Developing the Conflicts Management Model for School Administrators of Secondary School under the Office of Secondary Educational Service Area 20

Directory of Open Access Journals (Sweden)

Pornpan Ruangrit

2017-09-01

Full Text Available This study aimed to 1 investigate the cause of conflict which in the secondary schools under the Secondary School under the Office of Secondary Educational Service Area 20, 2 study the conflict management method which administrators applied in Secondary School under the Office of Secondary Educational Service Area 20, and 3 develop conflict management model for Secondary School under the Office of Secondary Educational Service Area 20. The participants were 115 school administrators (44 school directors and 71 deputy directors which were selected by random sampling technique. The research instruments included a questionnaire, which reliability value was 0.97, and an interview schedule that were administered to the respondents. The data were analyzed by frequency, percentage, mean, and standard deviation. The result of the study showed that: 1. the causes of conflict in Secondary School under the Office of Secondary Educational Service Area 20 in overall was at the high level with the mean of 4.21, the internal conflict was at the high level with the mean of 4.22, and the external conflict was at the high level with the mean of 4.19. 2. Overall, conflict management method used by administrators in Secondary School under the Office of Secondary Educational Service Area 20was at a high level. Considering each aspect, the compromising method was the highest level at 4.48. 3. Developing conflict management model in Secondary School under the Office of Secondary Educational Service Area 20 were the collaboration and making understand method. These should be used for conflict management to achieve the success and to reach the standard which including responsibility, accountability, equality, teamwork, and communication competence.

Curbside consultation re-imagined: Borrowing from the conflict management toolkit.

Science.gov (United States)

Edelstein, Lauren M; Lynch, John J; Mokwunye, Nneka O; DeRenzo, Evan G

2010-03-01

Curbside ethics consultations occur when an ethics consultant provides guidance to a party who seeks assistance over ethical concerns in a case, without the consultant involving other stakeholders, conducting his or her own comprehensive review of the case, or writing a chart note. Some have argued that curbside consultation is problematic because the consultant, in focusing on a single narrative offered by the party seeking advice, necessarily fails to account for the full range of moral perspectives. Their concern is that any guidance offered by the ethics consultant will privilege and empower one party's viewpoint over-and to the exclusion of-other stakeholders. This could lead to serious harms, such as the ethicist being reduced to a means to an end for a clinician seeking to achieve his or her own preferred outcome, the ethicist denying the broader array of stakeholders input in the process, or the ethicist providing wrongheaded or biased advice, posing dangers to the ethical quality of decision-making. Although these concerns are important and must be addressed, we suggest that they are manageable. This paper proposes using conflict coaching, a practice developed within the discipline of conflict management, to mitigate the risks posed by curbside consultation, and thereby create new "spaces" for moral discourse in the care of patients. Thinking of curbside consultations as an opportunity for "clinical ethics conflict coaching" can more fully integrate ethics committee members into the daily ethics of patient care and reduce the frequency of ethically harmful outcomes.

Conflict Management Styles and Job Satisfaction by Organizational Level and Status in a Private University

Science.gov (United States)

Williams, Irene Ana

2011-01-01

Effective handling of conflict can result in effective teamwork and leadership, higher morale, increased productivity, satisfied customers, and satisfied employees. Ineffective conflict management styles in the workplace can lead to low levels of job satisfaction, resulting in high levels of turnover. Research indicates that the economic cost to…

Automated Conflict Resolution, Arrival Management and Weather Avoidance for ATM

Science.gov (United States)

Erzberger, H.; Lauderdale, Todd A.; Chu, Yung-Cheng

2010-01-01

The paper describes a unified solution to three types of separation assurance problems that occur in en-route airspace: separation conflicts, arrival sequencing, and weather-cell avoidance. Algorithms for solving these problems play a key role in the design of future air traffic management systems such as NextGen. Because these problems can arise simultaneously in any combination, it is necessary to develop integrated algorithms for solving them. A unified and comprehensive solution to these problems provides the foundation for a future air traffic management system that requires a high level of automation in separation assurance. The paper describes the three algorithms developed for solving each problem and then shows how they are used sequentially to solve any combination of these problems. The first algorithm resolves loss-of-separation conflicts and is an evolution of an algorithm described in an earlier paper. The new version generates multiple resolutions for each conflict and then selects the one giving the least delay. Two new algorithms, one for sequencing and merging of arrival traffic, referred to as the Arrival Manager, and the other for weather-cell avoidance are the major focus of the paper. Because these three problems constitute a substantial fraction of the workload of en-route controllers, integrated algorithms to solve them is a basic requirement for automated separation assurance. The paper also reviews the Advanced Airspace Concept, a proposed design for a ground-based system that postulates redundant systems for separation assurance in order to achieve both high levels of safety and airspace capacity. It is proposed that automated separation assurance be introduced operationally in several steps, each step reducing controller workload further while increasing airspace capacity. A fast time simulation was used to determine performance statistics of the algorithm at up to 3 times current traffic levels.

