Conflict Management Methods Research Articles

A new sine similarity measure based on evidence theory for conflict management

Evidence theory (ET) has gained significant attention in various fields due to its advantages over probability theory. However, highly conflicting evidence can sometimes yield counterintuitive results when using Dempster’s rule. This article aims to address this issue by introducing a new sine similarity measure that integrates the belief and plausibility functions in ET. The proposed sine similarity measure offers a comprehensive evaluation of the conflict between evidences. Importantly, the proposed measure satisfies several desirable properties, ensuring its effectiveness in capturing the similarity between evidences. Furthermore, a conflict management method is designed based on the proposed sine similarity measure and belief entropy. The validity of the proposed method is verified by some numerical examples and an application to target recognition.

Cross-border cooperation as a method of conflict management: a case study in the Sulu-Sulawesi Sea

ABSTRACT This paper aims to analyse the impacts of cross-border activities and cooperation in the conflict management process in the Sulu-Sulawesi Sea. Using a qualitative approach with a case study method, this research collected longitudinal data from 2016 to 2022 through observation, interviews, and literature reviews. The results indicate that inter-state conflict can be managed through cooperation in political-economy and socio-cultural aspects instead of defence and security concerns. Legal and traditional cross-border cooperation have played important roles in conflict management by reducing violence and the practice of transnational crimes, increasing the welfare of transnational communities, and building good relations among cross-border actors. Several factors have supported these roles, prominently cultural proximity and trade interdependence which encourage diaspora and business networking. However, this research also identifies illegal cross-border activities that have negative impacts on conflict management by increasing tensions and disrupting regional stability.

지방교육행정 공무원의 갈등관리유형과 직무만족도의 관계에서 의사소통능력의 매개효과

Objectives The purpose of this study is to find an effective conflict management method and lead a successful professional life by increasing job satisfaction by verifying the mediating effect of communication ability in the re-lationship between conflict management type and job satisfaction of local education administrative officials.
 Methods To this end, a survey was conducted using the conflict management type scale, communication ability scale, and job satisfaction scale, targeting 404 grade 5 local education administration officials in 2023, and re-gression analysis was conducted using the SPSS WIN 23.0 program and the SPSS Macro.
 Results Research results are as follows. First, the conflict management type of local education administration of-ficials had a significant effect on communication ability. Second, the type of conflict management of local educa-tion administration officials had an effect on job satisfaction. Third, among the conflict management types of local education administrative officials, the cooperation, avoidance, and compromise types had a partial mediating ef-fect in which communication ability had a direct effect on job satisfaction, while the competition type had a com-plete mediating effect with only an indirect effect. However, in the dependent type, communication skills did not mediate job satisfaction.
 Conclusions These results require efforts to convert the conflict management type into a cooperative and com-promise type that seeks to obtain the best interests of both sides of the conflict situation through efficient com-munication skills and to resolve it rationally. This suggests the need for customized education that provides pro-grams that can enhance communication skills according to the conflict management type of the students.

Identifying Conflict Management Methods of School Principals as Perceived by School Teachers in Jordan

The main purpose of this study was to identify conflict management methods used by secondary school principals based on the perspective of teachers. A sample of 256 male and female teachers participated in the study. The concept of conflict management was measured using cooperation, avoidance, waiver, competition, and settlement as a method to manage conflicts among teachers. The findings of the study indicated that ‘settlement’ was the most preferred method for conflict management by school principals, followed by cooperation, then by the waiver. Avoidance was the least preferred method to be used by school principals in conflict management. The results of the study revealed statistically no significant differences in gender, educational qualification, and experience among participants on the perceived conflict management method used by the school principals (p-value >0.05). The study recommended training courses for school principals to raise their awareness of conflict management.

