Conflict Management Methods Research Articles

Conflict management methods in the organization

Conflict management methods in the organization

Конфліктологічна парадигма в контексті трансформації соціально-трудової сфери

The purpose of the article is to develop a holistic concept of managing social and labor conflicts and, on its basis, to form a new conflict paradigm. The theoretical provisions that create a methodological basis for a comprehensive analysis of the nature of social and labor conflicts in the context of the transformation of the social and labor sphere of society are substantiated. An analysis of the essence of the concept of "social and labor conflict" was carried out. The main components of the concept of managing social and labor conflicts and their structural and functional connections are substantiated. The formed concept is the basis of a new conflict paradigm, which includes the main system parameters: laws, principles, functions, subjects and objects of conflict, methods of conflict management, levels of management, relations, regulating norms, limits of conflict, assessment and diagnostic methods, coordination. The proposed paradigm defines an integrated conceptual approach to the management of social and labor conflicts as an economic category, which is the basis for creating an effective system of conflict management and the formation of structural policy in the conditions of a socially oriented transformational economy.

Conflict management and research methods regional conflicts

Conflict management and research methods regional conflicts

Abegar indigenous conflict resolution system: a community‐based reconciliation

PurposeThis paper aims to investigate the Abegar indigenous conflict resolution system based on community reconciliation in Haberu Woreda, North Wollo.Design/methodology/approachThis study has used a qualitative research design and descriptive nature. The study collected primary data from different informants by using such qualitative data collection techniques as an interview, focus group discussions and observation to achieve the research objectives.FindingsAccordingly, the finding of the study revealed that Abegars indigenous conflict resolution system aims at the restoration of order and harmony of the community. The types of conflicts presented and resolved in the community are inter-personal, homicide, inter-group in nature, which stemmed from the abduction of girls and women, violation of social values, theft, conflict over claims of a girl, competition over ownership of land and drunkenness. The findings further show that family reconciliation, blood reconciliation (dem maderk) and compensation performance are the major community reconciliation procedures (methods) of conflict management used by the studied community depending on the nature and types of conflicts.Originality/valueThis symbolic and practical significance to established trust between conflicting parties that their relationship is restored.

A Novel Conflict Management Method Based on Uncertainty of Evidence and Reinforcement Learning for Multi-Sensor Information Fusion.

Dempster–Shafer theory (DST), which is widely used in information fusion, can process uncertain information without prior information; however, when the evidence to combine is highly conflicting, it may lead to counter-intuitive results. Moreover, the existing methods are not strong enough to process real-time and online conflicting evidence. In order to solve the above problems, a novel information fusion method is proposed in this paper. The proposed method combines the uncertainty of evidence and reinforcement learning (RL). Specifically, we consider two uncertainty degrees: the uncertainty of the original basic probability assignment (BPA) and the uncertainty of its negation. Then, Deng entropy is used to measure the uncertainty of BPAs. Two uncertainty degrees are considered as the condition of measuring information quality. Then, the adaptive conflict processing is performed by RL and the combination two uncertainty degrees. The next step is to compute Dempster’s combination rule (DCR) to achieve multi-sensor information fusion. Finally, a decision scheme based on correlation coefficient is used to make the decision. The proposed method not only realizes adaptive conflict evidence management, but also improves the accuracy of multi-sensor information fusion and reduces information loss. Numerical examples verify the effectiveness of the proposed method.

Methods of Organizational Conflict Management and the Leadership Styles Used by the Heads of Academic Departments at the University of Duhok

The present study aimed to investigate the association between methods of organizational conflict management and the leadership styles used by the heads of academic departments at the University of Duhok. The study controls for gender, the academic title, years of service and the name of the college. The research population consisted of all the teaching staff at the University of Duhok, whose number is (1607). The researcher used multi-stage random sample of (240) male and female heads of departments. The researcher prepared two research instruments. The first one to measure organizational conflict management methods, which consisted of (20) items and divided into four themes: confrontation, avoidance, appeasement, and concession. The second instrument to measure the leadership styles, which consisted of (30) items distributed divided three themes: democratic, autocratic, and chaotic The results of this research reveal:  1. The two most used methods of organizational conflict management are avoidance and appeasement. 2. The two most leadership styles adapted by heads of departments are the autocratic and the chaotic styles.3. There is a statistically significant relationship between the democratic style and confrontation, appeasement, and compromise methods.4. The relationship between the chaotic style and the avoidance methods is statistically not significant.

