Field Of Conflict Management Research Articles

Задачи корпоративной конфликтологии

The work examines important aspects of the organizational constitution of the priority of corporate conflict management at Synergy University. The author emphasizes that the creation of the Center for Corporate Conflictology at the University is a landmark event, marking the transition to a new stage in the development of this branch of science. The article analyzes in detail the goals and objectives of corporate conflictology, including analytical design and scientific and applied demonstration of realistic representations of agents of investment practice and business processes. The work proposes a thematic plan for a course in corporate conflictology for business owners, developed by the author, designed for 80 academic hours. The author also discusses methods of teaching and implementing a corporate conflictology course into the educational process, including the use of case-study and interdisciplinary research. The author postulates that corporate conflictology and corporate governance in general are based on a wide cycle of knowledge covering various industries. Thus, the article emphasizes the importance of an interdisciplinary approach and knowledge exchange in the field of corporate conflict management. At the same time, the work describes two types of ensuring the interdisciplinarity of the field of knowledge: 1) a mechanistic, textbook approach with episodic and systematic “mutual information” of related subjects; 2) a truly integration approach with theoretical and methodological work on the unification of interpretations and “mutual integration” of knowledge. It is emphasized that for the current stage of development of corporate conflictology, the path of mutual integration of knowledge rather than mutual information is more effective. This justifies the importance of unified interpretations and processes of mutual integration of knowledge for the development of corporate conflictology. An interdisciplinary approach helps students develop the comprehensive knowledge and skills necessary to work in the field of conflict management in a corporate environment. The author calls for testing this methodology in educational institutions in order to enrich the educational process and prepare students for real challenges in the field of corporate conflict management. The author highlights the challenges and problems faced by supporters of the development of corporate conflictology, and also analyzes criticism of this branch of science. In conclusion, the importance of developing corporate conflictology and its potential contribution to the understanding and management of corporate conflicts is emphasized.

Review of Patterns of Experiences among Civilians in Conflict Zones

Objectives: This paper aims to explore the challenges that civilians encounter in conflict zones by reviewing some previous studies. It is beneficial to use previous studies and reports from international organizations and actors in the field of conflict management; the paper highlights the nature, impact, and experiences related to conflict and how these processes undermine the realization of basic human needs for survival among civilians. Methods: A content analysis was conducted to analyze several publications started from 2015 to 2018 by providing an examination of pertinent literature using a narrative framework and by incorporating pertinent terms and phrases to preserve the intricacies of a methodical process such as civilian experiences, conflict, combatants, military operations, and ISIS. Results:. The study results revealed that it is difficult to determine the exact number of civilians who are impacted by conflict. The results also exposed that there were victims from both parties combatants and civilians, yet, 70% of casualties were from civilians. Furthermore, civilian experiences were different from place to place and person to person. The Syrian context received the highest rating in terms of civilian casualties among the rest evaluated literature. The total casualties among civilians were 706 % in comparison to combatants, 294 %. Conclusions: The inability to protect civilians by the governments puts their fate in a critical situation, thus there is a need for international cooperation.

Conflict Management Styles and Innovation Performance

The aim of this research is to empirically investigate the relationship between conflict management styles (CMSs), organizational agility, and innovation performance. Covariance-based structural equation modeling was used to test Rahim and Bonoma conflict management styles and their relations to organizational agility and innovation performance. A total of 460 questionnaires were collected from the Jordanian telecommunication companies. Findings revealed that integrating style has a significant impact on the organizational agility and innovation performance. Organizational agility mediates the relationship between compromising and integrating conflict styles and innovation performance. The obliging, dominating, and avoiding conflict management styles have an insignificant effect on innovation performance. This research has significantly contributed to the existing literature where prior studies were mainly conducted in the Western context. The conflict management field is still under research in the Middle Eastern business context.

Notary’s Enforcement Inscription as a Way to Resolve Legal Conflicts

In the paper, the author considers the work of a notary as an activity aimed not only at preventing legal conflicts, but also at assisting in resolving conflicts in the course of a notary’s execution of an enforcement inscription. In this regard, the author analyzes the structure of a legal conflict, as well as the functional and procedural role of a notary in the process of resolving it. In view of the fact that notaries traditionally carry out their activities in the sphere of indisputable jurisdiction, the author makes an attempt to correlate the concepts of "legal conflict" and "indisputability". At the same time, the order and procedural form of execution by a notary of an enforcement inscription is being investigated. The author concludes that the activity of a notary, associated with the execution of an enforcement inscription, provides the socio-legal orientation of counter-subjects, allowing them to resolve the existing legal conflict as quickly and efficiently as possible with the lowest possible costs, which requires professional knowledge from the notary not only in the field of jurisprudence, but also in the field of conflict management.

