Conflict Management System Research Articles

The future of UN peace operations: pragmatism, pluralism or statism?

Abstract Although United Nations peace missions have played an important conflict management role for decades, a backlash against the post-Cold War model of ‘liberal peacebuilding’ and other recent developments have called their future into doubt. Some observers contend that a ‘pragmatic turn’ is now underway—a shift away from ambitious plans to transform war-torn societies into liberal democracies and towards more modest and realistic goals. Whether ‘pragmatism’ offers a viable alternative framework for peacebuilding, however, is less clear. This article challenges key assumptions of the pragmatic approach to peacebuilding, including the notion that UN missions can be ‘agnostic’ about the governance arrangements of societies that host these operations, as some proponents of pragmatism recommend. Historical case-studies show that such assumptions are integral features of collective conflict management systems, including UN peace missions. Moreover, a close examination of the pragmatist approach reveals that it, too, is based on such assumptions—namely, that building peace requires the promotion of pluralist societies and states. Pluralist peacebuilding, the article concludes, could offer a compelling foundation for future UN missions in an era of rising statist–authoritarianism, but developing this approach will first require discarding pragmatism's pretence of ideological agnosticism.

Разработка системы управления конфликтами в отделении реанимации и интенсивной терапии многопрофильного стационара с помощью LEAN-технологий: пилотное исследование.

Objective: to develop and evaluate the effectiveness of a conflict management system using the example of the intensive care unit of a multidisciplinary hospital Materials and methods. The study was conducted on the basis of City Clinical Hospital No. 1 named after. N. I. Pirogov, resuscitation and intensive care units in 2023. The study included 74 department employees‑42 medical (34 male (80.9%) and 8 female (19.1%), and 47 nursing staff: 12 male (25.3%) and 35 female (74.5%). In order to identify the presence of conflict situations (incidents), their causes and factors provoking them, questionnaires were developed: questionnaire 1—initial assessment (input) and questionnaire 2—assessment of the results of the proposed conflict management model. analysis of operational activities, a Gantt chart was drawn up for medical and paramedical personnel, a comparative and statistical analysis of the results was performed and an algorithm for making management decisions was developed. Results. A tool for identifying conflict situations in a universal electronic form has been created. According to the survey results: conflicts do occur, they are regular, and the participants in the conflicts are department employees. The main cause of conflicts is the conditions of daily operating activities and non-compliance with ethical and deontological standards. Losses in the provision of medical care were identified and assessed: defects in the provision of medical care (defects); waiting is the time before the provision of medical services; untapped potential of employees; transport losses. An algorithm for managing conflicts and preventing future incidents has been developed and implemented. Conclusions. The study demonstrated the need for clear organization of operational activities; formation of protocols for improving professional competencies; formation of a motivational system; creation of an information analytical system for control and monitoring of current processes.

Conflict management in garment manufacturing company

Conflict is an imperative issue- even considered as burning issue in many industries- that is inevitably needed to dissolve or minimize in order to operate the organization successfully. Many researches and studies of conflict management have been conducted on several industries, but this researcher eagerly recognized to present an exclusive literature review on garment manufacturing industry not only from theoretical perspective but also based on his valuable long work-experience in this garment industry. It is hypothetically deemed by the garment factory owners and top management in Bangladesh that, somebody should research on this real-world issue in light of his/her acquaintance pertinent to this industry. The main purpose of this literature review is to present the practical and pervasive state of conflict management in garment manufacturing companies, and to find the techniques of resolution according to this researcher’s practical experience. This study provides an extensive literature review on conflict management in the context of Bangladesh garment manufacturing industry. It described meticulously about conflict zones, conflict types, conflict process, and some treasured techniques of conflict control- especially applicable for garment factories. It is amplified that, to control or minimize conflict in garment factory, conflict resolution skills and attributes should be taken into consideration, and top management’s positive intention is required to establish an effective conflict management system. Furthermore, along with the literature review, this study recommends some pragmatic solutions incorporating to different perspectives of conflict patterns and styles, and the guidelines of this study will lead the garment organizations to formulate defacto conflict management strategies for their employees.