Living With Elephants: Evidence-Based Planning to Conserve Wild Elephants in a Megadiverse South East Asian Country

Theory of Change (ToC) and Social Return of Investment (SROI) are planning tools that help projects craft strategic approaches in order to create the most impact. In 2018, the Management & Ecology of Malaysian Elephants (MEME) carried out planning exercises using these tools to develop an Asian elephant conservation project with agriculture communities. First, a problem tree was constructed together with stakeholders, with issues arranged along a cause-and-effect continuum. There were 17 main issues identified, ranging from habitat connectivity and fragmentation, to the lack of tolerance toward wild elephants. All issues ultimately stemmed from a human mindset that favors human-centric development. The stakeholders recognize the need to extend conservation efforts beyond protected areas and move toward coexistence with agriculture communities for the survival of the wild elephants. We mapped previous Human-Elephant Conflict (HEC) management methods and other governmental policies in Malaysia against the problem tree, and provided an overview of the different groups of stakeholders. The ToC was developed and adapted for each entity, while including Asian elephants as a stakeholder in the project. From the SROI estimation, we extrapolated the intrinsic value of the wild Asian elephant population in Johor, Malaysia, to be conservatively worth at least MYR 7.3 million (USD 1.8 million) per year. From the overall calculations, the potential SROI value of the project is 18.96 within 5 years, meaning for every ringgit invested in the project, it generates MYR 18.96 (USD 4.74) worth of social return value. There are caveats with using these value estimations outside of the SROI context, which was thoroughly discussed. The SROI provides projects with the ability to justify to funders the social return values of its activities, which we have adapted to include the intrinsic value of an endangered megafauna. Moreover, SROI encourages projects to consider unintended impacts (i.e., replacement, displacement, and deadweight), and acknowledge contributions from stakeholders. The development of the problem tree and ToCviaSROI approach, can help in clarifying priorities and encourage thinking out of the box. For this case study, we presented the thinking process, full framework and provided evidences to support the Theory of Change.

ETHIOPIA: ABEGAR INDIGENOUS CONFLICT RESOLUTION SYSTEM – COMMUNITY BASED RECONCILIATION

Reconciliation is inevitable for restoring harmony among a society and making peaceful interaction between those who are at variance. The main objective of this study is to investigate the Abegar indigenous conflict resolution system based on community reconciliation in Haberu Woreda, North Wollo. This study employs a qualitative research design and descriptive nature. The study collected primary data from different informants by employing such qualitative data collection techniques as the interview, focus group discussions and observation. The finding of the study revealed that Abegars indigenous conflict resolution system aims at the restoration of order and harmony of the community. The types of conflicts presented and resolved in the community are inter-personal, homicide, inter-group in nature which stemmed from abduction of girls and women, violation of social values, theft, conflict over claims of a girl, competition over ownership of land, and drunkenness. The findings further show that family reconciliation, blood reconciliation (demmaderk) and compensation performance are the major community reconciliation procedures (methods) of conflict management used by the studied community depending on the nature and types of conflicts. Moreover, the ritual ceremony has symbolic and practical significance to established trust between conflicting parties that their relationship is restored. Keywords: Conflict Resolution, Indigenous, Reconciliation, Community

Psychological aspects of social responsibility as a method of conflict management at the enterprise