Comunicação Não Violenta (CNV): habilidade fundamental para a adequação da advocacia ao novo paradigma de gestão de conflitos no Brasil

This article aims to bring reflection on the importance of communication in conflict management, and the necessary communicative skills that advocacy professionals need to develop. First, a presentation of Non-Violent Communication (NVC) and its fundamentals will be made, then the dynamics the field of conflict management has been presenting, and the role of communication in the management of conflicts will be briefly discussed. Finally, the contributions of the NVC to the legal profession will be presented. This article reinforces that a change in the lawyer’s communication model is necessary, so that they can adapt to the new model of conflict management under construction, as well as provide greater results in his professional practice. The methodology used was the bibliographic research, and the approach, deductive.

Conflict Consulting Clinic as a Method of Practical Training of Humanities Students

Conflictology as an educational program aimed at training specialists in the field of conflict resolution includes not only theoretical aspects, it is focused on modern practice. This stems both from the interdisciplinary subject field of conflict management, which combines the fundamental and applied components, as well as the needs of the labor market and the students themselves. At the same time, being in the circle of social sciences and humanities, conflict management faces the traditional challenges for this industry, associated with the most relevant forms of organizing students’ practical work. The article analyzes the unique experience of the clinical form of organizing the practice of students majoring in conflictology, which has been implemented at St. Petersburg State University for 10 years. The practice of students, organized in the form of a conflict consulting clinic, first of all solves the problem of adapting students to the conditions and requirements of the practical activity of a conflictologist. The authors focus on the issues of correlating the clinical form to the requirements of the newest educational standard. The main forms and stages of students’ work in the clinic are presented. The article describes the opportunities of students in acquiring the skills and abilities in conflict resolution, organizing and conducting the negotiation process, mastering conflict management strategies. The authors conclude that the conflict consulting clinic is a complex pedagogical methodology that includes both in-class and out-of-class forms of student practical activity in working with real cases based on client requests and promoting mediation, as well as teacher supervision with rhythmically organized discussion and correction of students’ actions, which ensures due professionalism and quality services provided by students to external consumers.

ОНЛАЙН-ПЕТИЦИИ КАК АКТУАЛЬНАЯ ПРАКТИКА ПРОТЕСТНОЙ КОММУНИКАЦИИ (В КОНТЕКСТЕ ПОСТУЛАТОВ ГАРВАРДСКОЙ ШКОЛЫ КОНФЛИКТОЛОГИИ)

Цель. Статья посвящена характеристике онлайн-петиций как современного формата коммуникации граждан и власти в контексте концепции Гарвардской школы конфликтологии.Метод или методология проведения работы. Методология работы базируется на тезисах о системно-коммуникативной автономии протеста; взаимосвязи технологических и социокультурных изменений, интерпретации конфликта как конструктивной силы; релевантности для оценки удовлетворительности коммуникации сторон параметров «принципиальных переговоров» Р. Фишера и У. Юрии.Результаты. Определены черты разных стратегий разрешения конфликта, признаки неудовлетворительности коммуникации, особенности реализации гарвардских постулатов, «дефекты» аргументирования в анализируемых протестных практиках.Область применения результатов. Результаты вносят вклад в осмысление протеста как части современного социокультурного пространства, могут найти применение в сфере регулирования конфликтных ситуаций, протестного поведения с целью оптимизации коммуникации сторон.

German-Language Political Blogs as an Actual Protest Practice in Context of Mediation and Conflict Resolution Postulates

The results of a study of German-speaking opposition political blogs by V. Prabel and S. Wagenknecht as examples of relevant protest practices are presented in the article. System-communicative and integrative approaches are used. The characteristics of blogs that make up the subject and collective-personal dimensions of this protest practice in the context of mediation and the postulates of the Harvard School of Conflict Studies are described. The regularities of the discursive construction of the problem, the image of the complex addresser and the addressee of the blog are determined, their argumentative, evaluative, self-presentation and phatic tactics are used. The article shows the specifics of the formation of Internet solidarity, the reflection in the analyzed practice of the phenomenon of mediation at the level of society and the individual, including the manifestation of the attributes of the changing thinking of the subjects of communication, due to the globalization of information processes and the characteristics of modern mediation in the political sphere. The postulates of the concept of “principle negotiations” by R. Fisher and W. Ury, aimed at constructivizing the conflict, and their observance by the addresser and addressee of the blog are examined, which makes it possible to assess the satisfactory communication of the parties. The inherent features of blogs that are relevant to different conflict resolution strategies are described. The results contribute to the study of the contingence of technological and sociocultural changes and can be applied in the field of conflict management.

