Main Causes Of Conflicts Research Articles

Cheap and Efficient? Chinese Migrant Workers and Japanese Policies in Colonial Korea, 1920s–1930s

This study examines how Japanese colonial policies and the foreign exchange market conditioned unskilled Chinese construction workers to dominate the Korean construction labor market during the 1920s and the 1930s. The dominance of Chinese laborers in construction was the main cause of conflicts between the two ethnic groups in colonial Korea that often erupted as a series of anti-Chinese riots, culminating in the 1931 Pyongyang massacre of Chinese immigrants. Past studies simply attributed the Chinese dominance to high efficiency and low labor costs and as purely a result of the labor market. However, this article concludes that efficiency of the Chinese laborers in Korea was facilitated by Japan’s ethnic division of the labor markets within the Japanese empire. The imperial Japanese authority allowed Koreans, as colonial subjects, to travel and find jobs at the construction sites of mainland Japan, while Chinese laborers could only move to colonial Korea. Strict restrictions were placed on the Chinese who wanted to work in mainland Japan. As a result, massive numbers of Korean laborers, who were considered desirable workers, migrated to Japan hoping to earn higher wages and leaving a less efficient labor pool to compete with the Chinese in Korea. The dominance of Chinese laborers at Korean construction sites was a byproduct of Japanese colonial policy and international economic circumstances.

Harmony or chaos? Beliefs and practices about conflicts among naturalized refugee children in Tanzania

The current study explored beliefs and practices on the main types and common causes of conflicts among naturalized refugee pre-primary children in rural Tanzania. A region with highest number of naturalized refugees in Tanzania was purposively selected. A total of 12 children were involved in the focus group discussion; nine classroom teachers, and three school principals from three pre-primary schools were individually interviewed. To gain insights on home contexts, six parents who had children in pre-primary classes were visited at their homes and interviewed on individual sessions. A number of policy and practical documents were critically analyzed. Findings revealed that the main types of conflicts among naturalized refugee children were teacher-induced and pupil-induced. Further, it was found that the main causes of conflicts among children of this group were related to scarcity of resources and social issues. These findings highlight that in order to ensure that naturalized refugee children are developing to their fullest potentials and integrated into a host Tanzanian society, deliberate efforts are much needed to understand common types and main causes of conflicts. This will help in devising appropriate strategies to develop children’s constructive conflict-resolution skills.

Исследование причин конфликтов в аптечной организации

Background. The operating conditions of a contemporary pharmacy organization with due account for economic changes and information technology development raised the need for qualitative studies of conflicts, systematization and generalization of cumulative academic and research experience. A theoretical analysis of research articles showed that most conflict studies are based on the analysis of books of comments and suggestions, questionnaires and other types of survey, which does not rule out the subjective nature of data obtained. The number of studies and the quality of conclusions highlight the need to develop new methodological approaches.Objective: To determine the main causes of conflicts in the pharmacy organizations.Methodology and research results. Subjects: residency students working at pharmacy organizations. Methods: case analysis, role-playing case scenarios, expert evaluations, observation. A total of 93 conflict cases were drawn up and analysed. 4 groups of conflicts and conflict causes were identified. The researchers implemented 16 role-playing case scenarios and determined the level of intensity of pharmacists’ experience of conflicts. They identified tolerance for conflicts with patients and pharmacists’ vulnerability in conflicts with the manager. The remarkable thing is that the head of the pharmacy organization plays a key role in the conflicts.Conclusions. The personality of the leader, insufficient attention to conflict prevention methods and low conflictological competence of pharmacy workers are the main causes of conflicts. The need for system conflict researches has been raised. The vectors of further research have been stated.

Using an Integrated System Approach to Manage Conflict

We examined the current literature to determine if workplace conflict could be resolved by using an integrated conflict management system approach. This paper discusses ways to resolve conflict between persons. Human values differ on many levels of organizational culture; therefore, workplace conflict is inevitable, and it is often unavoidable in toxic workplaces. We uncovered numerous managerial communication strategies that can be useful to resolve workplace conflict. The current literature suggests that effective interpersonal communication plays an important role in conflict resolution. Several communication strategies were found to adequately address the main causes of conflict between people. We recommend 8 steps in 3 stages (SIP, DINE, and DANCE) necessary to resolve workplace conflicts, regardless of the line of work of the manager.

