Practice Of Conflict Management Research Articles

Symposium 2: The potential for Networked Learning in Environmental Assessment teaching in Sweden

This paper explores the current teaching of Environmental assessment (EA) in Sweden. EA processes aim at identifying the potential advantages and disadvantages of a proposed action mainly applied in physical landuse planning and for the approval of projects. EA not achieving best practice has been an issue within research for a long period of time. At the same time, the competence requirements on EA practitioners are very high. Recent court verdicts have raised a concern about the competence status among Swedish practitioners in the field of EA. The aim of this paper is to explore and analyse the current teaching in EA in Sweden in order to develop this field through influence from other disciplines, in this case Network Learning (NL). The paper builds on two different analyses. The first being an analysis of Swedish EA courses. The second being a comparison of the International Association for Impact Assessment (IAIA) Best Practice Principles for Teaching, and the Design dimensions for NL. The analysis shows that most of the courses are leaning more towards practical training than integration of research contribution and research training. This means that there is a risk that the students will leave the university with a low absorptive capacity. The analysis has also identified that vital competences are lacking in current teaching. These are the awareness of EA being an interdisciplinary process and integrative and systems thinking. This despite, the ability to synthesize information from different sources to develop a holistic understanding is central to EA practise. The comparison with the design dimensions for NL experiences shows a clear correlation with the category pedagogy of the IAIA Principles an indirect correlation with content and skills. The social dimension in NL is not visible in the analysed course syllabuses, and notions of conflict management and reflective practice are weak. The backbone of EA teaching is the same in all countries and there are good opportunities, with technology, to build international teaching networks. This would enable more knowledge sharing in larger teaching communities in the field of EA teaching. Therefore, network learning offers a potential for EA teaching, bridging the gap between theory and practice.

Teamwork Conflict Management Training and Conflict Resolution Practice via Large Language Models

This study implements a conflict management training approach guided by principles of transformative learning and conflict management practice simulated via an LLM. Transformative learning is more effective when learners are engaged mentally and behaviorally in learning experiences. Correspondingly, the conflict management training approach involved a three-step procedure consisting of a learning phase, a practice phase enabled by an LLM, and a reflection phase. Fifty-six students enrolled in a systems development course were exposed to the transformative learning approach to conflict management so they would be better prepared to address any potential conflicts within their teams as they approached a semester-long software development project. The study investigated the following: (1) How did the training and practice affect students’ level of confidence in addressing conflict? (2) Which conflict management styles did students use in the simulated practice? (3) Which strategies did students employ when engaging with the simulated conflict? The findings indicate that: (1) 65% of the students significantly increased in confidence in managing conflict by demonstrating collaborative, compromising, and accommodative approaches; (2) 26% of the students slightly increased in confidence by implementing collaborative and accommodative approaches; and (3) 9% of the students did not increase in confidence, as they were already confident in applying collaborative approaches. The three most frequently used strategies for managing conflict were identifying the root cause of the problem, actively listening, and being specific and objective in explaining their concerns.

CONFLICT MANAGEMENT IMPLEMENTATION (Case Study at SMPIT Bintang – South Tangerang City)

This article aims to give an overview of humans in an organization always faced with conflicts both individually and in groups. Conflict is inevitable. Every group in an organization in which there is interaction between one another is very prone to conflict. Conflicts can also occur within an Educational Institution. The implementation of conflict management turns out to be able to create a good working relationship in order to build mutual respect between fellow members of the organization and respect for diversity, to prevent disharmony between members of the organization, so as to focus on the vision and mission of the organization, to increase the creativity of the members of the organization by taking advantage of the conflicts that occur. The method of writing this article is descriptive qualitative based on a library research approach (literature study). The purpose of this study is to get an overview of the application of conflict management in SMPIT Bintang. In addition, the purpose of this study is to find out how the principal in optimizing the application of conflict management. The result of this research is that conflict management practices have been implemented by the Principal at SMPIT Bintang. The conflict management practice implemented by the Head of SMPIT Bintang refers to the theory of conflict management styles, namely by practicing the style of competition, collaboration, compromise, avoidance, accommodating.

