Conflict Management Strategies Research Articles

Conflict Management and Organizational Behavior: Principal Strategies

This study aims to explore conflict management strategies and organizational behaviour within educational institutions, specifically focusing on the role of school principals in addressing conflicts between teachers and staff. The research addresses the pressing need for effective conflict resolution in school environments to uphold organizational goals and foster a conducive learning atmosphere. Employing a qualitative approach with a descriptive design, the study utilizes observation, interviews, and documentation as primary data collection methods. Through direct observation and interviews with key stakeholders, the research delves into the intricacies of conflict resolution strategies employed by school principals. The study identifies conflicts between teachers and educational staff stemming from disputes over values, interests, and perceptions. Principals adopt collaborative strategies, including coaching and mediation, to resolve conflicts and promote mutual understanding among conflicting parties. However, resistance from individuals driven by personal agendas hinders conflict resolution efforts. Limitations are acknowledged, particularly in areas with restricted technologies, such as some educational institutions in developing countries. These limitations may affect the implementation of conflict resolution strategies and organizational behavior management. This study contributes to the literature by providing insights into effective conflict management strategies within educational settings. By highlighting the pivotal role of school principals and exploring innovative approaches to conflict resolution, the research offers practical implications for enhancing organizational dynamics in schools. Future research could further explore the impact of cultural and contextual factors on conflict management strategies and investigate novel approaches to mitigate conflict in diverse educational contexts.

Examining Conflict Management Strategies Used in Tanzania’s Secondary Schools: A Case in Biharamulo District, Tanzania

The study delves into the pervasive issue of conflicts within secondary schools, emphasizing their inherent nature in human interactions. It emphasizes the vital role of effective conflict management in maintaining a conducive learning environment. The research objectives cover the identification of conflict root causes, assessment of implemented strategies, and their impacts, and provision of recommendations for improved conflict management approaches in schools. Employing qualitative methodology, the study utilizes in-depth interviews, group discussions, and document reviews to collect data. Findings reveal the persistence of conflicts, notably attributed to the lack of a universally accepted resolution framework. Ad hoc methods are employed, lacking consistency and alignment with specific conflict natures, resulting in profound consequences such as student dropout, prolonged conflicts, fear, resentment, and hindered academic progress. The study recommends government intervention in training teachers, rigorous evaluation of school administrators' qualifications, and improvements in teacher welfare coupled with strict punitive measures for teachers’ inappropriate behavior. It concludes by highlighting the ongoing nature of conflicts and the urgent need for a practical approach, urging schools to prioritize understanding conflict causes, implementing effective management actions, and prioritizing the well-being of both teachers and students.

The Relationship Between Emotional Intelligence Level and Conflict Management Strategies for Female Practicing Nurses with Dual Roles in the Inpatient Room of RSUD Sumedang

The nursing environment is unique and has the potential for conflicts to arise. Effective conflict management is crucial for redirecting disputes in a constructive direction. Emotional intelligence , as an internal personality characteristic, significantly influences conflict management. This research aims to determine the relationship between emotional intelligence  and conflict management strategies. A quantitative methodology was employed, utilizing Spearman Rho correlation analysis to analyze the data. The sample in this study consisted of 107 female practicing nurses with multiple roles in the inpatient ward of RSUD Sumedang, selected using the proportional random sampling technique. The alternative hypothesis (Ha) is accepted, indicating a significant relationship between the level of emotional intelligence  and the conflict management strategies of competing, collaborating, compromising, avoiding, and accommodating, with significance levels and correlation coefficients, namely <.001 (-0.510), <.001 (0.614), 0.038 (0.201), <.001 (-0.757), and <.001 (0.688), respectively. Based on these results, it can be concluded that the level of emotional intelligence  is positively correlated with conflict management strategies such as collaborating, compromising, and accommodating. Meanwhile, conflict management strategies involving avoiding and competing show a negative correlation. This demonstrates that selecting a constructive conflict management strategy requires a high level of emotional intelligence . Conversely, nurses possessing elevated emotional intelligence  may lean towards avoiding or refraining from aggressive competition in conflict situations to preserve positive relationships among colleagues. Hence, there is a need for comprehensive development of emotional intelligence  and conflict management training.