العلاقة بين المناخ التنظيمي والصراع التنظيمي دراسة على عيّنة من الموظّفين في المعهد التقني والكلّية التقنية الصحّية \ شيخان

This study aimed to measure the relationship between organizational conflict and the prevailing organizational climate in the organization. The study relied on the descriptive analytical method for dealing with data, analyzing and describing it. The study tried to detect and define the relationship between the prevailing organizational climate in the organization and the methods used in managing organizational conflict. A number of hypotheses have been developed for the purpose of testing them and make sure of the relationship between these variables. For data collection, a questionnaire was prepared and distributed to the members of the research sample at both Shekhan Medical and Health Technical College and Shekhan Technical Institute. After receiving the forms, the data was analyzed by using a number of statistical methods represented by the arithmetic mean, standard deviation, Kay-square, regression coefficient and multiple correlation coefficient. The study found tha the use of statistical methods, which has a significant relationship between the organizational climate dimensions represented by (organizational structure, work systems and procedures, administrative communications, and organizational justice) and conflict management methods represented by (power and authority, cooperation style, avoidance style, concession style, and settlement style) with varying degrees in terms of correlation and strength of relationship between these variables. The study recommended the need to improve the organizational climate of the organization through its dimensions and basic elements in order to reduce conflict to the lowest possible extent. The administration should also deal transparently in resolving conflicts and not delay or procrastinate resolving conflicts and expedite their processing to create a positive organizational climate in the organization

Manajemen Konflik dalam Rumah Tangga Perspektif Firanda Andirja

This research aims to examine the types of conflicts that occur in households and conflict management from Firanda Andirja's perspective. This research uses descriptive qualitative method. Data was collected from uploading video recordings of Firanda Andirja's lectures on his youtube page, related books, government publication data related to divorce cases, and a collection of related scientific journals. The results show that there are 5 types of conflict in households, namely Conflict-habituated marriages, Devitalized relationships, Passive-congenial, Vital and Total marriages. The results of this study also show that there are 5 methods of conflict management according to Firanda Andirja, namely 1) Silent and Smile method, 2) The method of ignoring the conflict that occurs, 3) The method of joking and laughing, 4) The method of discussion and communication with politeness, 5) Resolving problems with good manners and morals.

An effective conflict management method based on belief similarity measure and entropy for multi-sensor data fusion

An effective conflict management method based on belief similarity measure and entropy for multi-sensor data fusion

Methods of conflict management at the aviation industry enterprises

The article deals with the management of hidden conflicts at the enterprises of the aviation industry. At present, a topical issue for the management of companies is the resource effectiveness of personnel, obtained as a result of the development or implementation of a management decision. The author emphasizes the importance of the conflict management process as a key tool for personnel management, on which the success of the company and sometimes the very existence of the enterprise, largely depends. The purpose of this work is to describe the conflict management methodology at the enterprises of the aviation industry by developing a model for identifying conflicts at an early stage. The main aspects of identifying conflict situations on the basis of modern theory and practice of conflict management are revealed. In this regard, the necessity for the top management of enterprises to make competent, economically sound management decisions is substantiated. A model for identifying hidden conflicts between employees is proposed.

The features of negotiations within reverse logistics cooperation

The subject of consideration in the paper are negotiations between companies cooperating within reverse logistics. The objective of the paper is to present a concept for describing the specificity of such negotiations, influencing the ability of cooperating parties to create and recover value within reverse logistics. As introductory part of the article the methodology used for preparation of article is presented. Then, reverse logistics as the activity influencing value creation and value restoration is characterized. In next part of the work main units cooperating and negotiating within reverse logistics are distinguished. In this part the specificity of reverse logistics as environment for negotiations is also presented. Within the subsequent parts of the article in order to present the features of negotiations within reverse logistics cooperation the original methodological framework is applied, comprising the key aspects of negotiation’s definition, distinguished on the basis of different approaches presented in literature, e.g. as a process, methods of conflict management and reaching agreement, mutual dependence of the parties and processes of: decision making, communication, mutual exchange and value creation. The summary synthetizes the major features of the considered negotiations, and also indicates the directions of research enriching the proposed concept. The approach to description of negotiations presented by the authors of the paper is a novelty and has an original character, i.e. it is based on their own thoughts on the specificity of the negotiations under consideration. No such concept has been presented in the literature on the subject so far.

