Conflict Management

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Conflict Analysis is an important aspect of peace-building and the nitty-gritty involved which can simply be defined as a dynamic process to measure or access an ongoing conflict be it local, national or global. One of the importance of Good Conflict analysis is that it helps in sorting through, prioritize and understand those relationships and just as importantly how the context (or the operating environment) influences the nature of the conflict, but also the importance of focusing on context (the course of the conflicts) and not just on a given conflict.

Comments section on YouTube is one of the most characteristic features of the platform. In fact, users share reactions of all nature in this section, and there is even space for conflicts among commentators. When conflicts emerge, comments allow comprehending the relationship between video-bloggers and their audience by means of linguistic supportive resources such as compliments. Complimenting enhances the value of the video-blogger and of the community as well. Thus, this case study examines explicit and implicit compliments produced by YouTube commentators on a specific video. It focuses on the analysis of the different syntactic formulae which are commonly utilised in a conflict. As a result, the study demonstrates the strategic use of formulae in compliments to show support. Also, it explains the variability of the functions of compliments according to the formulae and topic.

This study examines the role of political factors in attitudes toward World War II in contemporary Ukraine. The question under examination is which factors determine public views of the principal warring sides and their leaders in Ukraine. This paper uses a representative national survey specifically designed for this research project and conducted by the Kyiv International Institute of Sociology in 2012. It analyzes the roles of regionalism, political party preferences, ethnicity, language, age, and sex in attitudes toward the Red Army, Soviet partisans, the German Army (Wehrmacht), and the Ukrainian Insurgent Army (UPA) during the war, as well as toward the wartime leaders of the Soviet Union, Nazi Germany, and the UPA. The analysis of the survey data shows that regional values, political party preferences, ethnicity, language, and age have significant effects on views of the Soviet Army and the Ukrainian Insurgent Army during the war and attitudes toward the wartime activities of Joseph Stalin and Roman Shukhevych. Public perceptions of the German Army and Adolf Hitler in Ukraine do not vary much across regions, political parties, and ethnic, language, age, and sex groups.

A growing body of research suggests that conflict can be beneficial for groups and organizations (e.g., De Dren & Van De Vliert, 1997). This paper articulates the argument that to be in conflict is to be emotionally activated (Jones, 2000) and utilizes Galtung's (1996) triadic theory of conflict transformation to locate entry points for conflict generation. Application of these ideas is presented through exemplars that demonstrate the utility of addressing emotions directly in the management of organizational conflicts.

Silahlı çatışmaların ekonomi üzerindeki negatif etkisi ve barış, güvenlik ve ekonomik gelişme arasındaki pozitif ve doğrudan ilişki çatışma çözümü alanının artan oranda ilgi duyduğu konulardan biri haline geldi. Alanda artan farkındalıkla beraber iş dünyasının ve özel sektörün demokrasi inşasındaki rolünü konu eden çalışmaların sayısı da bu gelişmeye bağlı olarak sevindirici biçimde artış göstermekte. Okumakta olduğunuz bu rapor da konuya, Kuzey İrlanda örneği özelinde ve ülkedeki iş dünyasının barışın ekonomik getirilerini dile getirmede, çatışmanın barış ile çözülmesi için lobi faaliyeti yürütmede ve barışın ekonomik boyutunu ele alan siyasi tartışmaları güçlendirmede oynadığı role ve çalışmalara odaklanmaktadır. Raporda, Kuzey İrlanda iş dünyasının kullandığı ve barışın sağlanmasına katkı sunan metot, yaklaşım ve etkileşim yöntemleri ayrıntılarıyla ele alınmaktadır. Ülkede barış anlaşmasının sağlanmasının ardından, anlaşma sonrası süreçte yabancı yatırımın barışın getirdiği ekonomik kazanımların yaygınlaştırılmasında ve bu sayede barışı teşvik etmede oynadığı pozitif rol de ayrıca ele alınmaktadır. Kuzey İrlanda deneyimi, barışın sağlanmasına yönelik kolektif kurumsal eylemler repertuarı bakımından, dünyanın farklı yerlerinde çatışmalardan etkilenen diğer ülkeler için ufuk açıcı bir uygulama veya uyarlama örneği olmayı sürdürmektedir.