Temperament types and Conflict Management Styles of School Heads in the Public Secondary Schools: An Explanatory Sequential Mixed Method Inquiry

Conflict is manageable when paired with reason and experience. Using explanatory sequential mixed-method, this study determined the extent of practice and explored the insights and experiences of school heads in conflict management styles. For the quantitative phase, frequency count, percentage distribution, mean, spearman rank correlation, and rank biserial were used. The results revealed that school heads generally practiced conflict management styles to a great extent. This means that the five conflict management styles were often observed by the school heads. Meanwhile, both temperament types and demographics do not influence conflict management styles which were also supported by the qualitative results through Lichtman's three Cs: coding, categorizing, and conceptualizing. Thus, in the practice of conflict management, school heads vary in terms of their perspectives, while reasons serve as guiding principles coupled with appropriate approaches. Moreover, it is the administrative experience that really matters in conflict management, not necessarily generational age, sex, and educational attainment. The findings suggest that reason and experience are essential factors of conflict management.

CONTRIBUTION OF THE BHAGAVAD GITA TO MANAGEMENT PRINCIPLES

The current paper aims to analyse the Bhagavad Gita's influence on management ideas. Bhagavad Gita is a significant source of specific management vision and thoughts, which have established a benchmark in the modern world as a critical source for success for any organisation or an individual. Since management is a crucial aspect of life, the Bhagavad Gita's philosophy should be studied from various angles, not just from a spiritual one. Instead, it serves as a manual for improving managerial performance. The Gita strongly emphasises controlling one's behaviour and that of others. This study explains how the "Gita" affects living in the contemporary industrial era. Studying the Bhagavad Gita's subject matter and how it relates to management principles is the primary goal of this essay. It is analytical research that explains conflict management theory and practice. Keywords: Bhagavad Gita, Management Principles, Karma Yoga, Management, Managerial performance.

Methods of conflict management at the aviation industry enterprises

The article deals with the management of hidden conflicts at the enterprises of the aviation industry. At present, a topical issue for the management of companies is the resource effectiveness of personnel, obtained as a result of the development or implementation of a management decision. The author emphasizes the importance of the conflict management process as a key tool for personnel management, on which the success of the company and sometimes the very existence of the enterprise, largely depends. The purpose of this work is to describe the conflict management methodology at the enterprises of the aviation industry by developing a model for identifying conflicts at an early stage. The main aspects of identifying conflict situations on the basis of modern theory and practice of conflict management are revealed. In this regard, the necessity for the top management of enterprises to make competent, economically sound management decisions is substantiated. A model for identifying hidden conflicts between employees is proposed.

PRAKTIK MANAJEMEN KONFLIK KEPALA MADRASAH

This study aims to describe in a systematic, actual, and accurate manner regrading the conflict management practices of the Madrasah Principal at MTs Bumi Sholawat Central Lampung. The source of the data in this study came from the stakeholders of MTs Bumi Sholawat Central Lampung which are the parties involved in it. Researchers used data collection technique through observation and interviews, then analyzed the data that had been collected from the beginning of the study to the end of the study with data reduction techniques, data presentation, and drawing conclusions. This research was conducted periodically from January 11, 2022 to March 02, 2022. This research was conducted to obtain valid data on conflict management practices for Madrasah Prinsipals at MTs Bumi Sholawat, Central Lampung. The result of this study indicate that the practice of conflict management has been implemented by the Head of Madrasah at MTs Bumi Sholawat Central Lampung. The conflict management practice carried out by the Madrasah Principal of MTs Bumi Sholawat Central Lampung refers to the theory of conflict management styles, namely by practicing the styles of competition, collaboration, compromise, avoidance, and accommodation.

Escalation as a way to resolve conflicts and contradictions

The domestic and foreign practice of project conflict management and resolution is analysed. The concepts of “conflict” and “contradiction” are differentiated. The modern point of view on the essence of the conflict is revealed, suggesting that the conflict does not always have negative consequences. In some cases, it is necessary to increase the effectiveness of the project implementation, so sometimes managers are required to stimulate its development (escalation of the conflict). The specific features of the escalation of the conflict and its relevance in a particular conflict situation are determined. The psychological features of the conflict escalation are analysed, which are manifested in the reluctance of domestic leaders to take the problem higher because of the fear of not being able to cope with the management of the conflict. Strategies for managing project conflicts are highlighted, and a conceptual model for managing them is proposed.