Emotional Intelligence and Conflict Management Style among Staff in a Bank

The purpose of this research is to identify the relationship between emotional intelligence and conflict management style among staff at a Bank Headquarters in Kuala Lumpur. A total of 75 staff were involved in this research. The questionnaires distributed in this research were adapted from Wong and Law EI Scale (WLEIS) (2002) based on Mayer, Salovey and Caruso’s EI Model (2004) and Rahim’s Organizational Conflict Inventory-II (ROCI-II) (1983) based on Rahim’s Organisational Conflict Model (2011). The relationship between EI and CMS was identified based on the Pearson’s Correlation analysis. It was found that there are significant influences between EI and integrating, obliging, dominating and compromising style while EI does not show any significant influence on avoiding style. The findings also showed that the staffs have high EI based on the mean score. Implications of these research suggested that organisation should be more aware of the employees’ potential and abilities as well as their style of handling conflict in order to create a positive work environment. In addition, these research findings could add up to the literature of emotional competence and conflict management field.

Italian cooperation with Mozambique: explaining the emergence and consolidation of a normative power

AbstractItaly has developed a long-dated partnership with Mozambique, where it has emerged as an actor committed to norm promotion in the fields of conflict management, debt relief, and sustainable energy cooperation. This paper challenges the dominant interpretation of such a cooperative relationship that emphasizes ideational motivations and focuses, instead, on the role of Italian investors in the sectors of infrastructure and energy and of the Italian economic diplomacy. A favorable institutional and political climate in Italy has channeled investors' demands in the policy process since the independence of Mozambique. The late institutionalization of Italian development policy, the long gestation of the reform of development policy, and the lack of clear-cut borders between the competences of foreign and development cooperation institutions have empowered business groups that shape the investment strategy of the Italian foreign ministry as actors in development policy-making. Finally, convergence of interests between Italian investors and the NGO Sant'Egidio, which ultimately led to a partnership between these actors, has increased the legitimacy of Italian foreign and development policy toward Mozambique, contributing to consolidating Italy as a norm promoter in the country.

CONFLICT MANAGEMENT IN EDUCATIONAL ORGANIZATION

The process of educational institutions of higher education restructuring, reducing the academic load and, as a consequence, reducing teachers numbers, the unfavorable organizational culture of a higher education institution lead to an increase of a destructive conflict level in the educational environment. Many conflicts arising in higher education are not complete without clarifying the high-pitched relationships, negative emotions, and sophisticated manipulations. Giving in to emotions, the participants of the conflict kindle it more strongly, involve other people in it, thereby expanding the field of conflict. However, without conflicts, it is impossible to imagine the development of an educational organization, they energize and motivate, contribute to a better understanding of problems, clarify relationships, and all this becomes possible only if conflicts are managed and constructively resolved. The urgency of the problem of conflict management in an educational organization is due to the need to prevent the occurrence of destructive conflicts, to make inevitable conflict situations constructive. Research methods: analysis and synthesis of scientific information, research results in the field of conflict management; generalization and systematization of facts and provisions; observation of the behavior of university teachers in a conflict situation.The article presents the functions of external and internal mechanisms for managing conflicts in an educational organization. Experimental work consisted in designing a conflict management system among the faculty of the university focused on the implementation of general management functions (planning, organization, motivation, coordination, control), consisting of interrelated elements: organizational and managerial; technological; documentation support.

Robert R. Blake, With Recognition of Jane S. Mouton

AbstractThis article reviews the life and contribution of Dr. Robert R. Blake, who received the Lifetime Achievement Award in 1994 from the International Association for Conflict Management for his pioneering work and prolific career in the field of conflict management. As a longtime co‐author and collaborator, Dr. Jane S. Mouton certainly would have been joint recipient of this award if it were not for her death in 1987: The vast majority of their research was published together. Jane Mouton and Robert Blake became famous for their promotion of the Managerial Leadership Grid and through their work as consultants to a variety of professions and organizations. But there is much more to Robert Blake's career and contributions than the Grid. Together, Blake and Mouton were tremendously influential in their work on managerial leadership and organizational development.