Electronic negotiations are conflict management and resolution processes conducted on the internet and supported with software. This paper provides a historical overview of software used in conducting negotiations and aiding negotiators. It recognizes the contributions to the design of negotiation models and systems coming from management science, engineering and management information systems as well as the more recent ones coming from psychology, communication research and computer science. Special attention is given to the relationship between the design and engineering of e-negotiation systems and the socio-psychological and anthropological aspects of negotiations that involve people. The discussion on e-negotiation systems and processes is grounded in negotiation process models, e-negotiation taxonomy, exchange mechanism design, and protocol theory. The paper reviews and analyses several enegotiation systems used in business and academia, including negotiation software platforms used in supply chain systems as well as in research and training.

The emerging collaborative organizational model provides a context for the use of new methods for facilitating interaction. At the same time, technology is evolving to support meetings among distributed participants. Few studies have examined the effect of these new electronic meeting systems (EMS) on distributed workteams over time. Adaptive structuration theory (AST) suggests that, when groups encounter environmental difficulties, they may creatively adapt some structures to mitigate the limitations. This study investigated the ...

In countries with histories of political crisis, polarisation or violent conflict, social groups often have different stories about what happened in the past, why it happened and what it will take to create a lasting peace that benefits their group and larger society. These established narratives together form a narrative ‘landscape’ that is specific to each context, which can either deepen or mitigate divisions. Introducing the analogy of the ‘narrative tree’, this discussion paper draws on the expertise and experience of IFIT’s Inclusive Narratives Practice Group to provide a framework for understanding how narratives form and function, as well as an approach for facilitating narrative enrichment at the national or subnational level. This approach includes three cyclical phases – assessment, strategic planning and implementation – with a set of process guidelines and a menu of activities and tools from which to choose. Together, they can help policymakers and stakeholders understand their own narrative biases, reduce the salience of divisive narratives and amplify constructive narratives that can gain traction at scale.

This study reports on research carried out on 105 tutors working on distance graduate courses at the Federal University of Santa Catarina (UFSC) to assess the relationship between the level of trust and the conflict management in tutors of distance learning based graduate courses at UFSC on the AVEA - Virtual Environment of Learning. The research uses descriptive and quantitative methodology. It should be highlighted that the level of trust of the whole team prevails in the relationships, which explains the adoption of the Integration style, considered the most appropriate for creative solutions in moments of conflict.

This research was written with the aim of recognizing different dimensions of conflict in social interactions and presenting strategies to increase its management ability by using Quranic verses as a guidebook for human beings. Content analysis method was used. Step-by-step explanation of conflict in Quranic verses, Quranic explanation of conflict management styles, and presentation of Quranic strategies for resolving communication conflicts are one of the achievements of the present study. The conclusion is that the Holy Quran accepts the issue of conflict in relationships and considers it as a natural and inevitable result of the inherent differences of human. In the verses of the Quran, four types of conflict have been considered. And the five styles of conflict management are well identifiable. The results showed that the Holy Quran increases the ability to repel and control it, which is presented in the individual dimension: truth-seeking and truthfulness, self-awareness, self-healing, and rationalism; moreover, to resolve conflicts by focusing on the interpersonal dimension of the issue; therefore, the strategies used in Quran are: negotiation, mediation, and arbitration. Proper use of these strategies can transform conflict from a destructive and harmful event to an opportunity to benefit from interpersonal opinions and differences.

Mediation ist im deutschsprachigen Raum ein vergleichsweise junges Forschungsfeld. Trotzdem darf es verwundern, wie wenig wissenschaftliche Literatur zum Themenkomplex Geschlecht in der/und Mediation gefunden wurde.
Im Zuge dieses Papers wird der Versuch einer Antwort auf folgende Frage unternommen: Welche Rolle spielt der Faktor Geschlecht in der Mediation auf der Ebene der Mediatorinnen und Mediatoren?
Zwei gegenteilig anmutende Hauptergebnisse, die einander aber nicht ausschließen, können nach Abschluss der Recherche festgehalten werden:
1. Es gibt im Themenfeld Geschlecht und Mediation noch große Forschungslücken zu bearbeiten. Etwa im Bereich der Selbstreflexion von Mediatorin und Mediator, im Ausbildungs- oder Qualitätsentwicklungsbereich.
2. Durch Selbstreflexion, sensible Sprachverwendung, Bewusst-Machen der eigenen Einordnung von Wahrnehmung in Stereotypen kann Mediation von Seiten der Mediatorin/des
Mediators bis zu einem gewissen „menschlichem Grad“ unvoreingenommen und deshalb allparteilich stattfinden.

