Conflict Management Activities Research Articles

CoMPers: A configurable conflict management framework for personalized collaborative modeling

Context:Modeling is an activity in the software development life cycle where experts and stakeholders collaborate as a team. In collaborative modeling, adhering to the optimistic versioning paradigm allows users to make concurrent changes to the same model, but conflicts may arise. To achieve an integrated and consistent merged model, conflicts must be resolved. Objective:The primary objective of this study was to provide a customizable and extensible framework for conflict management in personalized change propagation during collaborative modeling. Methods:We propose CoMPers, a customizable and extensible conflict management framework designed to address various conflicts encountered in collaborative modeling. We present the duel algorithm for automatically detecting and resolving conflicts according to user preferences. The framework utilizes personalized change propagation to customize collaboration and supports the conflict management process by executing the duel algorithm based on user preferences. As a proof-of-concept, we have implemented the CoMPers framework and extended the EMF.cloud modeling framework to demonstrate its applicability. Results:We have constructed a proof-of-concept implementation and conducted a real-world case study, a benchmark experiment, and a user experience evaluation. Our findings demonstrate that: (1) CoMPers enables collaborators to configure propagation strategies according to their habits; (2) CoMPers successfully identifies all anticipated conflicts and achieves a 100% accuracy in conflict handling; (3) The majority of participants agreed that CoMPers is user-friendly for collaborative modeling. Conclusion:This paper presents the CoMPers framework, which is based on personalized change propagation, and helps collaborators customize conflict management activities. The results confirm the feasibility and advantages of consistent and concurrent modeling within the collaborative CoMPers platform, with an acceptable functionality for approximately ten collaborators.

The role of the manager in resolving conflicts in the school organization

This article presents the role of the manager, as well as his importance in resolving conflicts between actors in the educational institution. The ways in which a manager helps teachers to behave normally and responsibly are presented, strategies for solving them through partnerships, mediation, evaluation of conflict management activities are presented. The article presents conflict resolution strategies and examples of styles approached by the manager of the educational institution.

Pastoralism and Conflict Transformation in Nyangatom, Hammer, and Dassanech Community of Ethiopia

This study examined the practices of conflict transformation in Nyangatom, hammer, and Dassanech community of South Omo Zone Ethiopia using Qualitative research methodology, case study research design and employed FGD, semi structured interview, non-participant observation and document analysis. The issue of conflict transformation traced back to the works of Lederach in the 1980s and Galtung in the late 1970s. The concept, however, gained recognition because of the coming of the issue of human security by the international community and scholars. The nature of pastoralist and agro pastoralist conflicts arising in the study area led to examine the practices of the conflict transformation by various actors. This study indicated that the various actors working on conflict and peace do a very little activity to transform conflicts. They focus on conflict management, prevention, and resolution activities. This has been as a result of lack of attention to plan the issue of conflict transformation by the government. This study, therefore, sought to find out the role of the various actors in conflict transformation. The findings show those grievances, animal raiding, land claims, fishing rights, competition on water and pasture resources use are the sources of conflict. The study also examines the practices of conflict transformation activities in the study area. Resilience, rangeland management, NGOs intervention in peace dialogue, integration of pastoralism and agro pastoralism with commercial agricultures, drought and conflict early warning system, water resource management and development, development, rehabilitations of range land, and providing education to the conflict affected community are the activities done for conflict transformation. These activities had been instrumental in addressing conflicts and transforming relationships. The pastoralist conflict transformation and peace are not given emphasis by the government. The activities are not enough to transform conflicts but they are served as the driver of peace. The researcher recommends that the current conflict transformation mechanism tried in the area is did not change the conflict situation but the beginnings are goodly appreciated.