Some aspects of the implementation of social responsibility principles in conflict management at the enterprise are considered in this paper. Any activity involving human interaction is followed by high probability of conflict. The implementation of social responsibility principles affects the interests of a large number of participants – related parties or stakeholders, who, in turn, have their own needs, goals, values and expectations. Certainly, this causes various differences, which over time can escalate into conflicts. One of the primary internal stakeholders of the company is its staff, as the quality and efficiency of the company is influenced not only by the efforts of individual employees, but the overall productivity of the whole team. Social and labor relations between the employer and staff, as well as employees themselves, should be focused on the creation of conditions for human activity and interaction in such a way as to minimize the possibility of various contradictions, conflicts and their destructive development. The means of management, particularly the prevention and resolution of conflicts within the enterprise are the introduction of elements of internal social business responsibility. Its priority areas include: human resources development (advanced training; professional retraining; internships; on-the-job training; the possibility of gaining the second higher education; in-house training, etc.); formation of safe and comfortable working conditions; ensuring the stability of wage payments; additional medical and social insurance of employees; providing financial assistance to employees in critical or emergency situations. At present, modern enterprises, implementing the principles of social responsibility, transform it into social benefit, at the same time receiving a number of positive effects, including improvement of business reputation and image; employee productivity increase; sales growth and customer loyalty; increase of the enterprise investment attractiveness; stimulation of consumer confidence and, first of all, prevention and overcoming of conflicts in the team.

The Reflection Connecting Us with Ourselves, with the Present and with our Future Perspectives

"The Hungarians’ history is replete with painful episodes; as a consequence, a certain pessimistic outlook has been embedded into the Hungarian culture. The university is home now to students – future teachers of religion, future pastors – whose parents, grandparents, and great-grandparents lived and worked under the oppressive regime and who (also) for this reason approach the past in a rather nega-tive way. They lived for too long in silent despair, without joy, without sufficient food, in fear of informers who would anonymously give out anybody to the “au-thorities” in hope of personal advantages and rewards. This generation will proba-bly have a hard time believing that those horrible times can never return. This peri-od is also marked by the fact that these people, in most cases, had mind-numbing, treadmill-like, soul-crushing jobs. In these circumstances, nothing was prompting them to improve their performance, and they sooner or later resigned themselves to only meet the minimal expectations. They were not concerned with the future be-cause they did not hope that with a more purposeful attitude, with more efficient work their lot could be improved. On the other hand, their attitude towards the present had become more and more pessimistic. “Why even try if my life is con-trolled by forces on which I have no influence whatsoever?” This young generation of teachers/pastors has still heard too often the stories of the painful past and were in many cases eyewitnesses to their parents’ and grand-parents’ daily struggles or saw them surrender their future goals and become disillu-sioned with the future. During their training as teachers, the victim experience and pessimistic view-point (unconsciously) inherited from their forefathers quite often show up in the students’ decisions, in their reactions to certain professional or life situations, in their conflict management and coping methods. In this paper, we will first show the ideal attitude towards the past, the present, and the future, based on the theory presented by Philip Zimbardo and John Boyd, which leads to a much more balanced and happy life for individuals as well as at the level of nations. Then we will outline the reflection phase model based on the new insights, with the help of which, in our opinion, the attitude of the students at the Faculty of Reformed Theology towards the past, present, and future can be shaped in a positive direction. Keywords: teacher training, mindful, future-oriented perspective, progress towards the core, development of the ideal."

Research on Railway Traffic Conflict Management Method in Onboard-centered Train Control System

In order to ensure the safety of train operation and improve the ability of train to deal with emergencies independently, this paper classifies and defines the possible conflicts in railway operation, and proposes a method of train conflict prediction and collaborative resolution. The feasibility of this method is verified by the establishment of timed automata model for different operation scenarios. Finally, a prediction method of station level resource occupation conflict is proposed, which is verified by a simulation example.

NEGOTIATIONS DETERMINED BY BIG DATA

The objective of the paper is to present a concept for describing the conditions for socio-economic negotiation processes, resulting from the presence of Big Data. Two basic groups of this kind of conditions were taken into account, i.e. supporting negotiations and hindering their conduct. First, the essence of the phenomenon of Big Data was briefly explained. The subsequent parts of the paper present the considered conditions in cross-section of subsequent aspects of the interpretation of negotiations, i.e. 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 lists major changes in the negotiation processes caused by Big Data, and also indicates the directions of research enriching the proposed concept.