Conflict Management Style and Nurses Turnover Intention in Secondary Care Hospital Lahore

Introduction: Conflict is one of factors contributes to waste of energy and employees’ capabilities. Since, instead of a proper combination of production elements with human resources and moving toward organization’s objectives and effectiveness, they dissipate human and financial resources. On the other hand employee turnover is one of the most serious issues in current scenario. Educational growth, rapid technology and economical changes and cultural variations have influenced in all occupations.. Methods: Quantitative non-experimental co-relational research design was used to examine the relationship between conflict management style and turnover intention. In order to assess conflict management styles, data was collected through the standardized self-report questionnaire instrument developed by Johnson and Johnson in 2006. The instrument consists of thirty five proverbs. Each of the thirty-five proverbs corresponds to 1 of the 5 conflict management style (Withdrawing/avoiding, Forcing/competing, Smoothing/obliging, Compromising, and Confronting/integrating). It was used five-point scale: “Never do this” (1), “Seldom do this” (2), “Sometimes do this” (3), “Frequently do this” (4), “Usually do this” (5). The style with the highest score tends to be used the most frequently. The Anticipated Turnover Scale developed by Hinshaw and Atwood in 1984 to study turn over intention among nurses. It seeks to measure employs perception or opinion of the possibility of voluntarily terminating their present job. Results: The findings of this study revealed that the nurses were most likely to prefer an obliging style of conflict management, followed in rank order by competing, compromising, confronting and avoiding, 43.2% participants were in favor of intention to stay and 58.8 were in favor of intention to leave and there was statistically significant positive correlation between conflict management style and nurse’s turnover intention and p value is p≤0.01. Conclusions: Designing and implementing educational program on “different conflict management styles" and "how to manage work related conflict". Further research in this area is necessary with a larger sample ranging across different governmental and private hospitals in different governorates to enhance our understanding of the main causes of conflict and how to manage it. Keywords - Conflict, Intention, Managers, Nurses, Styles, Turnover. DOI : 10.7176/JHMN/67-14 Publication date :October 31 st 2019

Anxiety as a Main Cause of Church Conflicts Based on Bowen Family Systems Theory.

I propose that an examination of churches with Bowen Family Systems Theory suggests that ineffective handling of anxiety within the church as a system is a main cause of conflicts within congregations. In this paper, by examining two case studies with Bowen Family Systems Theory, I demonstrate that inattention to anxiety within the church as a system is a main cause of conflicts within congregations. I will then propose pastoral strategies to address church conflicts.

Methods of Valuing Construction Variation in Lump Sum Contract from the Public Client’s Perspective

A valuation of variation orders has become a daily task on large construction contracts. It is a norm where one of the contracting parties disagrees about the valuation of work done. Therefore, the valuation of variation orders has become one of the main causes of conflicts and disputes in construction management. The aims of study to determine the best practicing method in valuing a variation order for lump sum contract and identify the main related causes of variation project. The mixed method (interview and case study) of research was adopted in the collection of necessary data. Interview was conducted from 6 construction expert (clients) were analyzed. 6 case study building projects were selected by targeting sampling technique and used as the source of data for this study. The data were analysed with frequencies, sums and percentages. The study found that the client needs, lack of coordination during design and omission in design are the main causes of variation. An analysis of data indicated that used schedule of rate, fair market rate, daywork rate and negotiation are the four most famous method practicing in valuing a variation order in lump sum contract but its rely on the circumstances and the character of works.