Efektivitas Metode Penyelesaian Sengketa Alternatif dalam Kasus-Kasus Hukum Keluarga

This research aims to provide a description of the case in question, namely the lack of recognition of conflict management in the family environment with respect to the division of property and inheritance. Such recognition could prevent quarrels that result from a lack of understanding of each other’s needs and expectations. This research will describe how the law in Indonesia can be a bridge in the process of inheritance disputes in the family environment by providing a description of the case of division of inheritance. The research method used is descriptive qualitative with a case study method. The findings of the research demonstrated that certain individuals had not fully implemented an effective conflict management strategy

Conflict Management Strategies used by Early Grade Teachers: A Qualitative Approach

This study presents the perceptions of teachers and head teachers toward the causes of conflict and effective strategies to resolve the conflict at preprimary schools. The research examined how conflicts are resolved by head teachers and teachers of preprimary schools. Primary data was collected through interviews with 6 head teachers and 20 teachers from purposively sampled preprimary schools. The results of the study revealed that conflicts are healthy for the institutes. Findings show that differences in beliefs between head teachers and teachers, management style, workload, dissatisfaction, lack of staff training, absence of reward systems for teachers, false information, lack of commitment, poor communication, lack of participation in decisions, and favoritism are the key causes that raised the conflicts between principal and teachers of preprimary schools. The research concludes that existing conflicts can be handled in preprimary schools by using the integrating, avoiding competing, compromising, and accommodating strategies. Keywords: conflict, heads of schools, preprimary schools

An Exploratory Qualitative Content Analysis of First-Year Veterinary Students’ Perspectives on Conflict

Teamwork among health professionals is a requirement for the delivery of excellent medical care; effective teamwork leads to improved patient outcomes and greater job satisfaction for health care professionals. A critical component of successful teamwork is effective conflict management. While preliminary evidence suggests that many health care providers have negative perceptions of conflict and conflict-avoidant tendencies, no existing research to-date has explored veterinary students’ perspectives on conflict. Understanding the ways in which veterinary students perceive conflict represents an important first step in helping them identify strategies for future conflict management. The purpose of this exploratory study was to describe the first-year veterinary students’ perspectives on conflict. Students responded to two open-ended prompts as part of a reflection assignment following an instructional module on conflict. Results from the qualitative content analysis showed that students demonstrated an understanding of (a) the role of feelings and emotions in conflict, (b) the importance of relying on facts and observations as opposed to evaluations and judgment in conflict, (c) the value of competent communication in conflict, and (d) self-awareness of personal factors related to conflict. These findings highlight the power of self-reflection to learners’ awareness of default tendencies when faced with conflict, the impact of their attitudes and experiences on conflict behavior, and a willingness to incorporate a collaborative approach to conflict resolution in the future.

Conflict Management Strategies in Human Resources Management Work Teams

This research aims to investigate effective conflict management strategies in the context of human resource management (HR) work teams. Conflict in the workplace, especially in HR teams, can be a significant challenge that affects productivity and harmony among team members. This research uses a qualitative approach with descriptive methods. The research results show that the implementation of conflict management strategies in human resource management work teams has a significant positive impact in improving harmonious and productive working relationships in the workplace. By implementing an open communication approach, teams can easily share information, express opinions, and resolve conflicts more effectively. Collaborative conflict resolution also allows team members to work together to find a solution that is satisfactory for all parties involved, thereby reducing the possibility of larger conflicts arising in the future. Additionally, through developing communication skills, team members can improve their ability to listen, express thoughts clearly, and understand others' perspectives, all of which are important aspects of managing conflict wisely.