REASONS FOR CONFLICTS IN THE ENTERPRISE AND WAYS DECISION THEM

The need to study the theoretical foundations of conflicts in an enterprise and to develop practical recommendations for the effective regulation of contradictions in the process of labor activity substantiated. The essence of the concept of “conflict” and the nature of its occurrence in the work collective clarified. It proposed that the concept of “conflict” understood as a process of tension that arises between participants in a conflict in the process of their professional interaction regarding a dialectical contradiction. The types of conflicts are formed according to classification criteria: according to the results, according to the composition of the participants, according to the sources of occurrence, according to the time of the conflict, according to the degree of severity of the contradictions, according to the type of functional system, according to the degree of intensity of the conflict, according to the tendency to change, according to the stage of the flow, in terms of motive, according to the service-communicative orientation of interaction in a dynamic aspect. It has established that the most common conflicts in a work team based on the composition of the participants - interpersonal and intrapersonal. In order to resolve everyday issues, it is advisable to consider the causes of interpersonal and intrapersonal conflicts from the perspective of a systemic and process approach as external (arising in the process of interaction between people and joint activities) and internal (arising within the psychological world of the individual, which is a collision of oppositely directed motives (interests, values, goals, ideals) External and internal causes of conflicts studied. Methods and principles for managing conflicts in the workforce of an enterprise are proposed. Methods of conflict management include the following: 1) intrapersonal (methods of acting on an individual); 2) structural: reward system, coordination mechanisms, clarification of work requirements, and formation of common values); 3) interpersonal: compromise, conflict avoidance, cooperation, compliance, confrontation. We believe that conflicts that subsequently arise in the labor process can become an incentive for the movement and development of the enterprise, strengthening its potential and competitive position in the market, and not cause damage.

КОНФЛИКТОЛОГИЧЕСКИЙ КОНСАЛТИНГ В СИСТЕМЕ УПРАВЛЕНИЯ СТОМАТОЛОГИЧЕСКИМИ УЧРЕЖДЕНИЯМИ

The research conducted to create an evidence base for the development of effective methods of conflict management consulting in dental institutions. An analysis of the criteria for the quality of dental care that is significant for judicial practice in all regions of Russia provides an information base for assessing the material, moral and reputational damage from conflicts and identifying clinical practice situations with a likely risk of initiating and escalating conflicts.

군 부동산시설 관련 갈등에 관한 연구

1. CONTENTS (1) RESEARCH OBJECTIVES The purpose of this study is to contribute to national defense policies by analyzing the status of conflicts between the private and the military over military ammunition storage facilities and deriving the direction of policies for promoting effective conflict management methods and the optimization of the protection zone of military installations. (2) RESEARCH METHOD Three ammunition supply point (ASP)-level ammunition storage facility units, where conflicts were resolved or in progress, were selected and their conflict management status was analyzed, and literature review and interview with the relevant personnel were conducted at the same time. (3) RESEARCH FINDINGS It was found that the conflicts can be managed effectively if the private-military joint areas are expanded through the application of the service distance to the existing ammunition storage facilities; the protection zone is reduced through the expansion of underground ammunition storage facilities; and if the cooperation system among the private, the government, and the military is reinforced. 2. RESULTS The military should continue to make efforts to supplement the operation system and improve facilities, alleviate and release the protection zone of military installations, and strengthen ties with the local community in order to properly manage the conflicts related to ammunition storage facilities.

The influence of the leader on conflict management in the enterprise team

In the article, the essence and meaning of the conflict is revealed. It was established that conflict occupies a special place in the activities of enterprises, and the leader plays an important role in resolving conflict situations. The leader's influence on the resolution of these situations depends on how effectively he knows how to manage the conflict. The mechanism of the occurrence of causes of any type and level of conflict is presented, based on which it is advisable for the leader to develop and implement effective methods of conflict management. The more effectively the leader will manage the conflict, the more stable the enterprise's activity will be. It was singled out that the leader has a fundamental advantage in resolving conflict situations, namely: the right to determine goals, methods of their achievement, ensure their implementation and analyse the results. Six stages of resolving conflict situations are characterized, depending on their intensity and duration: pre-conflict period, incident, escalation, explosion, decline, post-conflict stage. It has been established that an important aspect of a leader's activity is the timely formation of a conflict management algorithm. The conflict management algorithm has been developed, which involves diagnosing the socio-psychological climate in the team, the causes of conflict, as well as existing conflicts and ways to resolve them. It has been studied that the process of conflict management is a subsystem of enterprise management and is implemented by planning, motivating, controlling, and regulating conflicts to reduce the number of negative consequences of conflicts. The conflict management mechanism has been developed in the enterprise. Various methods of conflict management that leaders use in their activities are described. The important component in conflict management is the leader's timely and reliable identification of problems arising in conflict situations. The main ways of conflict management through problem solving are proposed. To prevent the emergence of conflict situations in the personnel of the enterprise, it is advisable to develop timely and implement ways to prevent the occurrence of conflicts in enterprises. The main ways of preventing the occurrence of conflicts, which should be used by the leader in his activities, are given. Keywords: leader, conflict, conflict management, enterprise, conflict situation, compromise, mutual understanding