The Intersection of Organizational Performance and Conflict Management at EB Poly Resources Limited (EBPRL), Gombe State, Nigeria

The emergence of conflict in organizations has been observed for a long time to be inevitable with a far-reaching implication for the survival, growth and development of organizations. Although different shades and intensities of conflict may be experienced by different organizations, the effective handling of these conflicts remains sacrosanct for the continuous survival and improvement of these organizations. The goals of this were to ascertain whether the conflict management system is in place in EBPR and whether conflict management and organizational performance were related in EBPRL. This study used primary sources for data collecting as it is a descriptive survey. To address the research topics, a quantitative method of data analysis using mean descriptive statistics was applied. According to the study, there is a significant correlation between organizational success in EBPRL and conflict management. It was therefore recommended that organizations should be encouraged to institutionalize conflict management systems with a functional reporting mechanism in their workplaces and always provide adequate supervision to employees to guarantee efficient and effective organizational performance.

From ‘dirty word’ to ‘critical enabler’: the evolution of peacekeeping-intelligence

ABSTRACT The article provides a historical analysis of the evolution of ‘Peacekeeping-Intelligence’ (PKI) as a UN intelligence system and tool of conflict management. It examines the processes leading to the development of the PKI Policy by analyzing the analytical entities that cumulatively contextualized these developments. It also examines the institutional mechanisms at the UNHQ, the underlying logic, and the challenges surrounding these processes. The article first traces the various iterations of information and analysis structures within the UN since the early 1960s. It then focuses on intelligence developments in the 1990s and the new millennium, where the lack of intelligence capabilities, particularly at the mission level, was identified as an underlining factor for the operational problems faced by the UN. It concludes with an examination of the PKI policy as an evolutionary step in UN peacekeeping. The paper argues that PKI offers a new pathway to effective peacekeeping and provides a foundation for enhanced decision-making through situational awareness, the safety and security of peacekeepers, and the protection of civilians.

ІННОВАЦІЙНІ ЗАХОДИ В УПРАВЛІННІ ОРГАНІЗАЦІЙНИМИ КОНФЛІКТАМИ НА ПІДПРИЄМСТВІ В У СУЧАСНИХ УМОВАХ ВЕДЕННЯ БІЗНЕСУ

The article analyzes the role of conflicts in the development of enterprises and their employees. The authors of the article point to the critical importance of understanding internal conflicts to achieve efficiency and innovation in management. They divide conflicts into constructive ones, which contribute to the development of new optimization projects, and destructive ones, which lead to a break in relations and violation of cooperation norms. The author offers two main directions of conflict management: for constructive conflicts – identification of common positions and coordination of interests for joint problem solving; for destructive – identifying the interests of the parties to reach agreements. Enterprise management must provide clear guidance on requirements and organizational procedures, promote coordination and cooperation among employees, and establish common goals to motivate employees to work together to solve problems. The article emphasizes the need to develop a program-targeted approach to conflict management, which includes the development of a management system, the creation of coordination subsystems at each level of management, and the planning of actions to reconcile conflicts. The analysis of conflict situations should include the determination of the causes of the conflict, the topics of mutual disputes, the motivation of the participants and the direction of their actions. The article emphasizes that effective conflict management involves an integrated approach that ensures not only the resolution of existing contradictions, but also the development of positive aspects in the activities of the labor team. An important role is played by preventive measures, which help to avoid the occurrence of conflicts, as well as the readiness of management to resolve the conflict. The scientific novelty consists in the development and testing of a complex approach to the identification, analysis and resolution of organizational conflicts, which includes the use of innovative management methods and technologies. This study goes beyond traditional approaches to conflict resolution, proposing the integration of modern communication tools, psychological techniques, and strategic analysis to create an effective conflict management system in an enterprise.