Es zeigt sich, dass Mediatorinnen und Mediatoren über die unterschiedlichen geschlechtsspezifischen Aspekte zwar Bescheid wissen, aber keine Selbstreflexion in diesem Bereich betreiben. Dies betreffend sollte in Zukunft bereits während der Ausbildungszeit Raum für Bewusstseinsbildung geschaffen werden.

Third parties are thought to face a tradeoff in that those actions most likely to bring peace in the short run appear least likely to ensure its long run stability. Yet the tradeoff between conflict management and conflict resolution may be overstated. Analyzing an iterated three player bargaining model with both information and commitment problems, we first demonstrate two conditions under which third parties may produce lasting peace through conditional subsidies, even without addressing underlying informational or commitment problems. Second, we illustrate this possibility by analyzing the impact of US foreign aid on patterns of conflict and peace between Israel and her neighbors. Our analysis indicates that the termination of the rivalry between Israel and Egypt was most likely not brought about by the Camp David accords or peacekeeping operations, but by sustained foreign aid provision. We discuss the implications for both this conflict and conflict management more broadly.

The emphasis on use of digital technologies to bridge the
“rural-urban gap” in the union budget is limited to high talk and
minimal allocations. The need for a more comprehensive and
peoples’ participation-oriented rural action plan should have
been the focus while setting sectoral allocations, but that is
not to be in this mid-year budget.

¿Se puede hablar de una política de paz? En el caso de Colombia, el objetivo del gobierno Santos de negociar con la guerrilla de las farc y llegar a un acuerdo de paz ha sido, de hecho, el principal objetivo desde que asumió el poder. Pero ¿qué tan pública fue esa política, ya sea que se entienda política pública como "todo lo que el gobierno hace o deja de hacer" (Dye, 1992) o de forma más elaborada como "proceso integrador de decisiones, acciones, inacciones, acuerdos e instrumentos, adelantado por autoridades públicas con la participación eventual de los particulares, y encaminado a mitigar, solucionar o prevenir una situación definida como problemática" (velásquez, 2009)?

Inherent components of group life, conflicts include both positive and negative aspects from a psycho-social point of view. They can generate chaos and progress, separation and cohesion. More and more specialists believe that conflict management is as important as the other management functions. We can say that there is no organization without conflicts and no social group without disputes. The present paper tries to identify the modality in which conflicts are born, as well as to present various strategies of conflict resolution, on the basis of a cost analysis generated by conflicts at organizational level.

This study adopts a qualitative approach to deconstruct the meaning of followership. Interviews were conducted with employees in various industries to examine how individuals socially construct their roles as followers and to explore followership schemas and contextual influences that relate to these constructions. Results suggest that while some individuals socially construct definitions around passivity, deference and obedience, others emphasize the importance of constructively questioning and challenging their leaders. With regard to personal qualities that are thought to make followers effective, major themes such as obedience, expressing opinions, and taking initiative were found to be most disparate across different groups of followers. Results also revealed that contextual factors may affect both followership constructions and behavior in the follower role. These findings have important implications regarding a need to examine the construct of followership in leadership resea...

Public rhetoric about the radicalization of youth into violent extremism has been bifurcated into two competing explanations. In the first version, a radical religious leader within a mainstream religious community radicalizes young people. In the second, youth are " self-radicalized " through accessing extremist materials on the Internet. In this essay, the author will propose that both these explanations are incomplete without considering the how individuals' experiences of marginalization during the complex process of identity formation in adolescence might make them more vulnerable to extremist messages. I will further propose that if policy makers and practitioners focused more on assisting marginalized groups they could change potential radicalization into resilience. When policy makers and media take a reductionist view on complex experiences they seem to have a difficult time explaining and predicting behavior. In the case of foreign-born or the children of foreign-born parents, it seems that the harder we look for radicalization in mosques, churches, and other religious communities the less successful we have been in finding it. In my research work over the last few years interviewing young adults who came to the United States as child refugees and asylum seekers, it has become clearer to me that the "refugee experience” is complicated and is more accurately defined as “refugee experiences”.

This paper reports the results of an empirical study into the orientations towards conflict and preferred conflict management styles of Chinese managers in Hong Kong. The differences in styles between Chinese and Western managers are then traced back to aspects of Chinese culture and traditional values. The difficulties caused by these contrasting styles, both for the transfer of western managerial practices and for the operation of multi-ethnic organisations in Hong Kong, are noted. Similarly, the effects of these cultural values on the preferred Chinese learning styles are also discussed. Finally, the problems of attempting to develop the acquisition of contingent conflict handling skills by Chinese managers in Hong Kong are addressed and two central problems of attitude change and learning style identified.

