Conflict Management System Research Articles

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.

Managing Conflicts of Competence and Socio-Psychological Nature in an Innovation-Active Organisation

The article considers issues of conflict identification and management in innovation-active organisations and substantiates the need to differentiate social and labour conflicts on the basis of allocating the actual content of contradictions. Among the causes of conflict in organisational communication and interaction of partners in social and labour relations, a group of factors of competence and socio-psychological type and the disagreements caused by them are identified as potential conflictogenes. Typical and newest causes of conflicts in innovative and creative teams are substantiated, content of conflicts of competence and socio-psychological nature and the factors that trigger their occurrence are clarified, theoretical provisions for identifying conflicts of competence and socio-psychological nature and its management are defined. The differences in the functioning of innovation-active organisations are presented, the mechanism of emergence and consequences of conflicts of competence and socio-psychological nature in an innovation-active organisation are illustrated. The directions of updating the system of conflict management in an innovation-active organisation are presented, taking into account their competence and socio-psychological nature, the possibilities of using the presented tools for preventing conflicts in teams with a high level of joint creative interaction are outlined.

CONFLICT MANAGEMENT IN THE PERSONNEL MANAGEMENT SYSTEM

Objective. The objective of the article is to summarize the theoretical developments on conflict management in the personnel management system Methods. To achieve the objective, methods of theoretical generalization, analysis and synthesis, logical generalization, analogies, comparative comparison, formal and substantive modeling are used. Results. It is proved that modern conflict theories follow two main approaches: conflict as a negative phenomenon; conflict as a basis for achieving better results, as well as the impetus for change and development of the organization itself. For a company’s climate, direct conflict is sometimes more beneficial than a climate of constant doubt and constant failure. Understanding the source of conflict increases the likelihood of effective conflict management. Conflict management involves solving two strategic tasks: conflict prevention and finding ways to end it constructively. The author comes to the conclusion that conflict management should become a subsystem of the personnel management system, which will increase the number of positive and reduce the negative consequences of conflicts. The strategic approach to conflict management, which is implemented through the coordination of goals and objectives of the conflict management system with the goals and objectives of the organization. This is justified by the difference in organizations in their structure, culture and goals, and therefore different needs in conflict management. Meeting these needs requires managers to develop and apply conflict management techniques that are consistent with the organization’s goals, existing culture, and organizational structure. That is why managers at different levels need to be taught the basics of behavior management, with an emphasis on conflict management.

Automated Conflict Management Framework Development for Autonomous Aerial and Ground Vehicles

The number of aerial- and ground-based unmanned vehicles and operations is expected to significantly expand in the near future. While aviation traditionally has an excellent safety record in managing conflicts, the current approaches will not be able to provide safe and efficient operations in the future. This paper presents the development of a novel framework integrating autonomous aerial and ground vehicles to facilitate short- and mid-term tactical conflict management. The methodology presents the development of a modular web service framework to develop new conflict management algorithms. This new framework is aimed at managing urban and peri-urban traffic of unmanned ground vehicles and assisting the introduction of urban air mobility into the same framework. A set of high-level system requirements is defined. The incremental development of two versions of the system prototype is presented. The discussions highlight the lessons learnt while implementing and testing the conflict management system and the introduced version of the stop-and-go resolution algorithm and defines the identified future development directions. Operation of the system was successfully demonstrated using real hardware. The developed framework implements short- and mid-term conflict management methodologies in a safe, resource efficient and scalable manner and can be used for the further development and the evaluation of various methods integrating aerial- and ground-based autonomous vehicles.