MPLA Case 3: Don't criticize me in public!

This work of fiction re‐enacts a scenario in which a medical physics resident was not able to address a physics call during patient simulation and was criticized by the supervising faculty physicist in front of the team and the patient. The resident and the faculty agreed to meet afterwards to debrief the situation, in the hope of establishing a better working relationship. The intended use of this case, through group discussion, self‐study, or role‐play, is to encourage readers to discuss the situation at hand, inspire professionalism and leadership thinking, and allow the practice of conflict management. Facilitator's notes are available upon request to the MPLA Cases Subcommittee. This case study falls under the scope of and is supported by the Medical Physics Leadership Academy (MPLA), a committee in the American Association of Physicists in Medicine (AAPM).

PENGARUH MEDIASI MENTAL KESIAPAN UNTUK BERUBAH DAN WORK-FAMILY CONFLICT TERHADAP KINERJA KARYAWAN DI MASA PANDEMI COVID-19

This study aimed to measure the effect of work-family conflict on employee performance of the part-time employee of a packaging industry in Tangerang which are mediated by readiness for change. Data collection was done by simple random sampling technique and the returned and valid questionnaire results were 143 samples. Data processing was used SEM method with SmartPLS 3.0 software. The results of this study concluded that work-family conflict have negative and significant effect on the employee performance, but work-family conflict have a positive and significant effect on readiness for change. This study conclude also that readiness for change have a positive and significant effect on relationship work-family conflict and employee performance. Readiness for change as fully mediator. This new research proposed a model for building employee performance among the part-time employee of a packaging industry in Tangerang through enhancing work-family conflict management practice with readiness for change as a mediator. This research could pave the way to improve employee readiness in facing the era of industrial revolution 4.0.

The Practice of Conflict Management in Construction Projects in Kenya

Conflicts in construction projects seem an increasingly prevalent phenomenon in Kenya, perhaps because of the projects’ uncertainty, complexity, and diversity of participants. Management of these conflicts remains ineffective, an occurrence that creates a major obstacle to the success of project implementation, usually leading to an increase in project cost, delayed project completion, and in worst cases suspension of the project. A review of literature has revealed the negative role played by conflict on project success.This study sought to investigate the practice of conflict management in construction projects in Kenya to develop a schematic framework for managing conflicts, using project harmony potential as a measure of the availability of conflicts or their lack in construction projects. The study adopted a cross-sectional research design. Construction projects registered with NCA in the last five years within Nairobi and having the embedded unit of analysis of project participants under this study were sampled using the cluster method. Questionnaires were administered to project developers, contractors, and consultants working in consultancy or contractor firms randomly sampled. The study used inferential analysis of bivariate Pearson’s correlation and Regression analysis to determine the significant factors affecting the project harmony potential as well as establish a predictive model. The study demonstrated that there was a positive and statistically significant linear relationship between project harmony potential and delay management, project team partnering orientation, direct provisions for conflict management in the Project Handbook, promptness of Monitoring and Evaluation work, CPM (Construction Project Manager) technical experience, and communication plan. These factors were considered to be critical factors for the project harmony potential for construction projects in Kenya. A model was established using these variables and was found to explain 69.1% of the project harmony potential. The developed model will be useful in predicting the harmony potential of a project during implementation.

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

The work of conflict mediation: Actors, vectors, and communicative relationality.

Mediation is a widely used form of third-party conflict management for which research has primarily focused on the role of mediators. But how are the relations between disputing parties constituted in communication involving written texts, such as official letters or medical reports, during mediation sessions? To gain deeper insight into the communicative dynamics through which third-party disputes are created, sustained, and resolved, this article proposes a new theoretical perspective on mediation that illuminates how human beings and written texts can act as vectors for each other, i.e., how they can make important differences in mediation sessions because they carry or convey what someone or something else is saying, doing, thinking, or feeling and, thus, contribute to composing the nature of disputants’ relations. The value of this vectorial perspective on mediation is subsequently demonstrated through an inductive analysis of video-recorded sessions that took place at an administrative tribunal in Canada. By showing how texts (or their absence) can act as (1) conjunctive vectors that contribute to highlighting disputants’ compatibilities and help them find common ground, or (2) disjunctive vectors that contribute to highlighting their incompatibilities and obstruct their dispute resolution, this article advances the academic and professional literature on the role of communication in conflict mediation work, and reveals significant implications for the study and practice of conflict management in organizations as well as scholarship on relational ontologies.