Global nursing management. Avoiding conflicts of interest.

Science.gov (United States)

Willers, Lisa

2004-01-01

Traditionally, the healthcare industry has been no stranger to some conflicts of interest. However, as healthcare responds to demands to contain costs and adapts business models that resemble those of the corporate world, new conflicts of interest arise. Nurse executives operating in healthcare systems today must have an understanding of conflicts of interest in order to promptly identify actual as well as potential conflicts. It is imperative that strategies are set in place to prevent or handle conflicts of interest as they occur in order to build trusting relationships with patients, suppliers, and communities.

Intra-Organizational Conflict in Schools.

Science.gov (United States)

Wynn, Richard

There is no abundance of research on intra-organizational conflict, and there are no simple answers to the tricky business of managing organizational conflicts. This paper states some propositions about conflict and suggests some management stratagems that can be used in sustaining constructive organizational characteristics. The propositions are…

Airborne Conflict Management within Confined Airspace in a Piloted Simulation of DAG-TM Autonomous Aircraft Operations

Science.gov (United States)

Barmore, Bryan; Johnson, Edward; Wing, David J.; Barhydt, Richard

2003-01-01

A human-in-the-loop experiment was performed at the NASA Langley Research Center to study the feasibility of Distributed Air/Ground Traffic Management (DAG-TM) autonomous aircraft operations in highly constrained airspace. The airspace was constrained by a pair of special use airspace (SUA) regions on either side of the pilot s planned route. The available airspace was further varied by changing the separation standard for lateral separation between 3 nm and 5 nm. The pilot had to maneuver through the corridor between the SUA s, avoid other traffic and meet flow management constraints. Traffic flow management (TFM) constraints were imposed as a required time of arrival and crossing altitude at an en route fix. This is a follow-up study to work presented at the 4th USA/Europe Air Traffic Management R&D Seminar in December 2001. Nearly all of the pilots were able to meet their TFM constraints while maintaining adequate separation from other traffic. In only 3 out of 59 runs were the pilots unable to meet their required time of arrival. Two loss of separation cases are studied and it is found that the pilots need conflict prevention information presented in a clearer manner. No degradation of performance or safety was seen between the wide and narrow corridors. Although this was not a thorough study of the consequences of reducing the en route lateral separation, nothing was found that would refute the feasibility of reducing the separation requirement from 5 nm to 3 nm. The creation of additional, second-generation conflicts is also investigated. Two resolution methods were offered to the pilots: strategic and tactical. The strategic method is a closed-loop alteration to the Flight Management System (FMS) active route that considers other traffic as well as TFM constraints. The tactical resolutions are short-term resolutions that leave avoiding other traffic conflicts and meeting the TFM constraints to the pilot. Those that made use of the strategic tools avoided

The Effects of Secure Attachments on Preschool Children's Conflict Management Skills.

Science.gov (United States)

Kesner, John

This study examined the relationship between the security of children's attachment relationships to parents and teachers and how children negotiate and manage conflicts. Sixty-six preschool-aged children participated in story completion tasks regarding their attachment relationship with parents and teachers, and in hypothetical situations…

Integrated Management of Borobudur World Heritage Site: A Conflict Resolution Effort

Directory of Open Access Journals (Sweden)

Y Sri Susilo

2015-09-01

Full Text Available Management of The Borobudur Cultural Landsape, currently, only focus on the Borobudur Temple Compounds, while its hinterland including the surrounding communities are ignored. The management model is fragmented under three ministries, making it difficult for the coordination and synchronization. Management model like this is regarded as inefficient, ineffective, inharmonious and unfair, giving rise to the conflict. Thus, the purpose of this study is to examine the management model of The Borobudur World Heritage Site appropriate to eliminate conflicts and resolve the problems of benefit redistribution among stakeholders. Data collecting in this study is done by observation and survey, followed by braistorming, expert meetings and focus group discussions. The research results showed that the management of the Borobudur World Heritage Site needs to be done in a single management, unified, integrated, holistic, multi-stakeholders (central and local government, business and local communities by way of a shared-responsibility. The governing body of the Borobudur World Heritage Site, according to the contitution, it should be the government organ that is autonomous or semi-autonomous and its primary purpose is preservation.  Based on various inputs and considerations as well as the prevalence in the management of cultural heritage around the world, then the governing body of the Borobudur World Heritage Site are: (1 work unit with the Financial Application Pattern (FAP of Public Service Agency (PSA has a priority status; (2 a regular working unit, status avoided wherever possible; and (3 the State company (in the form of a limited liability company status is not recommended.