Stress and Social Conflict Management in An Organization

Stress is a state of mental or emotional strain or tension resulting from adverse or demanding circumstances. It is a reaction that result when people are unable to effectively and efficiently manage hazards they are presented with, while social conflict refers to a situation in which the parties are an aggregate of individual, such as groups, organization, communities crowd, rather than single individuals as in role conflict. The paper discussed stress and social conflict in an organization ranging from personal, intergroup and intergroup conflicts, relationship at work and organization culture. It also discussed the causes of stress and social conflict among workers. The paper also looked at stress and social conflict management and prevention methods adopted in an organization. The paper recommended among others that organizations should be proactive in developing preventive and management strategies into combating work related stress and social conflict. Keywords: Stress, Social Conflict, Management Strategies, Organization DOI: 10.7176/JNSR/10-6-03 Publication date: March 31 st 2020

Probabilistic Strategic Conflict-Management for 4D Trajectories in Free-Route Airspace.

The expected growth of air traffic in the following decades demands the implementation of new operational concepts to avoid current limitations of the air traffic management system. This paper focuses on the strategic conflict management for four-dimensional trajectories (4DT) in free-route airspace. 4DT has been proposed as the future operational concept to manage air traffic. Thus, aircraft must fulfil temporary restrictions at specific waypoints in the airspace based on time windows. Based on the temporary restrictions, a strategic conflict management method is proposed to calculate the conflict probability of an aircraft pair (that intersects in the air) and to calculate temporary-blocking windows that quantify the time span at which an aircraft cannot depart because one conflict could occur. This methodology was applied in a case-study for an aircraft pair, including the uncertainty associated with 4DT. Moreover, a sensitivity analysis was performed to characterise the impact of wind conditions and speed control on the temporary-blocking windows. The results concluded that it is feasible to propose 4DT strategic de-confliction based on temporary-blocking windows. Although, uncertainty variables such as wind and speed control impact on the conflict probability and the size of the temporary-blocking windows.

Features of Conflict Management in the Labor Team of Industrial Enterprise

The article analyzes the nature of conflicts and their classification. The typology of creative employees according to Isaksen and Dorval is presented. It is revealed that the conflict is an important form of interaction between people and serves as a means of solving many problems. It is proved that for the choice of an adequate method of influence and management of the corresponding conflict it is expedient to carry out classification depending on the basic signs: a way of the decision; spheres of manifestation; direction of influence; degree of expressiveness; number of participants; impaired needs. The causes of destructive conflicts at the industrial enterprise are determined. Methods of conflict management in the labor collective of an industrial enterprise are presented, as well as the main technologies of conflict management are considered.

МЕТОДОЛОГИЯ УПРАВЛЕНИЯ ОРГАНИЗАЦИОННЫМИ КОНФЛИКТАМИ

Managing organizational conflicts in the current challenging environment caused by the pandemic is extremely important. Forced unpopular methods of personnel management, such as salary reduction, transfer to a reduced working day, remote work format, staff reduction, lead to resistance on the part of employees and exacerbate conflict situations. In the first half of 2020, they recorded 94 conflicts in the country – this is ten more conflicts than in the first half of 2019. Conflict management in an enterprise is a purposeful impact on them in the interests of the development of the social system to which the conflict relates, in order to minimize the negative consequences of conflicts and maximize the positive aspects of conflict situations. The existence of different conceptual approaches to conflict management suggests that none of the concepts relatively makes it possible to minimize the number of conflicts. Solving problems with the aggravation and increase in the number of conflict situations is possible by flexibly responding to changes and applying the entire arsenal of methods for managing organizational conflicts. Recently, the sectoral distribution of the number of conflicts has been changing due to the external causes associated with the pandemic, which are decisive. Such dynamics also require adjustments to the methods of conflict management and prevention. Emerging conflict situations have an impact on the effectiveness of activities, the socio-psychological climate in the team, so management needs to look for new ways and methods of conflict management. The practical significance of the obtained research results is to expand the composition of strategic methods of managing organizational conflicts, which allow creating a favorable conflict-free environment in the organization and reducing the likelihood of social and labor conflicts.