The Socio-Economic Environment among Pastoral Communities in West Pokot and Turkana Counties in Kenya

There are conflicts in many pastoral communities around the globe, while the Sahel region and EastoAfrica demonstrate sustained levels of inter-pastoral violent conflicts with associated potential impacts on their livelihoods. Turkana-Pokot Violence across borders, conflict is now the norm. A number of efforts have been made by various bodies to bring peace to the region. Despite the Kenya Police Reservists' disarmament and arming communities, peace building meetings, prosecuting perpetrators, declaring illicit firearms surrender amnesties, and setting up peace committees continue to prevail in the region, insecurity and violent conflict. This study was primarily utilized the Protracted Social Conflicts (PSC) theory of Edward Azar. The study adopted descriptive research design. The study was conducted in Turkana and West Pokot Counties of Kenya. A total of 434 respondents were targeted in Pokot North and Turkana South. The sample size of 130 respondents was selected from each of the two Sub Counties. Data was collected using questionnaires, interview schedules, and document analysis and focus group discussions. Pilot study was conducted in Wajir County to establish reliability and validity of research instruments using content analysis and Cronbach alpha respectively. Quantitative data was analyzed using the SPSS to obtain descriptive statistics and chi-square. Qualitative data was analyzed by use of themes and presented in narrative form. Quantitative data was presented in form of tables, charts and graphs. Qualitative data was presented in form of narratives and verbatim quotations. The findings of the study revealed that, the proximity of Turkana County to three international borders, namely; Uganda, South Sudan and Ethiopia had contributed to the proliferation of small arms through the porous borders that are not governed by the respective governments. This contributed to the availability and cheapness of small arms in Turkana County as a whole, hence the sustenance of the conflict between the two communities. Therefore, this theoretical framework was useful in anchoring the study. The study findings therefore suggested that politics, governance, peace building strategies, commercialization of raided animals and proliferation of small arms are the sustainers of conflict among the pastoral communities of Turkana and West Pokot Counties of Kenya. The next chapter presents the effectiveness of the existing conflict management system towards the conflict between the Turkana and Pokot communities.

A Empirical Analysis on Conflict Risk Perception in Local Public Corporations

This study proposes alternatives for improving the conflict management system of local public corporations. The research methodology analyzed the awareness survey on the status of public conflicts in local public corporations in Korea. The analysis results are as follows. This research found a high level of interest in public conflicts in connection with local public corporations but a low level of awareness of the negative effects of public disputes. Conflicts involving local public corporations significantly negatively impact local communities and residents, requiring urgent resolution. As a priority strategy for government departments or local governments to resolve public conflicts, persuasion was the highest at 20.8%, followed by negotiations (18.0%), rewards (14.8%), legal and institutional adjustment (14.8%), and participation (14.2%). Local public corporations need to introduce and operate a cooperative conflict management system through consultation with local governments as soon as possible.

Application of Dual Concern Theory in Elucidating Conflict Behavior in Infrastructure Public-Private Partnership Projects

AbstractConflict and its management are prevailing challenges in infrastructure public-private partnership (PPP) projects. In developing effective conflict management (CM) systems for PPPs, the con...

Критерии оценки эффективности адаптации аутсорсинговой бизнес-модели в организациях реального сектора российской экономики.

The article presents an analysis of the criteria for assessing the effectiveness of adaptation of outsourcing business models and their application in the conflict management system at enterprises of the real sector of the Russian economy.

An Assessment of Practice of Conflict Management in Ethiopian Higher Institution: The Case of Madda Walabu University

The assessment of practice of Conflict Management Practice in Madda Walabu University is the concern of this research article. Conflict is the situation in which one party perceives that its interests are being opposed or negatively affected by another party which is in the same group, in another group, in the same organization or in another organization The major problems which initiate this research are: the prevalence of conflict between several parties in the University, problem on perception of conflict and of the conflict management system of the institution. The major objectives of the research are: Assessing the conflict resolution practice of Madda walabu University, assessing the major sources of conflict in the organization, assessing the attitudes that an employees of the organization have towards conflict and forwarding possible solutions for the problems identified from the collected and analyzed data. The major limitations faced in conducting this research are: Some respondents did not give the required full information because of the fear that they have on this area and insufficiency of time that is provided to conduct this research. Both primary and secondary sources of information are used in collecting the data. Questionnaires are distributed to the institution’s academic, non-academic and administrative staff members and the information gathered is analyzed accordingly. According to the analysis made, there is a wide range of conflict in the organization, a problem of conflict perception is also observed but, there is no special training and orientation prepared to change this perception. The conflict management practice of the organization is found to be poor. There is also a tendency to relate the effectiveness in conflict management to gender difference. To avoid the above problems; the organization should prepare several occasions in which the employees can develop the relationship between them, a special training and orientation program should be prepared in order to create better grasping on conflict related issues. Additionally, several points are forwarded as a recommendation to solve the problem observed. Keywords: Conflict Assessment, Conflict Management, Madda Walabu University DOI: 10.7176/RHSS/11-5-01 Publication date: March 31 st 2021