Organization Design Preferences and Conflict Management Styles among Graduate Students of Nuevavizcaya State University

Good organizational design helps communications, productivity, and innovation. It creates an environment where people may work effectively. Among those concerns which they may handle with utmost efficiency is conflicts management which in this study is tested for correlation with organizational design preferences among graduate education students of the College of Teacher Education- Bambang Campus. Tools like profile, organization design preference and conflict management practice questionnaires were used to ascertain the relationship of constructs under investigation. After data analysis using descriptive method of research at 0.05 level of significance, the respondents who were generally female, less than five years in service and mostly specialized in general education displayed organizational preferences which regard leaders to possess roles and functions as authority and conflict management styles which surfaced the emotional maturity of the respondents. Further, the preferences and styles of the respondents vary significantly when grouped according to their specialization but did not yield significant differences when grouped according to their gender and years of service. As a final point, the respondents’ organization design preferences correlate significantly with their conflict management styles.

Work-Family Conflict, Readiness for Change and Employee Performance Relationship During the Covid-19 Pandemic

This study aimed to measure the effect of work-family conflict on employee performance of the part-time employee of a packaging industry in Tangerang which are mediated by readiness for change. Data collection was done by simple random sampling technique and the returned and valid questionnaire results were 143 participants. Data processing was used SEM method with SmartPLS 3.0 software. The results of this study concluded that work-family conflict have negative and significant effect on the employee performance, but work-family conflict have a positive and significant effect on readiness for change. Also, this research found that readiness for change have a positive and significant effect on relationship work-family conflict and employee performance. Readiness for change as fully mediator. This new research proposed a model for building employee performance among the part-time employee of a packaging industry in Tangerang through enhancing work-family conflict management practice with readiness for change as a mediator. This research could pave the way to improve employee readiness in facing the era of industrial revolution 4.0. Keywords: Employee Performance, Readiness for Change, Work-Family Conflict

Work-Family Conflict and Worker’s Performance during Covid-19 Pandemic: What is the Role of Readiness to Change Mentality?

This study aimed to measure the effect of work-family conflict on employee performance of the part-time employee of a packaging industry in Tangerang which are mediated by readiness for change. Data collection during covid-19 pandemic was done by simple random sampling technique and the returned and valid questionnaire results were 143 samples. Data processing was used SEM method with Smart PLS 3.0 software. The results of this study concluded that work-family conflict have negative and significant effect on the employee performance, but work-family conflict have a positive and significant effect on readiness for change. This study conclude also that readiness for change have a positive and significant effect on relationship work-family conflict and employee performance. Readiness for change as fully mediator. This new research proposed a model for building employee performance among the part-time employee of a packaging industry in Tangerang through enhancing work-family conflict management practice with readiness for change as a mediator. This research could pave the way to improve employee readiness in facing the era of industrial revolution 4.0.

Conflict Management Practice among Stakeholders in Construction Project Delivery

Conflict is a natural phenomenon among people, groups, and organisations. Due to the unique and complex nature with different parties, conflict is inescapable in most construction projects. These complexities and unsure nature of construction projects need effective stakeholder management approaches to contain conflicting stakeholder interests and to build coexistence among construction and ensure attainment of overall organisational goal. Little consideration has been given to stakeholders’ conflict management strategies in construction project delivery. This study seeks to investigate stakeholders’ conflict management practices in the construction project delivery using Lagos as the study area. The study adopted survey research method. Questionnaires were distributed to the targeted population. A total of 192 respondents’ data were found to be valid and appropriate for the analysis which represents 76.8% response rate. Data obtained were analysed using frequency, percentages, mean score, ranking, spearman rank correlation and ANOVA. The findings of the study revealed that, “be aware causes and result”, “negotiation”, “take steps to deal with the causes”, “establish cooperative goals” and “mediation” were the most used conflict management strategies in construction project delivery. Likewise, “absence of adequate institutional framework”, “fear of change”, “inadequate planning and preparation”, “misunderstanding and loss” and “lack of awareness in alternative dispute resolution (ADR)” were agreed to be the major challenges to a conflict management process. The t-test result shows that there is a strong agreement (P < 0.05 t=2.09, 2.03) between the opinions of the construction stakeholders on the conflict management techniques and challenges. The study recommended that construction stakeholders should be conversant with the various conflict management techniques at their disposal to maintain a coexistence attitude among themselves.