The Value of Play for Conflict Management: A Case Study

Science.gov (United States)

Snodgrass, Lyn; Blunt, Richard

2009-01-01

This is a case study of a conflict management intervention in two secondary schools in post-apartheid South Africa. The feature of the intervention that we examine is the use of play as an educational strategy. The literature attests that play can facilitate change by allowing learners freedom to change their behaviour and opportunities to explore…

Evaluation conflicts in the enterprises activities

OpenAIRE

Podolchak, N.; Kovalchuk, G.

2015-01-01

It has been elaborated the method for quantitative evaluation of level and structure of the interpersonal management conflicts that prevail over the other conflicts in the machine-building enterprises functioning. According to the reasons of appearance investigated interpersonal management conflicts were divided into the following types: informational, behavioral, structural, conflicts of relationships and values.

Sustainable water management under future uncertainty with eco-engineering decision scaling

Science.gov (United States)

Poff, N. Leroy; Brown, Casey M.; Grantham, Theodore E.; Matthews, John H.; Palmer, Margaret A.; Spence, Caitlin M.; Wilby, Robert L.; Haasnoot, Marjolijn; Mendoza, Guillermo F.; Dominique, Kathleen C.; Baeza, Andres

2016-01-01

Managing freshwater resources sustainably under future climatic and hydrological uncertainty poses novel challenges. Rehabilitation of ageing infrastructure and construction of new dams are widely viewed as solutions to diminish climate risk, but attaining the broad goal of freshwater sustainability will require expansion of the prevailing water resources management paradigm beyond narrow economic criteria to include socially valued ecosystem functions and services. We introduce a new decision framework, eco-engineering decision scaling (EEDS), that explicitly and quantitatively explores trade-offs in stakeholder-defined engineering and ecological performance metrics across a range of possible management actions under unknown future hydrological and climate states. We illustrate its potential application through a hypothetical case study of the Iowa River, USA. EEDS holds promise as a powerful framework for operationalizing freshwater sustainability under future hydrological uncertainty by fostering collaboration across historically conflicting perspectives of water resource engineering and river conservation ecology to design and operate water infrastructure for social and environmental benefits.

Sustainable water management under future uncertainty with eco-engineering decision scaling

Science.gov (United States)

Poff, N LeRoy; Brown, Casey M; Grantham, Theodore E.; Matthews, John H; Palmer, Margaret A.; Spence, Caitlin M; Wilby, Robert L.; Haasnoot, Marjolijn; Mendoza, Guillermo F; Dominique, Kathleen C; Baeza, Andres

2015-01-01

Managing freshwater resources sustainably under future climatic and hydrological uncertainty poses novel challenges. Rehabilitation of ageing infrastructure and construction of new dams are widely viewed as solutions to diminish climate risk, but attaining the broad goal of freshwater sustainability will require expansion of the prevailing water resources management paradigm beyond narrow economic criteria to include socially valued ecosystem functions and services. We introduce a new decision framework, eco-engineering decision scaling (EEDS), that explicitly and quantitatively explores trade-offs in stakeholder-defined engineering and ecological performance metrics across a range of possible management actions under unknown future hydrological and climate states. We illustrate its potential application through a hypothetical case study of the Iowa River, USA. EEDS holds promise as a powerful framework for operationalizing freshwater sustainability under future hydrological uncertainty by fostering collaboration across historically conflicting perspectives of water resource engineering and river conservation ecology to design and operate water infrastructure for social and environmental benefits.

The relationship between interpersonal conflict and workplace bullying

OpenAIRE

Leon-Perez, J. M.; Medina, F. J.; Arenas, A.; Munduate, L.

2015-01-01

Purpose - This paper examines the role that conflict management styles play in the relationship between interpersonal conflict and workplace bullying. Design - A survey study was conducted among 761 employees from different organizations in Spain. Findings - Results suggest that an escalation of the conflict process from task-related to relationship conflict may explain bullying situations to some extent. Regarding conflict management, attempts to actively manage conflict through problem solv...