A Qualitative Study of Indonesian Telecommunication Company Service Representatives Role Conflict

This research aimed to explore the role conflict experienced by the service representative in the telecommunication company. The type of this research is descriptive-qualitative research. The subject of research in this research is a front-linear employee (a service representative). In this study, data collection is done by using interviews. Data analysis in this study using descriptive qualitative research is trying to tell the problem solving that is now based on the data along with Focus Group Discussion. It was found that the company service representative has experienced conflict in the workplace, where trying to maintain emotion, hospitality and always smiling to the consumer in his job by not showing the negative mood that was experienced at that time. The unclear job description is also the cause of conflicts in employees. The work's load is borne by the employee is too large because as a service representative, an employee is required to be ready to face the consumer in a happy state or not. The main cause of conflicts within the individual is caused by internal factors that is the responsibility borne by the service representative. Negative influences that arise due to the conflict is to cause negative emotions and stress, reduce the communication necessary for coordination and cooperation among fellow service representative. Conflict within the individual affects the service.

Human–Asiatic black bear (Ursus thibetanus) interactions in the Kaghan Valley, Pakistan

Few studies have reported on the distribution, food choices, general behaviour, and interactions of the Asiatic black bear (Ursus thibetanus) with humans. We explored the conservation status of the species and its conflicts with humans in the Kaghan Valley, northwest Pakistan. From September 2013 to December 2015, residents from 24 villages in three major regions of the Kaghan Valley were interviewed about human–bear conflicts. In parallel, a survey for signs of bear presence was conducted to assess bear presence, including bear attacks and crop damage that occurred during the survey period. Most interviewees (70%) confirmed that human–bear conflicts exist, and that they arise primarily from crop raiding (n = 40), followed by attacks on livestock (n = 32) and humans (n = 15). Most interviewees stated that they actively disliked bears (47.3%), or had a generally negative perception of bears (63.3%). Such responses were strongly associated with living close to or within bear habitat. Bears raided approximately 3.8 ha of maize per year, mainly from July to September. Our survey revealed that bears used habitats ranging from dense forest to scrub lands, but preferred steep, high-altitude habitats with dense tree cover. Anthropogenic activities (such as hunting, clear-cutting, expansion of infrastructure, and conversion of forest to agricultural land) were the main causes of conflict between humans and bears. Future studies should collect data on the movement and habitat use of individual bears to facilitate the development of appropriate management strategies to conserve this species effectively. We also recommend training Wildlife Department employees to interact with the local communities to implement acceptable mitigation measures to reduce the currently high conflict levels and thus improve acceptance for bear presence and conservation.

Homeworkers status in Ukrainian urbanized society at first part of xx century

The purpose of the study is the social situation of domestic workers in connection with the eradication processes in the cities of Ukraine. The article is devoted to the little-studied problem in Ukrainian historiography. Scientific novelty. This is the first attempt in Ukrainian historiography to describe the daily life of Ukrainian maids as a separate social layer. Methods. The author studies the social status of the "invisible" social group - servants using historical-anthropological approaches to understanding history. At that time, women were not able to find a good job in the city and were subjected to exploitation and inequality. Homework was one of the few ways for women to adapt in hostile cities. Conclusions. Many maidens worked illegally, without agreements, and this was the main cause of conflicts. The servants did not have their own dwelling and lived in apartments together with employers. The servants received more power in the home space, but in the public sphere her social situation was very low.

Os conflitos entre alunos de 8 e 9 anos: a provocação e a reação ao comportamento perturbador

Based on the Piagetian perspective, this qualitative and quantitative study sought to investigate the causes of conflicts among primary school students. Thirty children aged 8 and 9 from a primary school, selected according to the criterion of convenience. Data were collected through 23 sessions of observation of the interactions between the children in different moments of the school routine until the saturation of the data, criterion chosen to leave the field. In some situations, it was necessary to have an informal conversation with the participants to better understand the conflict. The results indicated that the main cause of conflict among students was teasing, annoying behavior and physical dispute. It discusses the influence of cognitive, affective and moral development, as well as the cultural aspects that influence the experience of the conflict. It is recommended the implementation of educational interventions that, in addition to approaching conflicts with students, invest in strategies for valuing ethical coexistence.