Effects of Conflict Management Strategies on Employees’ Performance in the University of Calabar Teaching Hospital, Calabar, Nigeria

This study evaluated the effects of conflict management strategies on employees’ performance in the University of Calabar Teaching Hospital, Calabar. The study employed survey research design in order to utilize a structured questionnaire in the collection of data for analysis. The population for the study was five hundred and fifty (550). The sample size for the study was two hundred and twenty six (226) using Krejcie and Morgan table of 1970. The hypothesis was tested and analyzed using a simple linear regression analysis model applying a statistical package for social sciences (SPSS) version 23. The study found that there are positive effects of conflict avoidance strategy on employees’ performance of the University of Calabar Teaching Hospital, Calabar. There is a significant effect of conflict collaboration strategy on employees’ commitment to goals achievement. There is a significant relationship between conflict accommodation strategy and employees’ motivation. There is also a significant conflict mediation strategy on employees’ involvement in the University of Calabar Teaching Hospital, Calabar. Based on the findings, the study recommended that management of organizations or institutions should monitor and intervene on issues that can lead to conflicts in order to enhance employees’ performance by adopting avoidance strategies. Management should employ a collaboration strategy or approach of win-win method of conflict resolution in order to enhance employees’ commitment. Management should also attend to conflicting situations as urgently as possible in order to avoid those factors that can hinder employees’ motivation and commitment to goal achievement. Management should also use a mediator in resolving conflicts on a continuous basis.

Unpacking Unofficial Normalization: Israel’s Unofficial Relations with the UAE and the Abraham Accords

The study aims to unpack the concept of unofficial normalization and how it can facilitate the resolution of interstate conflicts. Drawing on Kriesberg’s typology of conflict management strategies as constructive or destructive, we define constructive unofficial normalization as a new type of coengagement reward inducement in the context of United Arab Emirates (UAE)–Israel relations. Disciplined configurative and heuristic modes of case study analysis are employed. The paper argues that unofficial relations between the UAE and Israel in the decades preceding the Abraham Accords in 2020 was a necessary element in the transition from conflict management to conflict resolution.

Empirical Evaluation of Farmer-Herders’ Conflict in Asa Local Government Area of Kwara State, Nigeria

The conflict between crop farmers and cattle herders has become a persistent issue in many regions of Nigeria, including the Asa Local Government Area of Kwara State. This study evaluates the nature of such conflict in the state and how it is managed using a multistage sampling technique to select 120 arable crop farmers in the state. Primary data were collected through structured questionnaires. The study findings show that poor communication, crop destruction, and cattle theft are the primary causes of conflict between the crop farmers and cattle herders in Kwara State. Of all these causes, 84.4% of the study participants ranked poor communication as the first major cause of conflict, 67.5% ranked crop destruction as the second major cause of conflict, and 53.1% ranked cattle theft as the third major cause of conflict. These conflicts result in detrimental effects, such as property damage and loss of life. This study reveals that negotiation (83.1%), mediation (3.2%), and sanctioning (3.3%) are the conflict management strategies employed in addressing conflicts among the farmers and herders in Kwara State. Despite the use of negotiation, mediation, and sanctioning as conflict management strategies, conflicts persist between arable crop farmers and cattle herders in the study location. This persistence shows there is a need for improved education and communication between stakeholders to address this issue. The study recommends educational programs and enhanced communication channels to foster peaceful coexistence. Overall, the findings underscore the complex dynamics of farmer-herder conflicts and the importance of sustainable conflict resolution approaches. Keywords: Farmer-herder conflict, conflict management, communication, sustainable coexistence.