Health Professionals’ Conflict Management in Primary Healthcare Facilities of Thessaloniki Prefecture

Introduction: The successful organization and operation of a medical structure requires interdisciplinary cooperation, which increases the degree to which health professionals interact with one another. As the interaction degree increases, the probability of conflicts rises in proportion. Conflict management is a systematic procedure aiming to detect mutually satisfying results for the conflicting parties and differentiates depending on the characteristics that constitute the parties involved. Aim: Investigation of ways to resolve and manage conflicts between health professionals working in primary health care facilities. Methods: Α cross-sectional study was performed in Health Centers within the Prefecture of Thessaloniki, during the first trimester of 2016, with 220 health professionals participating, among which doctors, nurses, midwives, health visitors and nurse assistants. Data was collected via structured anonymous self-report questionnaires. Data processing was performed with SPSS 22.0 statistics package and the x2 statistical test was used for qualitative variables (trend control) and t-test for quantitative variables. Results: The 77.4% of the participants worked for more than 10 years, the 10.9% were postgraduate graduates and 81% of the participants were female. Assessment of results revealed that the most common conflict management practice chosen by health professionals was “to avoid conflict” (67.3%), followed by “compromise” (43.6%) by means of securing mutual benefits for both parties. The manner of conflict management was found to be related to sex, education level, profession, as well as work experience. The vast majority of participants (74.7%) stated that they had not undertaken any previous education on conflict management issues. Conclusions: Frequency of conflicts was found to be high between health professionals working in Primary Health Care Facilities and especially between doctors and nurses. Findings of the present investigation underline the necessity to establish new ways of communication and collaboration. Provision of suitable education to health facility members would be deemed a positive step.

Addressing identity-related barriers to collaboration for conservation through self-affirmation theory and moral foundations theory.

The natural resource management literature documents many reasons for pursuing collaborative processes, offering useful insights on how to manage conflict and facilitate productive deliberation in complex multistakeholder collaborative efforts. Moral foundations theory and self-affirmation theory can further help collaborative efforts mitigate conflicts caused by identity threats and the identity-protective reasoning these threats provoke. Moral foundations theory suggests an approach to increase collaboration by minimizing triggering language and helping people appreciate opposing viewpoints. Self-affirmation theory suggests a practical intervention that could be used to increase collaboration by desensitizing people to identity threats and reducing defensiveness. Taken together, these theories can contribute substantially to the understanding and practice of collaboration and conflict management for conservation.

The degree of educational supervisors' practice of conflict Management

Abstract This study aims at highlighting the degree of educational supervisors' practice of conflict management strategies in AlDahra Governate in Oman. In order to achieve the goal, a questionnaire was conducted and that composed of (47) items distributed on seven key areas. After ensuring the validity and reliability of the questionnair, they were applied to (130) educational supervisors and first teachers. To answer the study questions, the study used means, standard deviations, and T-Test. The main results show that supervisors implement all conflict management strategies in AlDahra governate in Oman moderately and as the following Descending order: participation, settlement, avoidance, enforcement, and courtesy. Also, there are no statistically significant differences at the level of significance (α≤ 05,0) to practice the degree of educational supervisors' practice strategies for conflict management based on the variables of social status, qualification and years of experience. In the light of the results of the study, the researcher recommends the need of paying attention by the educational supervisors to understanding teachers’ attitudes, points of view, aspirations, and the involvement of some mediators in the event of problems between supervisors and teachers and between teachers themselves, employment of courtesy and diplomacy with teachers to end disputed issues, which reduces the chances of future conflict and being supporter to solutions between the parties of possible conflict. Keywords: educational supervisors, practice, conflict Management strategies.