MANAJEMEN KONFLIK ANTARBUDAYA PADA ORGANISASI INTERNASIONAL

ABSTRACTCommunicating effectively with people from different cultures in the workplace is very challenging. Barriers to intercultural communication can occur, such as anxiety, roles and norms, beliefs and values, stereotypes and ethnocentrism. These barriers can cause internal conflict within a group of organizations or companies that have employees with different cultures. Internal conflicts that occur will also prevent the organization to achieve its goals. The current issue is how the management of intercultural communication conflicts occurs in international organizations. The purpose of this study is to describe the experience of employees of international organizations in the management of intercultural communication conflicts by knowing the negotiation of employee identity, knowing the types and forms of conflict experienced by employees of international organizations and knowing the form of face management in inter-cultural communication conflict management at employees of international organizations. The subject of this research are international organization employees from India, UK, Indonesia and China. Theory used in this study are Identity Negotiation Theory, Face Negotiation Theory, Effective Intercultural Workgroup in Communication Theory and Thomas and Killman’s Conflict Management Model. The results showed that the negotiation of identity between collectivist and individualist cultures that occurred begins with the interaction between cultures in the form of communication behavior, language, personal character and response from other employees. Differences in ways of thinking and view are the main causes of conflict between individualist and collectivist cultures. Face owned by each culture influences other differences such as how individuals perceive themselves in conflict, self-priority in conflict, and the conflict management style used. Intercultural conflict management that occurs requires a third party as a mediator.Keywords : Intercultural Communication, Conflict Management, International Organization

Participation of community leaders in conflict resolution among crop farmers and Fulani herdsmen in Oyo state, Nigeria

The study investigated the participation of community leaders in conflict resolution and management among farmers and herdsmen in Oyo state, Nigeria. Stratified and random sampling technique was used to select 180 community leaders from 25 communities in Orire Local Government Area of Oyo State. Data were collected through the use of structured interview schedule and Focus Group Discussions. The data collected were summarised and analysed using descriptive statistics (frequency, mean, standard deviation) and Pearson Product Moment Correlation respectively. Results show that competition over water (93.8%), land (94.4%), lack of grazing zones (77.2%), and aggressive nature of the parties involved (77.2%) were main causes of conflicts among respondents. Conflict resolution measures mainly adopted by the community leaders include dialogue with parties involved (84.4%), use of village committees (76.7%), negotiating settlement (67.2%), entering agreement and ensuring such agreement is implemented (71.1%) and use of law enforcement agencies (84.4%). Level of participation of community leaders in conflict resolution was however moderate. Major constraints to effective participation of community leaders in conflict resolution include lack of institutional support from government (mean=3.0), inadequate finance (mean=3.0), language barrier (mean=3.0) and evasive nature of the herdsmen (mean=3.0). Years of schooling (r=0.223; p≤0.05) was found to be positively and significantly correlated with participation in conflict resolution. The study recommended the need for local leaders and the government to work together and take more proactive measure in reducing the current level of conflict in the conflict prone areas. It also suggested the need to broaden local leaders’ knowledge base through provision of training in conflict handling.

All about water and land? Resource-related conflicts in East and West Africa revisited

Recent years have seen an upsurge in the numbers of studies investigating the potential link between climate variability and conflict—and particularly so quantitative studies of this relationship—without reaching any consensus on causal pathways or main findings. This study sets out to explore what the main causes of conflict between resource-user groups in arid and semi-arid areas in Sub-Saharan Africa are, with a particular focus on renewable-resource scarcity. We conduct a comparative analysis of eleven high-quality case studies of the escalation into violence of disputes between pastoralists and farmers or pastoralists in the Western Sahel and East Africa. This enables us to identify the mechanisms underpinning the actors’ motivations. Our analysis shows that the nature of these conflicts is complex. They cannot be reduced to a stimulus (resource scarcity)–response (violence) relationship. We find that drought is a contributing factor in four of the conflicts, and that a poor rainy season plays a role in a fifth one. However, resource scarcity is never the most important cause and it does not explain well the differences in conflict intensity. The most important contributor to explaining different levels of intensity is when local autochthonous and exclusionary claims are coupled with national-level political processes.