Bolstering conflict management strategies and sustainable commitment of academic staff in selected public universities

Events and periods of strikes are inextricably linked to the history of higher education in Nigeria. Strikes of various types and for various reasons have become a common occurrence as the government and academia's policymaking relationship has become increasingly inconsiderate. This study was necessitated by the apparent non-recognition and reluctance to plunge into interpersonal conflict in universities. Hence, this study investigated the influence of avoidance, dominating, compromise, obliging and integrating conflict management strategy on the commitment of faculty in selected public universities in Southwest Nigeria. Smart PLS 3.0 was used to analyse only 416 copies of the questionnaire, representing an 83% response rate. The findings demonstrate that conflict management methods such as avoidance, dominating, compromise, obliging, and integrating substantially impact academic faculty affective, normative, and continuance commitment. The study finds that academic staff at various universities should encourage compromising, integrating, and obliging conflict management tactics to be more involved in the settlement of the conflict. As a sequel to the findings, it was recommended that when settling conflicts, academic staff and management should always consider the feelings of other parties involved, as this will go a long way in satisfying all affected parties. Furthermore, parties in disagreement should be open-minded and willing to listen to each other to make the best and most sensible conclusion when resolving conflict. Universities administration should teach the different techniques of handling conflict so employees will be able to choose the appropriate approach when faced with conflict situations, especially when faced with interpersonal conflict.

Conflict management problems in project teams

The article discusses ways to manage conflicts in organizations and work groups of projects. Conflict management is included as an integral part of one of the general functions of management - according to different opinions, either in the function of administration or coordination. However, in any case, the importance of resolving conflicts in order to achieve the goals of the project is undeniable. All approaches to defining a style and a set of specific actions for managing conflicts are on the scale of preferences, from caring for people to caring about solving a given problem. There are five main approaches: cooperation, competition, evasion, accommodation (unilateral concession) and compromise (mutual concession). Based on the specifics of business and management practices, it is argued that some of these styles are more typical for different countries and others less typical. However, Russia is assessed as a civilization without a pronounced domination of collectivism or individualism, which testifies in favor of the acceptability of all styles, depending on the specific situation. Some characteristics of situations in which certain methods of conflict management in the project working group are more or less acceptable than others are considered. It is concluded that in order to improve the efficiency of the project team, an accurate and realistic assessment of its team, leader and the current situation is important.

TRADITIONAL METHODS OF CONFLICT MANAGEMENT AND RESOLUTIONS: THE CASE OF THE OLD OYO EMPIRE

<p>This study looked at traditional African conflict resolution methods, specifically in Yoruba-speaking communities in Nigeria's western region. The Old Oyo empire used traditional conflict resolution techniques such as mediation, adjudication, and reconciliation, as well as cross-examination, to offer a chance to interact with the parties involved, promote consensus building, reconstruct social bridges, and enforce order in the society, according to the paper that fully explains the resolution of disputes and justice dispensation. The study used an exploratory research approach, focusing on the history and Yoruba literature, academic journals on the internet, blogs, government publications and records, a variety of research reports, and individual research. The Western world regards these methods as superior for promoting peaceful coexistence. The traditional method of conflict management and resolution is thus recommended because it is less expensive and friendlier, and further national research into the causes of the 16-year-long inter-border war Ekiti-Parapo, popularly known as the Kiriji War, is also recommended for further finding.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0595/a.php" alt="Hit counter" /></p>

Effectiveness of Conflict Resolution Strategies in a Public Secondary Schools’ Management in Morogoro Municipality in Tanzania

This study intended to assess effectiveness of conflict resolution strategies in a public secondary schools’ management in Morogoro Municipality. The study employed a descriptive research design based on mixed research approach. Both purposive and random sampling techniques were used in selecting study area and 112 respondents from 7 public secondary schools in Morogoro municipality. Questionnaires and interviews were research instruments used to collect data. Also, the collected data were descriptively analyzed to generate the frequencies and percentages with the help of SPSS software version 25. The study results showed that conflict resolution strategies have positive impact on the effectiveness management by ensuring peace and harmony, high job performance, high academic performance, the spirit of teamwork, high retention of teachers and problem-solving. Based on the study findings, a researcher recommended that the school administrator should involve teachers in conflict management methods to allow for the creation of good and constructive relationships.