Assessing Student Leaders’ Leadership Styles and Conflict Management

Student leadership gives students the training they need to engage themselves in school-related tasks or concepts, objectives, and aspirations beneficially and constructively. It teaches them how and when to plan an event, manage their schedule, improve their speaking abilities, and lead students. To achieve a target, leadership is a flexible process that calls for collaboration with others in both academic and professional lives. For individuals who are expanding their professional competencies, gaining leadership skills is essential. To enable students to learn their attributes and better prepare them for their careers, leadership qualities and skills should be measured. This study examined the profile in terms of age and sex, leadership styles, and conflict management of student leaders in a state university. A descriptive-correlation research design was employed in the study with undergraduate student leaders of their respective department organizations who enrolled in different courses. (N=70). Results show that majority of student leaders age is between 18- 21 and are dominated by male student leaders. It can also be gleaned that the majority of student leaders possess a democratic leadership style. Democratic leadership approaches have provided leaders the capability of making wise decisions, collaborating with others, and asking pertinent questions to people to handle certain issues. In terms of conflict management, the number one conflict management strategy used by the leaders is accommodating strategy Moreover, there is no significant relationship between the leadership style of student leaders and conflict management. Regardless of the leadership style of student leaders, it is up to them how they will handle conflict management effectively. Student leaders set the tone for conflict management through their leadership styles.

Peran Manajemen Pendidik dan Tenaga Kependidikan dalam Pengelolaan Konflik Sekolah SMPN 36 Surabaya

Conflict management is a handling process carried out by a authorities in overcoming and regulating conflicts and finding a way out of the problems that occur. With management in handling conflicts, the parties involved in the conflict can avoid consequences that can harm the parties involved uncontrollably. The purpose of this research is to know the ways and steps taken by educators and education personnel in handling conflicts that occur at SMPN 36 Surabaya. The method used in this research is a qualitative method by conducting interviews, observation and documentation studies. SMPN 36 Surabaya has good management in handling conflicts that can strengthen relationship between, teachers, students, and the community around the school. In this article, the discussion discusses the right conflict management strategy.

A Study of the Developmental Mechanisms of Inter-Team Conflict Processes Within Multi-Team Systems - An Exploratory Analysis Based on a Collaborative R&D Context.

The analysis of the pivotal determinants that impact the progression of inter-team conflict processes in multi-team systems, as well as their underlying mechanisms, serves to explicate the developmental framework of said conflict processes. This study adopts a vantage point centered on the evolution of inter-team conflict in multi-team systems, with a specific focus on the sequential progression including"conflict latency → conflict perception → conflict management → conflict outcome → conflict feedback. By transmuting qualitative data into quantitative data through the discernment of inter-conceptual relationships' directionality and quantity, this study distills the key chain of relationships between categories. Employing the explanatory structure model, the developmental mechanism of inter-team conflict processes in multi-team systems is unveiled. Notable sources of conflict include team goal identification, team role multiplicity, inter-team relationships, and team competence. Factors that exert a significant influence on conflict management comprise inter-team conflict types, inter-team relationships, team competence, inter-team heterogeneity, team affiliation, and system goals. Reviewing the genuine motivations underlying conflict management behavior, as well as adopting a lengthier temporal perspective, emerges as a crucial consideration when analyzing the implications of conflict management on both the system and the team for evaluative purposes. Inter-team communication emerges as a pivotal influence on the efficacy of conflict management, which, in turn, is influenced by boundary managers, inter-team heterogeneity, and the inter-team interactive memory system. Through an in-depth analysis of the hierarchical interrelationships among factors that influence conflicts within teams, we have established a model for the conflict development process. This model is instrumental in comprehensively understanding the dynamics of conflict evolution within teams. It serves as a reference point for formulating more precise and effective conflict management strategies. Moreover, this model not only offers practical guidance for resolving conflicts within a multi-team framework but also enhances inter-team collaboration. Therefore, it contributes significantly to achieving the objectives of the multi-team system.