European bison: changes in species acceptance following plans for translocation

The prioritizing of human demands in human-dominated landscapes shapes human–wildlife conflicts. Damage to crops is the main cause of conflict with herbivores. In Lithuania, according to the Plan for the Protection of the European Bison (Bison bonasus L.), the translocation of animals from a free-ranging herd in central Lithuania is planned and has been widely announced in local media. We aimed to examine if the publication of such plans changed species acceptance and if the translocation was supported by local inhabitants. In 2014, after the translocation plan was announced, we interviewed 663 respondents living in the area with the free-ranging bison herd. We found that bison damage was considered more serious than had been expressed in a previous survey in 2008–2009, while overall species acceptance and tolerated distance between the bison and respondents’ living places had not changed, with fear of the animals becoming less expressed. Lethal means and reduction of animal numbers were not favoured, though the numbers of respondents that did favour this was higher in 2014 than in 2008–2009. Among the possible measures of population management that did not harm bison or leave them in captivity, translocation was least popular. Three factors explained 64.2% of bison acceptance, namely (1) respondent concerns about income sources, (2) sustainability of agricultural practices due to bison presence and (3) attractiveness of the locality with respect to child safety and price of real estate.

LA DIFICULTAD DE LLEGAR A ACUERDOS EN LAS RELACIONES HUMANAS: DEL CONTROL DEL EGO A LA PAZ INTERIOR.

Abstract:THE DIFFICULTY OF REACHING AGREEMENT ON HUMAN RELATIONSHIP: EGO CONTROL TO INNER PEACE.Wanting to be right is the main cause of conflicts involving human relationship. And the reason for the being of such cause is found in the ego. (We will use the term Ego, as part of the self that is at the service of the superego, in the sense Capra) It is assessing the psychological distress caused by the dependence of the ego. We believe that in the field of psychotherapy is of great importance to the domain of the ego to reach agreement among professionals that benefit our patients and not confuse them and learn to eliminate psychological suffering that produces lose control of the ego. To the above can be solved and lead a life of healthy relationship, outside prejudices and complexes have two fundamental tools; assertiveness and self-esteem.Keywords: assertiveness, self-esteem, ego, conflicts, complexes, and prejudices.Resumen:Querer tener razón es la principal causa de los conflictos que afectan a las relaciones interpersonales. Y la razón de ser de dicha causa la encontramos en el Ego. (Vamos a utilizar el término Ego, como la parte del Yo que se pone al servicio del superyo, en el sentido de Capra) Es de valorar el sufrimiento psicológico que provoca la dependencia de dicho ego. Consideramos que en el campo de la psicología, la psicoterapia es de gran importancia el dominio del ego para poder llegar a acuerdos entre los profesionales que beneficien a los sujetos, a los pacientes y no los confundan y de alguna forma se les pueda enseñar a eliminar el sufrimiento psicológico que produce el descontrol del mismo. Para que lo anterior se pueda solucionar y llevar una vida de relación interpersonal saludable, es decir fuera de prejuicios y conflictos, disponemos de dos herramientas fundamentales la asertividad y la autoestima.Palabras clave; asertividad, autoestima, ego, conflictos, complejos y prejuicios.

Understanding Roommate Conflict among University of Cape Coast Students: A Poisson Regression Approach

Although roommate conflict and its negative effects are visible on Ghanaian campuses, most of the publications on this type of conflict have been written by scholars in the developed world. Consequently, challenges and consequences associated with this type of conflict in Ghana and developing countries have not been adequately discussed in the literature. This study investigates causes, consequences and management strategies of roommate conflict and willingness to pay for conflict resolution services. Findings of the study indicated that most of the students have had conflict with their roommate. Poor communication, lack of cooperation, unreturned greetings and cold looks were identified as the major forms or signs of conflicts. Respondents indicated main causes of conflicts as refusal to clean room, noise making in the room, gossiping about roommate and using roommate property without permission. With regards to consequences of these conflicts, students suggested feeling tensed and uncomfortable, staying outside their rooms for long hours, sleep distortion and depression to be the major consequences. The study revealed bringing roommate together to resolve conflict themselves, encouraging communication among roommates, negotiation with roommate and special training on developing cooperative attitude among roommate to be the major management strategies to address conflict. Most of the students were unwilling to pay for conflict resolution services if provided by the university. Results of the poison regression estimation suggests family size of student, number of roommates in a room and being in a love relationship as significant and negative predictors of frequency of roommate conflicts.