The Institutionalization of Urban Communities of Major Regional Centers of the Russian Federation in the System of Political Conflict Management: Limits of Possibilities

In modern Russia, the problems of institutionalized participation of the communities of major regional centers in political conflict management and decision-making on the urban development agenda are becoming more relevant. Political institutionalization is considered by the authors in the context of the liberal theory of conflict, the neo-institutional approach, and illiberal peacebuilding. The authors draw conclusions on the growth of the subjectivity of urban communities with their lack of involvement in the system of political governance at the city level, based on the data of an empirical study conducted through semi-structured interviews with leaders and activists of urban communities in three major regional centers of Russia - Voronezh, Krasnodar, Yaroslavl, as well as an expert survey in these cities. The analysis of the “Krasnodar Tram” case reveals such problems as the low level of institutional trust in the system of interactions between urban communities and local authorities, as well as the lack of effective mechanisms for coordinating decisions in a conflict. Thus, the political institutionalization of communities is limited in scale, which is due to the state of the public policy space at the municipal level, the hybrid nature of institutional regulation, as well as the structure and characteristics of the activities of the communities themselves.

A fragmented and heavily privatized dispute resolution system: The United States

AbstractThe United States possesses a highly fragmented and decentralized set of mechanisms addressing work‐related conflicts and disputes. There are consequential differences in how workplace conflicts are resolved across the following settings—union and nonunion or collective and individual, public and private sectors, traditional and nonstandard employment models, and public and private forums. An important trend is the growing influence in the nonunion sector of ‘private justice’ provided in employment arbitration and conflict management systems as a replacement for ‘public justice’, and in the union sector, private neutrals also play a key role.

Правовое регулирование системы управления конфликтами в Великобритании

The analysis of the legal regulation of conflict resolution in the organisation and the rather effective practice of its application in Great Britain proves the necessity of using foreign experience to improve Russian labour law in this sphere. At the same time, despite the absence of similar regulations in Russia, it is not enough to speak only of the need to develop and implement them to resolve social and labour disputes that have already arisen in the organisation. The concept of conflict management as a strategic goal of the employer for the development of social and labour relations should be introduced. The conflict management system can be a unity of: the employer's conflict management policy; organizational conditions that ensure distribution and implementation of conflict management authority among representatives of the employer; the system of local regulations mediating conflict management in the organization; and conflict management procedures. Conflict management procedures should include both measures to anticipate and prevent disagreements in the course of joint work activities and to resolve and resolve conflicts that have arisen. Preventing the emergence of conflicts involves: 1) creation of a culture of diversity and inclusive environment in the organisation; 2) detailed regulation of business processes with clear distribution of functions between structural units and labour duties between employees occupying relevant positions; 3) distribution of conflict management responsibilities between employer representatives using management levels; 4) procedures for organising and conducting training of officials in conflict management; 5) informing and advising employees on ur. Regulations on the structural subdivisions of the organisation, job descriptions of heads of structural subdivisions should stipulate responsibilities for settlement and resolution of conflicts, including personal interviews with subordinate employees to prevent disagreement, acceptance of applications and complaints, their review and making initial (final) decisions on the complaint, etc. The procedures for resolving and settling conflicts that have arisen should describe the procedure for holding employees liable for labour law violations and handling complaints against the employer, its representatives and other participants in the labour process. The conclusions presented in this article could be used by Russian employers in local rulemaking and organisational, managerial and enforcement practice in the organisation. The author declares no conflicts of interests.

FROM "CAPRICE MEDICINE" TO "EQUAL RESPONSIBILITY MEDICINE": TASKS, TECHNOLOGIES AND SPECIFICS OF CONFLICT MANAGEMENT IN A MULTIDISCIPLINARY PRIVATE CLINIC

The article substantiates the tasks of introducing a conflict management system into the work of a private sector medical organization, reducing the number of ethical and legal conflicts that arise during the provision of medical care. The analysis of the conceptual foundations, regulatory framework and specifics of the use of conflict management tools in the context of solving organizational and managerial tasks in a private multidisciplinary clinic is presented.