Conflict management in friendship relationships based on gender among social science education students

This research aims to determine whether there is a difference in the way males and females encounter conflict to find a resolution in friendship relationships among Social Studies Education students. The research employs a quantitative approach with a survey method using purposive sampling, involving a total of 91 participants who have experienced conflicts, consisting of 26 male students and 65 female students. Data collection utilizes a questionnaire adapted from Johnson, and data analysis employs descriptive statistics. The results indicate that 1) conflict management strategies employed by male and female students in friendship relationships within Social Studies Education predominantly involve collaboration, with an average percentage score of 21.38 for male students and 21.45 for female students, and 2) the research findings based on gender differences show (p > 0.05 = 0.67 > 0.05, t = 0.42, df = 89), indicating no significant difference in conflict management between male and female students.

The Values of the Management of Value Conflict

An increasing number of strategies for dealing with value conflicts in public management have been presented. These include Cycling, Firewalling, Casuistry, Incrementalism, and so on. A closer look reveals an apparent contradiction. The strategies are presented as forms of practical rationality to go beyond instrumentalist approaches and find answers in the common interest, but at the same time they are presented as instrumental rational strategies to deal with blockades for particular interests. This paper uses Paul Ricoeur’s analyses of compromise and of political paradox to overcome this puzzling contradiction and to distinguish more justifiable strategies of value conflict management from less justifiable strategies

Role of Multilateral Institutions in Managing Regional Conflicts and Crises in Democratic Republic of Congo

Purpose: The aim of the study was to investigate role of multilateral institutions in managing regional conflicts and crises in Democratic Republic of Congo
 Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
 Findings: Multilateral institutions play a crucial role in managing regional conflicts and crises by employing a range of diplomatic, humanitarian, peacekeeping, and development interventions. While facing various challenges, their continued engagement and collaboration remain essential for promoting peace, stability, and sustainable development in conflict-affected regions worldwide.
 Unique Contribution to Theory, Practice and Policy: Realism theory, constructivism theory & liberal institutionalism theory may be used to anchor future studies on the role of multilateral institutions in managing regional conflicts and crises in Democratic Republic of Congo. Multilateral institutions offer a neutral platform for diplomatic engagement. Multilateral institutions influence policy development by convening member states and experts to craft effective conflict management strategies.

MANAGING CONFLICTS WITHIN A TEAM: CONFLICT RESOLUTION STRATEGIES AND EFFECTIVE COOPERATION

Managing conflicts and developing their resolution strategies are among the leading topics in modern management. The studies aimed at improving and understanding the connection between management styles and conflicts, strategies for coordinating cooperation, and increasing team productivity are becoming relevant. This research aims to determine the effectiveness of training professionals in conflict management and resolution strategies within a team, enhancing productivity through cooperation and project effectiveness. Also, the authors present a study of how team effectiveness depends on the ability to manage conflict by mediating the level of team coordination. The study employs various methods. The experiment method is the main one in this paper. The study results were evaluated using a survey and observation conducted by stages. The research hypothesis asserts that studying conflict resolution principles and employing various conflict avoidance strategies are positive components of contemporary management practices. The research results indicate that conducting a conflict management training course based on cooperation positively impacts project team productivity and managerial preparedness. There are prospects for continuing experimental research on considering and analyzing conflict management styles as they develop and determine the connection between team performance and conflict management skills.

Cultural Sentinels: Ọkọnkọ Society's Watchdog Role in Conflict Resolution and Cultural Preservation in Umuahia Community