Innovation and Entrepreneurship Leads to Sustainability and Peace

We are starting to understand better what it takes to achieve sustainability and peace, down to the underlying beliefs and behaviours and the incentives that drive people to work toward achieving them. The idea of "Innovation and Entrepreneurship Leads to Sustainability and Peace" is still largely misunderstood and is typically portrayed in a pessimistic light as only the absence of violent conflict. The conventional wisdom holds that we can only successfully nurture and uphold peace and sustainability if we completely understand the complexity of violence, conflict, and sustainability. Since we are not taught anything about peace and sustainability at school, we tend to focus our thoughts on violent conflict and aggressive behaviour rather than on how to end these potentially disastrous behaviour patterns (Coleman, 2012). According to this point of view, a conflict management method known as precluding is implemented to cope with the destructive dynamics of disagreements after they have come into existence. Typically, this is accomplished through a series of speedy, externally-motivated fixes. Eventually, that leads to sustainability at the core of the approach. In order to address the current lack of peace and sustainability in the world, the purpose of this research is to evaluate the concept of prevention from the point of view of conflict resolution rather than conflict avoidance based on innovation and entrepreneurship. The ultimate objective is to reach the end of an agreement over the nature of the actions that need to be taken globally to preserve peace and sustainability. And avoid violence successfully for the prosperity of one and all across the globe, considering The phrase "Vasudhaiva Kutumbakam" means "World is one Family" from Maha Upanishad (Brown, B. 1922) fits the modern global corporate culture.

FEATURES OF ADAPTIVE MANAGEMENT OF SOCIAL CONFLICTS IN PUBLIC POWER

The article examines the features of adaptive management of social conflicts in public power. Conflicts are unavoidable and can be constructive or destructive. Thus, conflict management is a major part of practice, and especially managers and managers spend a lot of time preventing and intervening in conflicts of all kinds. The method of conflict management reflects key elements of organizational culture or socially general norms and is called the culture of organizational conflict in public power Social conflict can be understood by using the following synonyms: clash, tension, crisis, struggle, or friction. Although these words themselves are inadequate, in providing an acceptable definition, they are a repeating decimal part of a typical conflict. It is important to note that active conflict detection as a means of obtaining information requires a reasonable approach, as this can provoke an undesirable escalation of the conflict. Therefore, it is necessary to implement appropriate comprehensive procedures for mitigating the consequences of social conflicts. Conflict management should be adapted to specific conditions. Conclusion dilemmas inherent in the process of assessing the impact and participation of the public, such as the paradox of public participation and the problem of public goods, require new approaches to conflict management. Proactive conflict management, which includes early information about stakeholder attitudes as a potential limitation and early consideration of long-term benefits depending on the type of interaction, can be useful. Moreover, it may be useful to change views on the properties of social conflicts: an interested attitude to conflict situations, considering them as a valuable source of information, can create opportunities for new solutions to complex problems in public power.

Organizational Conflict and Employee Job Performance: A Case Study of Akwa Ibom State University

This study investigated organizational conflict and Employee job performance in Akwa Ibom State University. Survey research design was adopted for the study. Participants comprised 226 employees selected through the use of random sampling technique. Data were generated through the use of validated structured questionnaire. Descriptive and Pearson Product Moment Correlation Statistics were employed to analyze data collected from the respondents. The results of the empirical tests showed a significantly positive relationship between Causes of organizational conflict (goal differences, common resources, task interdependence and specialization) and employee job performance. Also, the result of the Pearson product Moment Correlation indicated that specialization displayed the highest significant positive correlation with organizational harmony. In addition, the study findings revealed that conflicts arose over multiple factors of organizational experiences based on economic and goal incompatibility orientations in the workplace. Union-management conflict was discovered as the most prevalent type of industrial conflict in the organization. The study concluded that conflict was an unavoidable phenomenon in organizational life and it could contribute to or detract from organizational performance depending on the conflict management methods adopted in the workplace. Moreso, the study recommend that management of Akwa Ibom State University should ensure a credible channels of communication and open discussion of conflict in work relation, must be encouraged with an attempt to avoid confrontation, competition and domination as conflict management strategies.