Organization of labor conflict management activities as a factor in the development of a commercial enterprise

Organization of labor conflict management activities as a factor in the development of a commercial enterprise

Challenges and Opportunities in Gender-Based Activities toward Cross-Border Conflict Management in Kisumu and Nandi Counties, Kenya

Both men and women are significantly affected during conflicts. It is however important to note that the impacts differ from none gender to the next. In the same breath, conflict management efforts made by both men and women do not get the same recognition, with women facing a myriad of challenges in their attempt to be active participants in the process of conflict management. Therefore, gender parity in conflict management activities, just like in other activities within the society is a major concern. In this regard, the study sought to analyse the challenges that emanate from gender-based activities in the process of conflict management in Nandi and along the Nandi and Kisumu counties border. The target population of this study included Household heads, Deputy County Commissioners, senior police officers, the In-charge Rapid Deployment Unit (RDU), Chiefs, National Intelligence Officers, Local CBOs in-charges, Male and Female Members of Local Peace committees, Leaders of Sugarcane Out growers; Leaders of Market Traders, Local Micro-finance Institutions and religious leaders in the along the border of the two counties. The study employed a descriptive research design. The total sample size was 456. Both probability and non-probability sampling techniques were used. Quantitative data was analyzed using SPSS version 23 and presented as percentages and frequencies in charts, graphs and tables while qualitative data was summarized in themes and presented in form of narrative reports and verbatim quotations. The study found that there were a number of factors that prevented women from being actively involved in conflict management among them lack of trust in women, perception, gender roles and level of education of women. The study also found out that there were a number of actors who worked towards gender-based conflict management in the study area, and they included government agencies and religious leaders; civil society as well as the community members. The study further found that the role of actors provided opportunities for human rights protection, Reconciliation, Gender Mainstreaming, Peace Building Workshops, media peace campaigns and peace caravans. The study concluded that women face a number of challenges that obstruct their involvement in conflict management as compared to their male counterparts. It’s however important to note that the involvement of various actors including government agencies, CSOs, religious leaders and community members provides an opportunity for sustainable conflict management through human rights protection and education, gender mainstreaming, reconciliation and peacebuilding activities and forums.

Peranan Komunikasi Organisasi dalam Manajemen Konflik

Contemporary view showed the position of communication to achieve educational organization purpose. Besides, communication has important role to create organization individual attitude. The importance of organization in education organization to minimize bad conflict. The result of this study showed that communication has taken preventive and represive steps to manage conflict in the organization. Communication also has important role to implemented conflict management activities in the organization. Communication also has informative, regulative, persiasive and integrative roles to manage conflict in organization.

Using movement ecology to evaluate the effectiveness of multiple human-wildlife conflict management practices

Human-wildlife conflicts are universally growing, threatening sustainable coexistence and demanding increasing conservation efforts. While such conflicts are commonly tackled by combining different management practices, how each component contributes to management effectiveness usually remains unclear. This challenge can be addressed by integrating individual-based movement ecology with detailed information on the variety of management practices applied. Using a high-resolution movement dataset of common cranes (Grus grus) wintering at the agricultural landscape of the Hula Valley (Israel), we assessed their individual-level responses to three conflict management activities – intensive scaring, allocation of refuge areas and diversionary feeding – quantified in space and time throughout the wintering period. We found that diversionary feeding combined with active scaring reduced the cranes' core activity area and led to a significant shift in habitat preference. Low refuge area availability combined with low intensity diversionary feeding required compensation by higher scaring efforts. However, even intensive feeding was insufficient to prevent cranes from foraging on sensitive crops when refuge fields were highly limited. While most cranes heavily relied on the feeding station, a smaller group consistently avoided it and relied on refuge areas and sensitive crops despite scaring efforts. To achieve a more balanced management plan in our case study, provisioning of diversionary food should be much lower, and refuge areas should be designated based on crane habitat selection rather than solely on residual crops. Generally, we stress that quantitative behavioral analysis of target species that incorporates sub-populations with consistent behavioral variation, is important for effective combination of multiple management practices.