Safe and family-centered maternity hospitals: organizational culture of maternity hospitals in the province of Buenos Aires

In 2010, the Safe and Family-Centered Maternity Hospitals initiative was launched in order to transform large public maternity centers into settings where safe practices are implemented and the rights of women, newborn infants and families are warranted. As a result, the paradigm of perinatal care was modified. This article reports on the findings of organizational culture as a component for the implementation of the initiative. The sample was selected in a non-probabilistic way and was made up of 29 public hospitals located in the province of Buenos Aires that participated in the initiative. During 2011 and 2012, an anonymous, self-administered survey was completed by members of the Department of Neonatology and the Department of Obstetrics. The survey collected information on three dimensions of the organizational culture: organizational environment, safe practices, and facilitation of change. A total of 1828 surveys were collected; 51% of survey respondents stated that there is a need to improve communication by having more meetings, while 60% made a positive assessment of various aspects of leadership. Work overload was described as the main cause of conflicts by 60%. Approximately 25% agreed and showed commitment with the initiative of transforming maternity centers. Adherence to practices was dissimilar depending on the practice, but half of survey respondents reported that there were genuine reasons for change. The assessment of the organizational culture showed that commitment to the Safe and Family-Centered Maternity Hospitals initiative is yet to be consolidated, and the evaluation of leadership is not comprehensive. Work overload and communication failures are the main reasons for conflict.

Maternidad Segura y Centrada en la Familia: la cultura organizacional de maternidades de la provincia de Buenos Aires

In 2010, the Safe and Family-Centered Maternity Hospitals initiative was launched in order to transform large public maternity centers into settings where safe practices are implemented and the rights of women, newborn infants and families are warranted. As a result, the paradigm of perinatal care was modified. This article reports on the findings of organizational culture as a component for the implementation of the initiative. The sample was selected in a non-probabilistic way and was made up of 29 public hospitals located in the province of Buenos Aires that participated in the initiative. During 2011 and 2012, an anonymous, self-administered survey was completed by members of the Department of Neonatology and the Department of Obstetrics. The survey collected information on three dimensions of the organizational culture: organizational environment, safe practices, and facilitation of change. A total of 1828 surveys were collected; 51% of survey respondents stated that there is a need to improve communication by having more meetings, while 60% made a positive assessment of various aspects of leadership. Work overload was described as the main cause of conflicts by 60%. Approximately 25% agreed and showed commitment with the initiative of transforming maternity centers. Adherence to practices was dissimilar depending on the practice, but half of survey respondents reported that there were genuine reasons for change. The assessment of the organizational culture showed that commitment to the Safe and Family-Centered Maternity Hospitals initiative is yet to be consolidated, and the evaluation of leadership is not comprehensive. Work overload and communication failures are the main reasons for conflict.

Conflicts in the intensive care unit.

Conflicts in intensive care units (ICUs) are common and concern all professional groups, patients and their families. Both intra- and inter-team conflicts occur. The most common conflicts occur between nurses and physicians, followed by those within nursing teams and between ICU personnel and family members. The main causes of conflicts are considered to be unsatisfactory quality of the information provided, inappropriate ways of communication and improper approach towards treatment of patients. ICU conflicts can have serious consequences not only for families but also for patients, physicians, nurses and wider society. Lack of communication among ICU teams is likely to impair cooperation and ICU team-family contacts. From the point of view of patients and their families, communication skills, as one of the factors affecting the satisfaction of families with treatment, are essential to ensure high quality of ICU treatment. While conflicts are generally unfavourable, they can also have positive implications for the parties involved, depending on their prevalence and management, as well as the community they concern.