Purpose of the Study: This study investigates the diverse roles of the Ọkọnkọ Society in Umuahia, Nigeria, particularly its use of Igbo language and cultural practices in conflict resolution and cultural preservation, challenging the conventional view of the society as merely a secret male cult. Methodology: The study employs qualitative, ethnographic methodologies including in-depth interviews, FGDs, and non-participant observations in Umuahia, supplemented by scholarly literature, with analysis grounded in hermeneutics, semiotics, and conflict management theories to emphasize the role of language and culture in the Ọkọnkọ Society's practices. Main Findings: The research uncovers the crucial role of the Ọkọnkọ Society in Umuahia as a guardian of peace and cultural sentinel. Key findings include the society's use of Igbo proverbs and semiotics (e.g., ọmụ palm frond, uhie drum) in conflict mediation, and the societal respect and trust they command. The society's conflict resolution role extends beyond mere mediation, effectively acting as an appellate court within the community, especially in land disputes. The study also highlights society's role in preserving and enforcing cultural norms and practices. Applications of this Study: This research has practical implications for understanding indigenous conflict resolution mechanisms in African communities. It offers insights for policymakers and social workers in designing culturally sensitive conflict management strategies. Additionally, it contributes to preserving the cultural heritage of the Igbo people by documenting traditional practices and societal structures. Novelty/Originality of this Study: This study is original in its comprehensive examination of the Ọkọnkọ Society, linking Igbo language and culture with conflict management practices. It fills a significant gap in academic research by shedding light on the societal and cultural dynamics within the Umuahia community, thus providing a deeper understanding of the intricate relationship between language, culture, and social governance in an African context.

Conflict Management Strategies and Organisational Performance: A Study of Federal Roads Maintenance Agency in Abuja, Nigeria

Many organizations in Nigeria are currently grappling with task, relationship, and process related conflict. This ongoing struggle is consuming valuable organizational time and resources. If not effectively managed, these conflicts have the potential to escalate, resulting in significant human and financial costs. This study, therefore, centres on evaluating how conflict management strategies influence organizational performance, using the Federal Roads Maintenance Agency (FERMA) as a case study. The objectives of this study are to determine the relationship between conflict management strategies—specifically, avoidance strategy, collaboration strategy, compromising strategy, and accommodation strategy—and organizational performance. The study reviewed relevant theoretical and empirical literature, drawing its theoretical framework from contingency theory. The research design employed a survey research technique, with a close-ended questionnaire serving as the principal instrument for data collection. Utilizing Taro Yamane's formula, the established sample size for this study included 235 staff members of FERMA. Hypotheses were tested using regression analysis as the selected statistical method. The study found a significant positive relationship between organizational performance and all the examined conflict management strategies, namely avoidance strategy, collaboration strategy, accommodation strategy, and compromising strategy. In light of the study's results, it is recommended that managers consider employing the identified conflict management techniques due to their demonstrated effectiveness in effectively handling conflicts within organizational settings.

Strategies for Managing Interpersonal Conflicts in Multicultural Teams

Multicultural teams are becoming increasingly common in globalized work environments, bringing diverse perspectives that can foster innovation but also lead to complex interpersonal conflicts. The objective of this study was to explore effective strategies for managing these conflicts, with an emphasis on understanding the impact of communication styles, cultural norms, and conflict management strategies on team cohesion and performance. This qualitative study employed semi-structured interviews to collect data from 16 participants with diverse cultural backgrounds, who have experience in multicultural teams. Data analysis was conducted using NVivo software, focusing on thematic coding to achieve theoretical saturation. The interviews explored participants’ experiences and strategies related to conflict in multicultural settings. Three main themes were identified: Communication Styles, Cultural Norms and Values, and Conflict Management Strategies. Communication Styles included subcategories such as Language Barriers, Modes of Communication, Cultural Interpretations of Politeness, Conflict Escalation, and Resolution Techniques. Cultural Norms and Values encompassed Power Distance, Individualism vs. Collectivism, Uncertainty Avoidance, Long- vs. Short-Term Orientation, and Time Orientation. Conflict Management Strategies featured the Role of Cultural Mediators, Adaptive Leadership, Preventive Measures, Feedback Systems, and Reconciliation Processes. Effective management of interpersonal conflicts within multicultural teams requires a nuanced understanding of diverse communication styles, cultural norms, and proactive conflict resolution strategies. Tailored approaches that consider these elements can significantly enhance team dynamics and organizational productivity. Leaders and organizations are encouraged to implement adaptive leadership and cultural competency training to navigate and resolve conflicts effectively.