MANAGING CONFLICTS IN INTERNAL AND EXTERNAL AUDIT PROCESS

Employees and auditors deal with conflicts in a variety of ways in the organization, therefore they need different conflict resolution strategies. To avoid getting stuck in a situation where an auditor does not have any options, in advance he needs to develop policies and ways to manage conflicts. The problem of the research - how to help with managing conflicts in the audit process. The objective of the paper is to find ways how to deal with managing conflicts in internal and external audit process. Methodology of the research - analysis of scientific literature, based on the comparative aspect and methods of systematization, logical analysis and generalization. The paper considers different methods of handling the conflict situations. The results of this study showed that some general methods of conflict management can be applied to the managing conflicts in the audit process, but the specifics of the audit situation should be considered when choosing them.

An ethnopolitical conflict in Russia's Republic of Mari El in the 2000s: The study of ethnic politics under the authoritarian turn

The paper presents an analysis of the political confrontation between the new ruling group and the political opposition in the Republic of Mari El, which began in the early 2000s and subsequently erupted into an open ethnopolitical conflict. Based on some theoretical perspectives on conflict and diversity management, the paper analyzes the structural characteristics and the dynamics of the conflict in Mari El. The analysis reveals that authoritarian tendencies in the republic largely contributed to the eruption of the conflict and predetermined the choice of methods of conflict management.

METHODS FOR MANAGING ORGANIZATIONAL CONFLICTS IN HOSPITAL

Conflict is a consistent and unavoidable issue in the healthcare organization. A hospital is the most complex healthcare setting in which conflict arises as a result of opposing interests, goals, and in other cases of confrontation. It creates a situation that reflects on the behavior and position of all parties involved. Conflict is a dynamic process and can have positive or negative effects on the hospital activity. Unresolved or inadequately managed conflict has numerous negative effects, including stress, ineffective decision making, a negative work environment, patient and medical dissatisfaction. However, effective conflict resolution has been shown to enhance team performance, increase patient safety, and improve patient outcomes. The conflict in healthcare organizations, as a result of intensification the contradictions, requires timely identification, prompt and effective intervention to minimize its adverse consequences. The implementation of effective methods for managing and reducing the number of destructive conflicts is emerging as a key criterion for the successful functioning of the hospital as an organization. Despite the existence of mechanisms embedded in their structure, the approaches to managing conflicts in healthcare organizations are different. This allows the conflict to be approached from different sides and provides a comprehensive overview of the process in the interests of actual practices practice of management. The specific nature of hospital work and its impact on the health of the population requires that conflicts in health care be accepted, discussed, and managed in a way that promotes good relationships, organizational development and productivity. The choice of adequate conflict management methods will help medical specialists and managers build an organizational culture that fosters collaboration and create the best work environment to engage in effective conflict management.

Organizational conflict management techniques and their relationship to administrative creativity employed in sports clubs

The aim of the research is to identify the methods of managing the organizational conflict and its relation to the administrative creativity of the employees of sports clubs in the Kingdom of Bahrain , Conclusions 1- The staff of the sports clubs have the highest managerial creativity, such as solving the problems by 76.11%, the changeability ratio by 66.52%, the risk of 64.22%. 2. Sports clubs have organizational conflict management methods, such as 89.01%, 72.49%, 59.48%, 59.20%, 47.20%). 3 - the existence of a relationship between the methods of organizational conflict management and administrative creativity of employees in sports clubs. 4. The staff of the sports clubs have good performance: adequate effort, dedication and seriousness, professional skill and technical knowledge, specific policies and procedures. 5. Using conflict management techniques helps sports clubs avoid problems .