CONFLICTS՚ SOURCES AND STRESSFUL FACTORS IN MODERN ORGANIZATIONS

The article gives the results of a study of managers and ordinary employees of Russian organizations on the problem of identifying sources of conflicts and stress factors affecting the functioning of companies. The paper analyses in detail and presents the answers of respondents to the questionnaire about the frequency of the confrontation; on the impact of collisions on staff productivity and on the development of unfavorable mental states of workers; on the role of management and ordinary employees in the emergence of conflicts; about the main reasons for the conflict confrontation; on the system of conflict and stress management, including measures to prevent and resolve them. The results of the survey showed that both the company’s management and ordinary personnel are involved in conflicts, and the leading source of confrontation, according to the majority of respondents, is the individual psychological characteristics of employees. At the same time, the conflicts themselves act as stress factors, having a direct adverse effect on the efficiency of activities and causing specific unwanted emotional reactions. Among other things, the results of the survey showed that the organizations where the respondents work do not have a well-functioning system of conflict management. The research results are practice-oriented.

Effectiveness of the Conflict Management Mechanisms in Land Use Conflicts in West Pokot County, Kenya

West Pokot County, Kenya has experienced land use conflicts for a very long time. Land is a very important resource for pastoralists and agropastoralists’ livelihood. Formal Conflict management mechanisms were established to manage land use conflict in West Pokot County however, the conflicts persisted. The Constitution of Kenya 2010, transformed the conflict management mechanisms by integrating the formal and the informal mechanisms. The judiciary system of conflict management was complimented by the alternative dispute resolution mechanisms and the traditional dispute resolution mechanisms. Despite the integration of the formal and informal conflict management mechanisms, land use conflicts have persisted in West Pokot County, Kenya. Therefore, this study explored the effectiveness of the conflict management mechanisms in transforming land use conflicts in West Pokot County. The study used the conflict transformation theory to analyze the effectiveness of the conflict management mechanisms in transforming land use conflicts in the county. It used both descriptive and explanatory research designs to give the actual picture and explanations of the effectiveness of the conflict management mechanisms in West Pokot County. The questionnaire, interview schedule, focused group discussion and observation schedules were used to collect data primary data. This study used the SPSS to analyze quantitative data while qualitative data was analyzed using qualitative analysis. The findings of the study shows that the conflict management mechanisms in West Pokot County are not effective in the transformation of land use conflicts. Complete implementation of the conflict management mechanisms will improve the transformation of land use conflicts in West Pokot County. Keywords: Conflicts, Mechanisms, Management, Land-use, County DOI: 10.7176/RHSS/11-4-02 Publication date: February 28 th 2021

Феномен аутсорсинга в Российской Федерации как психологический инструмент в управлении конфликтами на предприятиях реального сектора

The article presents an analysis of the main types of modern outsourcing and their role, content, basic conditions and boundaries of its application in the conflict management system at enterprises of the real sector of the Russian economy.