CONFLICT MANAGEMENT AT THE ENTERPRISE

Any socio-economic system is impossible without conflicts, but they can have both constructive and destructive results. That is why the issue of conflict management at the enterprise is relevant. The purpose of the article is to develop an algorithm for conflict management at the enterprise.
 The following methods were used to implement the goals of the article: the information on the definition of the concept of conflict was analyzed and synthesized, and it was established that some authors consider conflict as a negative phenomenon, others as a neutral phenomenon, and still others as a phenomenon that can lead to both positive and negative results Using a logical approach, it was determined that the process of conflict management should take place at the enterprise level as an activity to create conflict management technology, conflict-related competence of employees and other actions to ensure conflict prevention. In the course of the research, the synthesis method, the graphic method and the systematic approach to the formation of conflict management algorithms were also widely used.
 In the article, the conflict management algorithms at the enterprise were further developed, which, unlike the existing ones, were supplemented with a conflict diagnosis phase (for the level of the actual conflict) and an expansion of the content of the algorithm phases at the enterprise level.
 The proposed improvements will stabilize conflict management processes at the enterprise and determine a certain procedure for this process.
 The obtained results, consisting in the development of an improved conflict management algorithm at the enterprise, allow for further research on the development of the conflict management system and the mechanism of formation of conflict-related competence of the enterprise's employees.

Mediation as an Alternative Dispute Resolution to resolve interpersonal conflicts in Hong Kong universities

PurposeThis paper aims to provide insight into mediation as an Alternative Dispute Resolution (ADR) to resolve interpersonal conflicts for undergraduate students in Hong Kong.Design/methodology/approachMixed methods research approach was utilised to examine university students' understanding of dispute resolution at their respective universities in Hong Kong, and factors that may influence their decision to utilize ADR on campus.FindingsThe tendency for university students in Hong Kong to voice criticisms was low due to: (1) unawareness of proper grievance channels; and (2) fear of potential academic retribution from the institution. This may be the result of inadequate promotion and transparency in the existing higher education dispute resolution framework. Academic staff acknowledged the limitation of the existing closed-door dispute resolution system and the need for an alternative conflict management system which emphasises on restoration of harmony in the university community.Originality/valueAs there is a lack of study focusing on ADR practices in Hong Kong universities, this paper provides insight into the feasibility of integrating ADR into the existing dispute resolution processes in resolving interpersonal conflicts at universities in Hong Kong.

Exploring the Integrated Conflict Management System in China

The perfection of labor law and enhanced legal awareness among employees have caused an increase in labor disputes in China. However, there are only a few studies that systematically analyzed conflict resolutions within organizations in China. In attempt to address this research gap, this study used the conflict management theory and classified the various mechanisms of the conflict management system using a quantitative research design approach, focusing on positing tools specific to the situation in China, as well as analyzed the effect of different conflict management mechanisms on employee outcomes, in hope that the findings would provide constructive suggestions for improving the management of Chinese organizations.

Conflict management in the indigenous community of Batad in the Philippines: A system dynamic perspective

AbstractConflict management has been widely examined, with research focusing on different conflict management styles, strategies, and factors that influence effective conflict resolution. However, despite the significant research attention dedicated to this field, the search for new insights and discoveries continues to discover how best to resolve and manage conflicts. The present study contributes to the literature by applying a system dynamic perspective to gain understanding of conflict management and constructs a theorized leadership model based on the experiences of leaders in an indigenous community in the Philippines. We utilize a phenomenological approach to involve multiple indigenous leaders and obtain their experiences of the conflict management process and system dynamics in their indigenous communities. Our results achieve the following: (a) demonstrating the complex nature of conflict management, validating the utility of the system dynamic perspective; (b) demonstrating that conflict management occurs on and involves multiple levels; and (c) revealing the importance of the humility and unbiasedness of leaders in the conflict management process. These findings provide novel insights into alternative mechanisms for effective management of conflicts in modern workplaces and organizations.

갈등관리시스템 접근을 통한 지역 노사갈등관리의 개선방안에 관한 연구

This study identified the problems related to conflict management of the local association of labor, management, community and government from the perspective of the conflict management system and suggested improvement measures. The results of the study are as follows. First, in terms of available procedures, there is a local association stipulated in the relevant law as a conflict management procedure or system that can be used by the parties to the current regional labor-management conflict. However, 79 local governments, about 32.5% of the 243 local governments, have not yet established a local association, so there is a problem that the available procedures for conflicting parties in these regions are limited. Therefore, it is suggested that the ordinance to establish a local association in these regions should be first enacted. Second, in terms of motivation, since there is a problem of lack of active will and participation of participants, it was suggested to induce participants to actively participate in the local association to represent their interests. Third, in terms of skills, the problem of skills shortage was discussed focusing on the lack of organizational base of the participants, and the central government support and education and programs for strengthening the skills of the participants were proposed until the participants had some level of competence. Fourth, in terms of resources, the problem of lack of permanent administrative offices and fulltime employees, lack of budget, and lack of information provision were pointed out. And to improve these problems, support and incentives to expand permanent administrative offices and fulltime employees, budget support, and information provision support were proposed.