Effectiveness of Conflict Management Games and Activities in Workplace

Conflict is a normal and usual part of the workplace. It happens in every business. For any team that wants to accomplish its goals, conflict is inevitable. While differences will occur, the effect doesn’t have to be negative. Conflict can produce openings. Conflict challenges us to think harder, to be more creative, to achieve greater understanding, and to search for alternative approaches that are more effective, more sustainable, and more successful. Unresolved conflict, however, can result in the dissolution of a group. When unaddressed tension occurs in the workplace, it can decrease productivity, hamper production, and increase absenteeism. It leads to increased stress among staff, decreased morale, and at worst, aggression or violence. Studies recommend that managers spend at least 25 percent of their time handling internal conflicts. This affects the productivity of the work force and can have a dramatic impact on organizational performance. Real-life situations, especially in the realms of competition and partnership, games will reveal the conventional way conflict is dealt with in the squad. Teams can begin to appreciate their usual solutions, and then go on to find more effective methods for dealing with similar scenarios. Experiential exercises allow team members to learn their reactions to conflict and their subsequent actions. In this journal, the observational analysis with regard to future workplace conflicts, we try to explore the means and the skills to bring about positive results by playing in conflict-resolution games, improve teamwork and challenge inefficient processes to create a team that is more unified and more successful.

A report on a fisheries conflict management training workshop in Laos

SummaryA conflict management training workshop was delivered in October 2019 in Vientiane, Laos, to fisheries practitioners. Discussions held during the workshop highlighted conflict as a key issue within community‐based fisheries management and the need for fisheries staff from various sectors, and the communities they work with, to have an understanding of conflict management concepts and related skills. Key themes of the discussions of fisheries conflict in Laos were related to property rights, lack of adherence of fishers to regulations, funding for local community activities and weak governance structures. The key learnings of the training workshop are that fisheries practitioners are dealing with social conflict in their work activities and need support in managing these conflicts, as for many fisheries professionals this work is outside their main area of expertise. There is a role for further research into fisheries conflict in Laos to provide context‐specific insight, but this must be accompanied by appropriate knowledge exchange to allow practitioners to make use of these insights for real‐world conflict management activities.

An integrative review on conflict management styles among nursing professionals: implications for nursing management.

To critically appraise and synthesize empirical studies that examined conflict-management styles used by nursing professionals when dealing with conflict. Conflict is an organisational issue not new to the nursing profession. Despite the increasing research interest on this topic, no studies had been conducted to appraise and summarize evidence that examined conflict-management styles in nursing professionals. An integrative review method was used to analyse the findings. The primary databases used to access articles published from 2000 onwards were CINAHL, Medline, Psych Info, ERIC, Embase and SCOPUS. The search words and MeSH terms included: conflict, management, nursing, nurse manager, nurse, style, and strategy. Twenty-five studies met the inclusion criteria. Integration was the most frequent style employed by nursing professionals when dealing and managing conflict, followed by accommodation. Avoiding and competing were found to be the least frequently used styles. Mixed and conflicting results were obtained when nurses' demographic variables were considered. Studies are needed to examine how organisational and interpersonal factors influence nurses' choice of style for handling conflicts. Findings demonstrated that nursing professionals used constructive/positive conflict management approaches rather than destructive/negative conflict management approaches. This integrative review provided up-to-date evidence that is useful when formulating interventions to equip nurses with positive conflict-management styles necessary to mitigate and manage conflict. Such interventions may include: structured training on conflict management, team building, and conflict coaching activities, continuing professional development, reflective exercises, simulation, and role playing.

Intentions for cooperative conflict resolution in groups

Purpose – The purpose of this study was twofold: first, to test to what extent a cooperative conflict management style can be related to attitudes, norms and perceived volitional control. Second, because conflict resolution is an activity that unfolds at the team level, the validity of the theoretical model was tested at the team level of analysis. The aim was to extend the understanding we have on antecedents of conflict management styles and to build a bridge between two different levels of analysis. Design/methodology/approach – This was done by building on the theory of planned behavior, which, to the authors’ knowledge, has neither been related to organizational behaviors nor to small group dynamics. A questionnaire was distributed to subjects that have experienced working together in teams. In total, 131 team members (grouped in 33 teams) provided answers on the key concepts of the model. Findings – First, perceived norms and high volitional control relate to individuals’ intentions to engage in cooperative conflict management activities, with intentions not mediating to role of norms on behavior. Second, at the team level, a high level of perceived norms relates to a higher occurrence of a cooperative resolution style. Additionally, high diversity on the attitudes over the value of this style negatively impacts its occurrence. Research limitations/implications – This study offers a cross-sectional image of an important process in the team. Additionally, relying on the subjects’ self-reports represents a limitation in the current study, considering the goal of the model is to predict behavior. Future research could address this, and additionally, consider team characteristics or individual traits that could add to the model of planned behavior. Originality/value – This paper adds to the literature as an attempt the bridge individual level constructs team-level processes. Moreover, it provides evidence for potential antecedents of conflict management styles. This latter contribution can be relevant for practitioners as well, that could invest in the institutionalization of favored resolution style to benefit from it.