Методичні засади управління конфліктами в організації

The article considers topical issues of research and improvement of the conflict management system in the organization. The article is aimed at improving the methodical aspects of conflict management in the organization in order to develop ways and practical recommendations for their solution. The research was carried out on the example of conflict management analysis at PJSC «Kyivstar». According to the results of the research, it is substantiated that in order to determine the level of proneness to conflict in the team and estimate the relationships between managers and subordinates of the organization, it is advisable to conduct regular monitoring on the basis of questionnaires of employees and management of the organization. The proposed method of studying conflicts was tested on the example of PJSC «Kyivstar» on the basis of the use of an online survey of employees from different divisions. The developed questionnaire allowed to analyze how employees themselves valuate the state of conflict problems in the organization and what they see the reasons for their occurrence in their respective divisions. The activities of the organization chosen for research have been analyzed and it is determined that PJSC «Kyivstar» is one of the largest integrated world telecommunications companies – VEON. As one of the components of the company’s success, a clear organizational structure and effective distribution of responsibilities and functions among the company’s employees are allocated. The article provides a brief analysis of the results of the survey of PJSC «Kyivstar» employees and analyzes the behavior style used during the conflict. A study of the influence of the allocated factors on the frequency of conflicts in the organization was carried out. To determine the presence and degree of such an influence, it is proposed to use the cross-tab method based on the building up and analyzing of contingency tables. The use of the chosen method for research is demonstrated by the example of the most influential of the allocated factors, namely: the number of subordinates for an employee and the level of education of a particular employee, as well as their impact on the number of conflicts in the organization. Conclusions on the presence and main causes of conflict situations are formulated, among which are allocated, in particular, the socio-psychological climate in the team and the unfair distribution of privileges.

A Study on the Effectiveness of Conflict Management in the Private Retail Sector, in Copperbelt Province

Background: Conflict management is a process of limiting the negative aspects of conflict and increasing positive aspects of the conflict. It is for this purpose that this study is designed to examine the strategies involved in conflict management in the workplace, and in particular, the private retail sector in Copperbelt Area.Methods: The study was done from the beginning of 2016. The methodology used for this study quantitative method using questionnaires, interviews, and observations, while secondary data generated from official documentations. The study considered a total of 50 respondents from the three retail industries in Copperbelt, respectively. Results: Having studied the opinions of the various stakeholders as far as this research is concerned, it is stated that conflict management systems have proved to be otherwise effective, further resulting in directing employee energies towards the achievement of organizational goals and objectives. 74% of respondents accounted for positive responses recorded as being effective, whereas 26% recorded as a negative response.Conclusion: The study recommended that Organizations should be enlightened about conflict management processes at the time of incorporation to clearly understand measures to be taken when the need arises.

Federalism and Ethnic Conflict in Ethiopia and Nigeria: A Comparative Analysis

This article makes a comparative analysis of the conditions of ethnicity, ethnic conflict, and the political order of federalism in Ethiopia and Nigeria. Both Ethiopia and Nigeria share common highly ethnically diversified and large numbers of the population, recurrent inter-ethnic conflict, and the adoption of federalism as a system of ethnic conflict management. Also, the two countries depict differences including the status of ethnicity in each country’s version of federalism. While ethnicity is accepted as a means of political mobilization and base of structuring the Ethiopian federation, the Nigerian model unwelcomed ethnic-based political mobilization, and exclusive claims over a particular geography. Despite such different considerations of ethnicity in relation to federal political order, Nigeria and Ethiopia have been hosting ethnic conflicts that negatively affect the countries’ peace and stability. Neither Ethiopian experiences of ethnic celebrating federalism nor the Nigerian model of geographic federalism is successful to mitigate ethnic conflicts. At the same time, both countries have not practiced democracy and built strong institutions. Based on the common denominators in both countries, this article argues that ethnicity as an explanatory factor to conflicts impedes alternative explanations to the conflicts in terms of ill-functioning democracy and institutions.