Odnos između stila liderstva i rešavanja konflikta između medicinskih sestara u obrazovnim i zdravstvenim centrima

Leadership is a tool and a potential power in an organization. Managers would be able to achieve organizational goals and also manage conflicts in a more effective manner by using appropriate leadership styles. The purpose of this study was to investigate the relationship between leadership styles and conflict management among the nurses of Hamadan City's educational and health centers. This study was carried out utilizing a descriptive and correlational procedure. Using the stratified random sampling method in this study, 240 nurses were selected from educational and health centers. Two standard questionnaires were used for gathering data regarding leadership style and conflict management. The data were analyzed using SPSS software version 16 and by employing statistical tests such as Pearson's correlation coefficient and Kruskal-Wallis test. The most common leadership style observed in the nurses was the democratic type (94.6%), while the directive style and the combined approach was preferred by only 2.5 and 2.9%, respectively. Moreover, the most preferred strategy of conflict management was non-intervention (50.15 ± 10.34), followed by the solution-oriented (38.65 ± 7.31) and control (27.04 ± 3.61) strategies. A significant relationship between the leadership style attribute and the conflict management strategy was found (p < 0.001). It was found that leadership style is significantly and positively correlated with the solution-oriented and non-intervention strategies of conflict management. In contrast, the relationship between leadership style and control strategy is not significant. Adoption of the democratic leadership style and the combined strategy is recommended for nursing managers in the field of conflict management.

Managing Organizational Conflicts: A Study among Organizations in Kosovo

Abstract Organizations and managers during their organizational activities, not rarely face different conflicts. Managers, depending on their gender, use different ways to resolve these conflicts while this reflects on their subordinates. The purpose of this study is to analyse the most common approaches applied to resolve conflicts in organizations in Kosovo and the impact of gender on the choice of style to handle conflicts. The study employs a quantitative approach whilst convenience sampling method is used for the purpose of selecting respondents. The study is conducted in ten largest companies in Kosovo in which hundred employees and fifty managers were included. A structured questionnaire is used to collect primary data and necessary tests were conducted through SPSS. Results reveal that managers use the integrative style more than other styles during the conflict management process; gender partially affects the choice of the style and the style of conflict management affects the likelihood of managers among employees. The study suggests that the field of conflict management among organizations in Kosovo needs more academic research.

Emanuela Ceva’s Interactive Justice

ABSTRACTEmanuela Ceva’s Interactive Justice addresses the crucial need for dialogue between political philosophy and the field of conflict management. I raise two concerns. I ask how her procedures of interactive justice would cope with the Teri Schiavo case that she presents. Do they possess the type of generality justice seems to require, or are they necessarily particularistic, contingent, and opportunistic? I also question, here and more generally, framing matters in terms of value conflicts. Ceva’s aim is to supplement political liberalism. I suggest her project can be developed into a more critical perspective towards that view.Abbreviation ADR: alternate dispute resolution

Conflict management in family businesses

PurposeThe purpose of this study is to map the intellectual structure of the field of conflict management and the field of family business to the investigation of conflicts in family firms, with the aim of contributing to the further integration of knowledge between the two fields.Design/methodology/approachFamily conflicts and work–family balance issues also received a lot of attention, yet studies in conflict management still seem to overlook a thorough investigation of conflict in family businesses. Conflict is a major aspect of family businesses, which differs highly from non-family businesses, and offers an important research avenue for conflict management scholars to contribute to the investigation of major characteristics of organisations that constitute a large part of the value created in the world.FindingsThe results of a bibliometric analysis and systematic literature review show that studies concerning conflict in family business aggregate around three clusters: organisational conflicts; firm growth and conflicts; and family control, performance and conflicts. An interpretative framework is also developed to interpret how antecedents, conflicts and growth dynamics in family business influence performances. Findings show how family conflicts and work–family balance issues received a lot of attention, yet studies in conflict management still seem to miss a thorough investigation of conflict in family businesses.Originality/valueThis paper contributes to the field of conflict management and family business by providing a systematic analysis of knowledge and family firms. This paper can be a starting point for researchers interested in understanding how conflicts affect family businesses.