Ogbakiri Community Conflict and its Management Approaches

The purpose of this article was to analyze the method used to handle communal conflict in Ogbakiri using a descriptive survey. A sample size of 400 was drawn using Taro Yamane from the study's population of 201,901. The respondents' information was gathered using a 33-item questionnaire that was self-designed. Descriptive statistics were used to analyze the data that had been obtained. Result showed that traditional leaders, town criers, vigilante groups, social institutions, eleawerenzi (married women), omereny (adult daughters), the authority of the ancestors, elders, the use of law enforcement personnel, the use of courts, and the constitution of fact-finding committees were the main conflict management systems in Ogbakiri because only the government cannot resolve intercommunal disputes hence, committees comprising of archeologists, historians, and traditional rulers should be set up by the government to put up all historic facts right to avoid twisting of facts.

Near Midair Collision Analog for Drones Based on Unmitigated Collision Risk

The capability to avoid other air traffic is a fundamental component of the layered conflict management system to ensure safe and efficient operations. The evaluation of systems designed to mitigate the risk of midair collisions of manned aircraft is based on large-scale modeling and simulation efforts and a quantitative volume defined as a near midair collision. Six-degree-of-freedom rigid point mass simulations are routinely employed by standards developing organizations when designing these systems. Because midair collisions are difficult to observe in these simulations and are inherently rare events, basing evaluations on near midair collisions enables a more robust statistical analysis. However, a near midair collision and its underlying assumptions for assessing close encounters with manned aircraft do not adequately consider the different characteristics of smaller drone encounters. The primary contribution of this paper is a quantitative criterion to use when simulating two or more smaller drones in sufficiently close proximity that a midair collision might reasonably occur and without any mitigations to reduce the likelihood of a midair collision. The criteria assume a historically motivated upper bound for the collision likelihood. We also demonstrate that the near midair collision analogs can be used to support modeling and simulation activities.

Enhancing employee productivity through effective conflict management in Transmission Company of Nigeria

This study investigated the impact of conflict management on employees’ productivity in a public sector organisation, a case of Transmission Company of Nigeria (TCN). This study adopted the survey research design. A total of 100 respondents were selected for the study using stratified sampling technique. Questionnaire was used to collect primary data. Data collected were analysed using descriptive statistics. Hypotheses were tested through regression analysis and correlation coefficient. The findings revealed that effective conflict management enhance employee’s performance in an organisation and that organisation’s conflict management system influences employee performance in the organisation. It was recommended that organisation should embark on training and retraining of its employees in area of conflict management so as to create a conductive working environment for the employees and that there should be efficient and effective communication between and among all categories of the employees in the organisation. This will reduce conflicting situations in the organisation.

Conflict Management System as a Direction of Implementing the Human Resources Policy of an Educational Organization within the Digitalization of the Economy

Conflict Management System as a Direction of Implementing the Human Resources Policy of an Educational Organization within the Digitalization of the Economy

Конфліктологічна парадигма в контексті трансформації соціально-трудової сфери

The purpose of the article is to develop a holistic concept of managing social and labor conflicts and, on its basis, to form a new conflict paradigm. The theoretical provisions that create a methodological basis for a comprehensive analysis of the nature of social and labor conflicts in the context of the transformation of the social and labor sphere of society are substantiated. An analysis of the essence of the concept of "social and labor conflict" was carried out. The main components of the concept of managing social and labor conflicts and their structural and functional connections are substantiated. The formed concept is the basis of a new conflict paradigm, which includes the main system parameters: laws, principles, functions, subjects and objects of conflict, methods of conflict management, levels of management, relations, regulating norms, limits of conflict, assessment and diagnostic methods, coordination. The proposed paradigm defines an integrated conceptual approach to the management of social and labor conflicts as an economic category, which is the basis for creating an effective system of conflict management and the formation of structural policy in the conditions of a socially oriented transformational economy.