Africká unie jako platforma pro management afrických konfliktů

The article focuses on assessing the ability of the African Union to perform the policy, peacekeeping and peacemaking roles within its conflict management doctrine and it also discusses whether African security problems may be more easily solved by the AU as an organization with a continental profile or by some other African organization on lower level. According to authors, the AU suffers from similar deficits as local regional organizations, which considerably restrict its efficiency and make the gap between AU's security mandate and the sources for its achievement, but it manages to perform the conflict management activities to a far greater degree than any other African organization at a much lower level has ever managed. With regard to that, the authors suggest an ideal profile of an actor capable of solving Africa's security problems in the form of the AU and its African Peace and Security Architecture representing a platform of equal cooperation of the Union with regional organizations and combining the advantages of both of these actors' approach towards conflict management.

Gender Mainstreaming and Conflict Resolution in Nigeria

The paper attempted to investigate the issue of Gender Mainstreaming and Conflict Resolution in Nigeria. It examined the issue of Gender equality for sustainability development. Also, UNESCO activities in the area of Gender mainstreaming was x-rayed as well as UNESCO Gender lenses was critically analyzed in terms of how meetings, workshops and conferences are held, the workshop processes, processes of issuing communiques, recommendations as well as publications were examined.Moreover, The Peace and Conflict Impact Assessment (PCIA) technique was employed as an instrument for the evaluation (ex post facto) of development interventions, and anticipation (ex ante) of the impact of potential projects on the structures and processes which either strengthen the prospects for peaceful co-existence and decrease the probability of violence, or increase the likelihood of responding to conflict through violent means. When we conduct PCIA ex post facto, we analyze and provide explanations for occurrences that have happened, but ex ante PCIA anticipates or predict certain phenomena and events which are yet to occur. The PCIA also helps to track positive, yet unintended peace building impact that could result from development administration.We conclude with a number of essential findings which emerge from the study, amongst which are: That Crisis prevention and conflict management are indeed highly gendered activities. It also observed that not only do women and men have different access to power structures and material resources before, during and after the escalation of a conflict, but they also experience the pre-conflict phase, the open conflict and the post-conflict situation in different ways as well. At the same time, women and men play different roles in different types of violent conflicts. The same holds true for peace-building activities: depending on their ethnic origin, class, and cultural identity, women (and men) may have different needs and roles in crisis prevention/conflict management and post-conflict peace-building.The study therefore reiterated that a gender perspective plays an important part in understanding the complex internal dynamics of crisis prevention and conflict management activities, and promoting social justice is germane in peace-building activities and sustainable development

An exploratory research on the heightening effectiveness for conflict management activities

An exploratory research on the heightening effectiveness for conflict management activities

Speaking the language of security: the Commonwealth, the Francophonie and the CPLP in conflict management in Africa

The last decade has seen an unprecedented increase in conflict management activities in Africa by international organisations. This has been accompanied by a flurry of academic publications and of policy reports that stress the comparative advantages at the legal and operational levels of regional and other intergovernmental organisations. The article assesses this dominant favourable view by examining the role of the Commonwealth, the Francophonie and the CPLP in Africa. Traditionally regarded as cultural organisations, they have gradually extended their profile to include a security mandate. Drawing from fieldwork and an extensive review of the literature, the article presents the first comparative study of the conflict management activities of these organisations in Africa.

신교통 시스템도입을 위한 기본계획단계의 PI 효과 실증 분석

The purpose of this study is to develop conflict management considering justification of planning decision by public involvement (PI) in the context of Korea as an approach to prevent conflicts for railway projects and to achieve consensus building between public and governments. In this study, to evaluate the effectiveness of conflict management in the process of railway planning, we examined the before and after survey on the light rail transit (LRT) planning that was previously conducted. We first conducted estimation on the causal relationships among factors related to acceptance of LRT planning by structural equation model. The estimation results show that conflict management activities and acceptance are positively related. We also discussed as follows: the level of recognition of railway project influences positive effects regardless of conflict management activities, the most important factor with respect to the acceptance is awareness for planning necessity.