Conflict and stress management system as a factor in the development of regional socio-economic systems

Conflict and stress management system as a factor in the development of regional socio-economic systems

Conflict management in dual distribution channel systems: the moderating role of learning capabilities

Purpose In dual distribution channel systems, integrated channels (manufacturer-owned) and independent channels (distributor-owned) are likely to adopt destructive behaviours. To suppress such behaviours, manufacturers need to implement conflict management systems. The purpose of this study is to examine the moderating role of conflict-learning capability (CLC) in the relationship between conflict management system and destructive behaviour. This study also investigates whether interactions between conflict management systems and CLC improve the overall channel performance. Design/methodology/approach Using survey data from 157 Japanese industrial manufacturers, this study conducted regression analyses and mediation analyses. Findings The results show that boundary and compensation systems have different effects on destructive behaviours. On the one hand, compensation systems with strong CLC have a larger impact, although those with weak CLC can also suppress destructive behaviours to some degree. On the other hand, boundary systems with strong CLC suppress destructive behaviours, but those with weak CLC do not. In addition, this study reveals that manufacturers with strong CLC can indirectly improve overall channel performance by implementing conflict management systems and suppressing destructive behaviours. Originality/value Previous studies reveal that boundary and compensation systems suppress destructive behaviours. However, these studies neglect the importance of organisational capability in the successful implementation of conflict management systems. By focusing on CLC, this study advances our understanding of dual distribution and channel conflict.

Place of Mediation in the Monitoring of the Educational Process Conflict Factors in the Conditions of Modern Risks

This article deals with the role of mediation in conflict management and especially in the monitoring of conflict factors of education activities. In the article the authors analyse the system of monitoring and its principles and methods. Special attention is paid to the integration of monitoring and mediation. Recently, the mediation institution has been developing quite actively in Russia. Mediation is a negotiation with a third neutral party. It differs from negotiations by the removal of responsibility for carrying out procedures from representatives of the parties. It is one of the ways of conflict prevention and regulation. The article shows different models of embedding of mediation into the conflict management system in high school. Mediation and monitoring are considered as important parts of this management

Понятие и система трудоправовой конфликтологии

In the article, the area of interaction between the science of labour law and the economy, sociology, conflictology and psychology is proposed to be called “labour legal conflictology”. It is argued that labour legal conflictology should study the regulation of both the conflict management system in an organization and the conflict management system at the different levels of social partnership. The system of labour legal conflictology is constituted by “employment law conflictology” and “collective labour law conflictology”. It is concluded that the system of conflict management in an organization as an object of employment law conflictology is a unity: 1) the employer’s policy on conflict management; 2) the organizational structures of the employer's management with the fixed responsibilities of its representatives; 3) a system of local regulations and enforcement acts that mediate conflict management in an organization; 4) conflict management procedures. The conflict management system in social partnership consists of: 1) principles of social partnership; 2) organizational relationships of the parties to social partnership; 3) a system of regulations and enforcement acts that mediate conflict management in social partnership; 4) procedures for the settlement and resolution of disagreements arising in the process of establishing and changing working terms and conditions.

Conflict management system in health care

This article provides ways to improve the conflict management system in health care based on analyzing the causes of conflicts in a private medical institution. The authors considered the healthcare delivery process in the triad «health worker – patient – society». The study involved analyzing conflict causes in the health care system in the relationship between «health worker – patient» and «health worker – health worker». To determine the conflict causes in private medical institutions and ways to minimize them, the authors used questionnaire data collection, interviewing technique, data analysis, and graphic approach. The study object is medical staff and patients of SILMED Diagnostic Medical Center in Ukraine. The findings identified the main problems in the organization of the conflict management system. Therefore, the essence of conflict situations arising in a medical institution was determined. The obtained results allowed formulating proposals to improve the conflict management system of the private medical institution. Thus, the authors emphasized that the conflict management system in private medicine should minimize the probability of conflict, focus on the treatment quality and the service price. Besides, it should include the development of moral codes for doctors in private medical institutions. The authors noted that to reduce conflict in the relationship «medical worker – medical worker», conflict prevention is more effective than constructive resolution. Thus, conflict prevention requires less effort, resources, and time for a successful clinic operation. To decrease conflicts in the relationship «health worker – patient», it is essential to make a pact between the patient and private medical institution. It establishes the patient’s relationship with the clinic and is publicly available for customers. In the study, the authors concluded that during the consultation, the healthcare professional should persuade the patient to follow all recommendations for maintaining or improving the patient’s health, requiring, if necessary, evidence from the clinic’s patients to follow the treatment protocol.