THE NATURE OF ACADEMIC-ADMINISTRATOR CONFLICTS IN RUSSIAN UNIVERSITIES

The article is a review of ideas and concepts explaining the nature of conflict between administrators and administrative staff. Analysis was conducted on the materials of both western and Russian universities, but the main conclusions are related to Russian universities. The aim of the article is to formulae practical recommendations in the field of conflict management at the Russian universities in the context of intensified corporatization processes and aggravated disagreement between different stakeholders inside the university. Results of the research can be used for formulating personnel policy of the university for forming or improving personnel management practice. Another beneficiary group includes representatives of higher education management representatives, implementing neoliberal ideology and able to improve efficacy of their activities and decisions. In order to achieve the stated aim authors analyzed a pool of works of both international and Russian origin describing the conflict of administrators (managers) and academics (researchers). The main reason behind conflicts was identified as the influence of neoliberalism: total spread of market mechanisms over public spheres and its consequences: managerialism when corporate instruments of management, efficacy measurement and regulation of basic production principles are actively introduced into universities, strengthening the power and influence of administrator group. The article presents additional explanations in more detail describing the conflicts: a) change of academic identity, its fragmentation and blurring; b) decrease of academic freedom as a result of strengthening the rights and authority of administrator subculture; c) peculiarities of organizational culture when transformation of organization relations results in the change of dominant culture type of combination of several subcultures and therefore values and norms of behavior. According to the authors’ position there can be different practical recommendations concerning overcoming organizational conflicts. Authors supporting managerialism position defend strength and suggest selecting staff according to necessary values, implement target personnel strategy in this respect. Authors describing the change of academic identify and decrease of academic freedom recommend searching cooperation ways, creating productive dialogue and see important role of university executives as actors who underline the importance of values of both conflicting parties. It is also suggested to search for mutual benefit that would level out mutual claims. These recommendations seem to be important in terms of their use in personnel management, regulation of organizational conflicts at the university. The article looks into the topic of conflicts between administrators and administrative staff which is seldom described in the works by Russian authors, demonstrating not only authoritative methods of solving the problem which is dominant in the Russian context - that is the main value of the article. Another interesting aspect is the appellation to the experience of research of similar problems at foreign universities which is also insufficiently studied by the Russian authors.

Weaving Together Theory, Research, Practice, and Teaching: A Four‐dimensional Approach to Negotiation and Conflict Management Work

AbstractIn this article, we suggest a new paradigm for writing on negotiation and conflict management that integrates theory, research, practice, and teaching. While there might be an implicit understanding that such integration is key to advancing the field, we make this explicit. Highlighting the critical aspects of this relationship, we call for a four‐dimensional approach to writing in the negotiation and conflict management field. We suggest that adopting such systematic and intentional exploration of all four dimensions should be the default approach to writing on negotiation and conflict management topics. We provide brief summaries of the articles presented in the special issue and discuss the essence, origins, and weighting of the four dimensions in each paper. Finally, we suggest that this four‐dimensional approach might have ramifications for the field's work, in areas other than writing.

France: the unlikely return to UN peacekeeping

ABSTRACTFrench policy towards UN peacekeeping reflects the ambivalence of what France wants to achieve in the field of conflict management and through which institutional frameworks it prefers to work. On the one hand, France is greatly involved in the design and decision-making process of contemporary UN-led peacekeeping operations. On the other hand, after having been present in the field during the early 1990s, France underwent a major policy shift that led it to distance itself from UN operations. This chapter offers a narrative of French policy and perceptions vis-à-vis the virtues and limits of UN peacekeeping operations in the twenty-first century. It examines the French level of contributions, decision-making process, motivations and lessons learnt from past and current operations. It also analyses the dichotomy between the political role that France plays at the Security Council and its absence from UN-led operations. It seeks to determine how coherent this dichotomy is, its rationale, and how likely – and under what conditions – it will change in the near future, in particular through a hypothetical French return to UN-led peacekeeping operations.

Understanding Climate Change Negotiations: Contributions from International Negotiation and Conflict Management

Climate change is the largest and most complicated interdependent issue the world has confronted. Yet there is little negotiation and conflict management knowledge within the climate change context. To address this gap, this theoretical article reviews the sparse extant literature and provides a brief overview of the science of climate change public policy. This review establishes a foundation for examining negotiation and conflict management research questions that emanate from current and future climate change negotiations. Such questions are considered for climate change mitigation negotiations and climate change adaptation negotiations. This article demonstrates how the negotiation and conflict management field can make important contributions to the study of interdependency in a context of climate change.