Managing Intrastate Low-Intensity Armed Conflict 1993–2004: A New Dataset

This article presents a new event dataset covering third-party measures in intrastate low-intensity conflict dyads for the period 1993–2004, Managing Low-Intensity Intrastate Conflict (MILC). The rationale behind MILC is to enable the systematic study of third-party conflict management activities that might contribute to preventing these minor conflicts from escalating to the level of full-scale war. Intrastate armed conflict dyads are followed, and third-party activities mapped, until the dyad escalates to full-scale war or the dyad becomes inactive. The dataset contains information on the intermediaries as well as the different types of measures undertaken. The data include measures such as different types of talks, good offices, arbitration, fact-finding missions, permanent observation missions, and peacekeeping. In addition, a wealth of novel descriptive findings is presented, such as the distribution of third-party efforts over regions as well as over individual conflict dyads. We notice that the Middle East attracts the most third-party involvement relative to the number of active conflict dyads. Asia, in contrast, is relatively neglected given the high number of conflicts on the continent. The trend in third-party activity over time is presented, and we show that the number of third-party efforts globally is relatively constant over the period of study with the exception of a dramatic spike in activity related to the Israeli-Palestinian conflict in the years 2000–2002. The distribution of different types of measures and third parties is also presented. The most active third parties include several major powers and intergovernmental organizations, but also a few middle powers.

Keeping the Peace in Africa: Why “African” Solutions Are Not Enough

Since the early 1990s, a variety of African and Western governments alike have often suggested that finding “African solutions to African problems” represents the best approach to keeping the peace in Africa. Not only does the empirical evidence from post-Cold War Africa suggest that there are some fundamental problems with this approach, it also rests upon some problematic normative commitments. Specifically in relation to the problem of armed conflict, the “African solutions” logic would have at least three negative consequences: it would undermine the UN; it would provide a convenient excuse for powerful Western states that wished to avoid sending their own soldiers to peace operations in Africa; and it would help African autocrats fend off international, especially Western, criticism of their policies. After providing an overview of the constituent elements of the “African solutions” approach, this article sets out in general terms the central problems with it before turning to a specific illustration of how these problems affected the international responses to the ongoing war in Darfur, Sudan. Instead of searching for “African solutions”, policymakers should focus on developing effective solutions for the complex challenges raised by the issue of armed conflict in Africa. To this end, Western states in general and the P-3 in particular should give greater support to conflict management activities undertaken by the United Nations, develop clearer guidelines for how these should relate to regional initiatives, and facilitate the efforts of civic associations to build the foundations for stable peace in the continent's war zones.

Third-Party Intermediaries and Negotiated Settlements, 1946–2000

Past studies regarding the success and/or failure of conflict management activities have brought about a wide range of results. In this paper we attempt to gain more definitive conclusions about effectiveness by accomplishing two tasks. First, using a basic theoretical framework we identify expectations of efficacy as they relate to differences between states, coalitions, and IGOs. Second, we also examine the utility of different conflict management techniques in an effort to place in greater perspective the effectiveness of mediation, the most utilized technique of third party intermediaries. Using a new dataset on third-party intermediary behavior in militarized disputes from 1946 to 2000, we find that while all conflict managers are useful in assisting belligerents in reaching a negotiated settlement, IGOs are the most effective. Additionally, while mediation is an effective technique to produce settlements, military intermediary actions, such as peacekeeping, are much more useful.

Conflict management and the misapplication of moral hazard theory

This piece develops a formal model of moral hazard and evaluates its utility for the study of conflict management. Although the concept of moral hazard is perhaps heuristically useful, the analysis shows that it generally does not accurately describe the incentive structure produced by the conflict management activities of third parties. Moral hazards only occur when there is an opportunity for agents to take ‘hidden actions’, and this is seldom the case where humanitarian intervention is concerned. Thus, the application of moral hazard theory to conflict management may lead analysts and policy makers astray.