Non-discrimination and affirmative action are complex and controversial issues.They aim to speed up the establishment of a representative and unprejudiced workforce and citizenry and assist those deprived by unfair discrimination.Any social or group identity can become a basis of discrimination.This article focuses on an aspect of discrimination peculiar to India,caste-based discrimination,using the debate on caste-based census to illustrate the relationship between affirmative action policy and statistics.We begin by describing how discriminatory practices are set within the history of power relations between caste-groups;and the development of India's anti-discrimination policy through caste-based reservation and the quota system.The interface of statistics and anti-discrimination policy is analysed against this background using caste-based census as illustrative.While Indian census has a long history,comprehensive caste-census was undertaken first in 2011.Being relatively new,this allows us to study the political,socio-economic and practical issues such a statistical exercise throws up in social policy.The objective is to identify ways in which caste-census,and by extension statistical data,support implementation of affirmative action.

Three of the most successful peace processes of the 1990s El Salvador, South Africa, and Guatemala experienced worse violent crime after their wars concluded. Organized crime in Bosnia deepened after the 1995 Dayton peace agreement. These and other cases of post-conflict societies displaying serious and persistent problems of citizen insecurity and an absence of the rule of law underscore one of the central challenges of international security in the twenty-first century: How can external actors not only establish security in the immediate aftermath of war, but also create self-sustaining systems of justice and security?In "Constructing Justice and Security after War," the distinguished contributors including scholars, criminal justice practitioners, and former senior officials of international missions examine the experiences of countries that have recently undergone transitions from conflict with significant international involvement. The volume offers generalizations ba...

Communication and player management are central to officiating, but player-official interaction is difficult to train and unresearched. This study interviewed team captains from different sports and used video elicitation and Goffman’s (The presentation of self in everyday life, 1959, Interaction ritual: Essays in face-to-face behaviour, 1967) dramaturgical sociology of social interaction to explore ways players interact and attempt to influence officials. Players were found to behave irrationally sometimes, but mostly they are strategic. Player attitudes to interactions range from fatalistic acceptance to whatever the official decides, through selective complaint, to continuous opportunism. Players attempt to influence officials directly and indirectly through complaining, questioning, flattery or praise. These findings deepen our understanding of the balance – between authority, accountability and respectfulness – that characterises effective communication and interaction with pla...

There are times when avoiding is necessary and times when it can be used inappropriately and inefficiently. Using an avoiding style at the wrong time during a conflict situation at work or during personal times can prove to be detrimental to situations, goals and outcomes. The following are times when to use, and not to use The TKI test Avoiding Mode.

The term "ancient wisdom" evokes powerful imagery-the influences of great philosophers and religious icons, ideas, values and spiritual traditions that have withstood the test of time. And yet, its meaning is also ambiguous, and its impact on our day-today lives and actions can be difficult to articulate. Is "ancient wisdom" for each of us the same "ancient wisdom" for us all? More specifically, as negotiation teachers and scholars with cultural connections to and work experience in Hong Kong, India, Singapore, China, the European Union institutions, the Middle East, and the United Kingdom and United States, the authors of this Essay were curious whether "Eastern" and "Western" conceptions of ancient wisdom differ as popular belief might suggest, or whether they are really closer than they appear-perhaps one and the same?

This study aimed to link two fields of research: conflict management and forgiveness. Adult participants (n = 122) and a validating sample of significant others (n = 122) completed measures of disposition to forgive, conflict style, emotion management, and perspective taking; and multi-dimensional models of their relationships were tested. Disposition to forgive was most consistently associated with problem solving and yielding conflict styles. Greater perspective taking was associated with greater forgiveness, and greater problem solving and yielding conflict styles, as well as with lesser fighting style; and perspective taking fully or partially mediated the relationship between ability to repair emotions and dispositions to forgive and problem solve during conflict. Significant other reports confirmed most of the findings based on self-report.

Water rights as a fundamental human rights arises from the human right to life. Such a formulation shows the special meaning of water as a resource for every person. Human right to life derives from the right to a healthy environment, health, food, education, work and working conditions, and other socioeconomic rights that are important for every person and for which the state has an obligation to care. The right to water as a basic human right directly affects the exercise of these rights. This study analyzes water conflicts that have had a direct impact on the human right to life and the right to water as a fundamental human right, and to other enumerated rights. Conflicts are characteristic for every basin in our country. Poor management of water resources is another aspect that analyzes this paper. The analysis explains why the right to water should be implemented as a basic human right. It will also be illustrated why water conflicts have occurred and what indicates their distribution on the territory of the state.