Aggression and Withdrawal Related Behavior within Conflict Management Progression in Preschool Boys with Language Impairment

Science.gov (United States)

Horowitz, Laura; Westlund, Karolina; Ljungberg, Tomas

2007-01-01

Objective: This study examined conflict behavior in naturalistic preschool settings to better understand the role of non-affiliative behavior and language in conflict management. Method: Free-play at preschool was filmed among 20 boys with typically developing language (TL) and among 11 boys with Language Impairment (LI); the boys 4-7 years old.…

Towards Systems Thinking in Ethical Management to the Environment: A Solution for Conflict of Interest

Directory of Open Access Journals (Sweden)

Ika Putri Larasati

2010-06-01

Full Text Available Multiple stakeholders refer to different interests that are vulnerable to create conflict of interest. The condition requires an effective management to satisfy stakeholders without ignoring ethical practices to the environment. It demands systems thinking which makes companies realise that their activities influence stakeholders whilst stakeholders’ actions have impact on companies. However, several companies preclude the systems thinking which gives consequence to unsolved conflict and even creates worse problems. Gunns Limited Company Australia (Gunns is one of example ofthese companies.Gunnsactivities in the Tasmania forest generated public criticisms because Gunns was considered as a firm that deterioratedthe environment, humans’health and communities’ job. Different stakeholders’ views on this case might lead to environmental safety or environmental destructions. With this background, this essay attempts to analyzethe application of systems thinking (under stakeholder theory in the process of ethical management to the environment in order to solve the conflict of interests. Hopefully, this paper will significantly contribute to overcome similar issues in Indonesia and also contributes to further researches related to systems thinking as a solution for conflict of interest.

Human-carnivore conflict in China: a review of current approaches with recommendations for improved management.

Science.gov (United States)

Pettigrew, Melissa; Xie, Yan; Kang, Aili; Rao, Madhu; Goodrich, John; Liu, Tong; Berger, Joshua

2012-06-01

Human-wildlife conflict (HWC) is a conservation concern that increasingly threatens the continued existence of some of the world's most endangered species. With an increase in human population, urban sprawl and subsequent encroachment on wild land, human and wildlife interaction has become inevitable. In the majority of cases, this interaction results in a negative outcome for humans, wildlife or both. In China, these key elements, along with a decrease in wild prey species, have resulted in the expansion of HWC encounters, and the need for alleviating this conflict has become a conservation priority. Loss of human life, livestock and/or crops is most often the catalysts that fuel HWC. Techniques to alleviate conflict around the world have included preventative measures and mitigation techniques, such as financial compensation and other incentive programs. Both types of measures have had variable success. We review the current status of human-carnivore conflict management in China, and, drawing lessons from around the globe, we make recommendations for improving conservation management in China. For example, an increase in law enforcement in nature reserves is vital to reducing human disturbance in prime carnivore habitat, thereby reducing conflict encounters. Also, modifications to current wildlife compensation programs, so that they are linked with preventative measures, will ensure that moral hazards are avoided. Furthermore, investigating the potential for a community self-financed insurance scheme to fund compensation and increasing efforts to restore wild prey populations will improve the outcome for wildlife conservation. Ultimately, HWC management in China will greatly benefit from an integrative approach. © 2012 ISZS, Blackwell Publishing and IOZ/CAS.

Virtual Simulation in Leadership Development Training: The Impact of Learning Styles and Conflict Management Tactics on Adult Learner Performance

Science.gov (United States)

Putman, Paul G.

2012-01-01

Adult learners can develop leadership skills and competencies such as conflict management and negotiation skills. Virtual simulations are among the emerging new technologies available to adult educators and trainers to help adults develop various leadership competencies. This study explored the impact of conflict management tactics as well as…

Wetland Planning: Current Problems and Environmental Management Proposals at Supra-Municipal Scale (Spanish Mediterranean Coast

Directory of Open Access Journals (Sweden)

María-Teresa Sebastiá-Frasquet

2014-03-01

Full Text Available The policies that define the use and management of wetlands in Spain have undergone tremendous changes in recent decades. During the period of 1950–1980, Land Reform Plans promoted filling and draining of these areas for agricultural use. In 1986, with the incorporation of Spain to the European Union (EU, there was a sudden change of direction in these policies, which, thereafter, pursued restoring and protecting these ecosystems. This change, combined with increasing urban development and infrastructure pressures (e.g., roads, golf courses, etc., creates a conflict of uses which complicates the management of these ecosystems by local governments. This study analyzes the effectiveness of policies and management tools of important coastal wetlands at the local scale in the Valencian Community (Western Mediterranean Sea using a strengths-weaknesses-opportunities-threats (SWOT methodology. A supra-municipal model of environmental planning is proposed to enable consistent management at a regional scale. This model enhances local government’s effectiveness and it can be applied in other areas with similar problems.

Trading Speed for accuracy? Managing goal conflict and accomodation in the US Unemployment insurance program