By asking 341 Japanese employees to rate experiences of conflict with their supervisors in terms of conflict concerns and outcomes, we attempted to examine the following two hypotheses: attainment of the individual and group goals would increase the perceived justice (H2), and the perceived justice would increase the outcome satisfaction and organizational commitment (H1: the justice-bond hypothesis). The results of structural equation analysis supported H1, but only partially supported H2; that is, only the group goals increased the perceived justice. Instead, the individual goals directly increased the outcome satisfaction, not by way of the perception of justice. These findings suggest that Japanese employees felt that justice was achieved when they saw the conflicts were resolved in the group-oriented manner, relatively independent of personal interests. Organizational conflict and justice Researchers have been interested in the impact of conflict on organizations. Depending on the outcomes, conflict may harm and impair organizations, while it may also produce positive organizational changes and increase mutual understanding among group members. Regarding the usefulness of organizational conflict, researchers have focused on a number of factors, such as the type of conflict (Jehn, 1997) or resolution strategies (Van de Vliert & Euwena, 1994; Ohbuchi, 1998). Among others, we focused on the attitude changes toward organizations following conflict. The organizational members who are unsatisfied with conflict outcomes may show more negative attitudes toward their organizations or want to quit; while those who feel conflicts were properly resolved may build up trust in and attachment to their organizations. Therefore, the change of organizational commitment after conflict is an essential index of usefulness of organizational conflict. In this regard, some researchers have been interested in justice. In the group value theory, Tyler and Lind (1992) postulated that people who feel they are fairly treated within a group (that is, they substantially participate in the group decision-making or receive the deserving rewards) become more committed to the group. We call the concept that the perception of justice enhances members' positive organizational attitudes ''the justice bond theory.'' We have examined this theory with Japanese people by analyzing their attitudes

Effective leadership requires relationship skills such as -problem solving conflict management, motivation, communication, and listening [Yukl, G. A. (1998). Leadership in organizations. Upper Saddle River, NJ: Prentice Hall]. Arguably, nothing is more important to a leader than the skills involved in communicating one's intent to followers, for it is only through effectively transmitting intent that followers may understand and then execute the goals of the team and leader. The modern work-world is dominated by computer-mediated communication, and this communication is the bread and butter of virtual teams; however, simple transmission of information from point A to point B is not enough -the virtual environment presents significant challenges to effective communication. In this paper we review issues related to virtual teams and developments in multimodal displays that allow teams to communicate effectively via single or multiple modalities (e.g., visual, auditory, tactile). This discussion is grounded in guiding principles for design and use of information displays that were identified and culled based on multiple review criteria from an extensive review of the literature. We present an applied example of the utility of these guiding principles for multimodal display design, in the context of communicating a leader's presence to virtual followers via commander's intent.

An intriguing book that could very well leave thoughtful readers somewhat frustrated by the end. Beautifully written with a compelling and challenging main argumentthat the Westerndominated vision of Africa-as-victim or Africa-as-incompetent has to be replaced or at least challenged by new thinking to more accurately reflect the continent's place in a fast-changing worldthe book is too short to truly carry this banner on its own. More importantly, the manner in which the argument is constructed throughout the book, though eloquent, is not systematic in any form and therefore reads more like a collection of reflections and loosely-organized commentary. This is the true shame for it robs some of the potential from the work: everything is well-argued and the points made are important and thought-provoking. But when organized in such a manner it almost relegates itself to an audience of area studies specialists/political sociologists, who are used to and accept this style of investigatory writing. There is nothing wrong with this audience per se, except when one suspects the audience could be and indeed should be much wider. A very good book that could have been great.

Hassrede und Verleumdung prägen zunehmend die Kommentarspalten von journalistischen Online-Angeboten. Diese unqualifizierten und oft emotionsgeladenen Debatten sind für Nachrichtenanbieter, ihre Redaktionen und die Nutzerinnen und Nutzer gleichermaßen unerwünscht und frustrierend. Mit der praxisorientierten Handreichung „Hasskommentare im Netz. Steuerungsstrategien für Redaktionen“ hat die Landesanstalt für Medien NRW einen 10-Punkte-Plan gegen Hassrede im Netz veröffentlicht. Er zeigt auf, wie Redaktionen entschieden gegen Hasskommentare in den Kommentarspalten auf ihren Online-Auftritten vorgehen und ausufernde Debatten zivilisieren können.