Conflict Management System Research Articles

A Study on the Actual Condition of Conflict Management in Jeju Area and the Perception of Local Residents on Public Conflict

Purpose - The Jeju region is engaged in public projects such as tourism and recreational leading projects planned in the Comprehensive Plan for smooth promotion of the international free city, The purpose of this study is to identify the conflict situation of local residents in order to find conflict resolution and to find out the perspectives for conflict resolution. Research design, data and methodology - The survey was conducted for all residents of Jeju and the residents of Wolpyeong-dong, a project area. As a result of the empirical analysis, both groups recognized the importance and necessity of tourism development in Jeju region. Result - For the factors causing conflict and the solutions, there was a statistical significant difference in perceptions. The causes of the conflict were lack of opinions of the residents of the project, poor information disclosure by the project planners, lack of policy explanation of the project, lack of policy transparency of development projects, and inadequate compensation amount to residents. Important measures for resolving conflicts required local governments to ensure transparency in information disclosure and information enforcement, establish a council where residents and stakeholders can always participate, revitalize local autonomous centers, and increase the role of local governments. At the central government level, it was analyzed to improve the central government s conflict management system and to prepare alternatives to policies. Conclusion - To ensure that the participation and opinions of local residents will be properly reflected in the future, the project will actively promote the communication of information between project planners and local residents. In particular, it is necessary to promptly inform residents at the planning stage. In order to avoid internal conflicts among local residents, briefing sessions should be held at each stage of the project so that there is no information gap among local residents. To promote transparency of business contents in the course of project promotion, the establishment of a consultative body in which stakeholders participate should be sought to establish appropriate conflict To promote local residents strengthen their capabilities and understand business, education support system such as win-win education program should be established.

Mediation as a Component of Conflict Management: Experience of European Union Countries and its Implementation In Ukraine

In the context of transformation of all spheres of life, the ability of people to effectively communicate and resolve conflicts that arise throughout life is of great importance. The congestion of courts, the length and high cost, inflexibility and regularity of the judicial way of resolving conflicts in civil, family, labor and other areas of law make it necessary to resort to alternative approaches to dispute resolution (ADR). Of particular importance is the ability to use mediation procedures – an informal and flexible dispute resolution process. Mediation is free from the disadvantages of litigation: the European experience shows that the basic principles of mediation are voluntariness, autonomy of the parties, confidentiality of the procedure, the neutrality of the mediator, unlike a judge or lawyer. The actual application of these principles and rules of mediation allows for excellent results in conflict resolution - the practice of EU countries and associated members indicates that between 80% and 100% of cases are resolved through mediation.
 The article discusses in detail the experience of EU Member States in applying mediation practices: models of keeping a register of mediators (registering is possible by a single state body, more often it is the Ministry of Justice; registers can be maintained by a single non-governmental organization, for example, mediators' associations of a country; which unites mediators and each is responsible for its own register), the requirements for the qualification and professional level of mediators (usually any person without restrictions on the profession can become a mediator; but often the age criterion is used), the regulatory framework for mediation (mainly mediation is governed by the relevant country law, but also the approach without legislative regulation of mediation procedures, for example, in the Netherlands), the cost of mediation procedures (mainly depends on the complexity of the conflict case and the field of the case). The role of mediation in resolving labor disputes is considered: models of application of mediation in companies, issues of organization losses in the event of conflicts and their improper resolution, directions of improvement of the system of conflict management in organizations taking into account the European experience.

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.

Integrated Conflict Management Systems Pay Off with Lower Levels of Formal Grievances and Lower Turnover Rates

The authors analyze an eight-year, multi-source, longitudinal data set that followed a non-union health care system in the eastern United States as it implemented a major preventative conflict management initiative placing responsibility for conflict resolution directly in the hands of line managers and employees. The initiative was a system-wide implementation of conflict management interviews (CMIs) between employees and supervisors, designed to enable them to proactively resolve conflict and follow up on agreements for improving their working relationships. The authors investigate survey and personnel file data from 5,456 individuals from 2003 to 2010 and test key predictions of Integrated Conflict Management Systems (ICMS) theory. They find that employees whose managers provide high-quality CMIs have a lower likelihood of formal grievances, significantly more perceptions of participative department culture, and lower turnover rates. Collectively, these findings suggest that simply holding CMIs may not be sufficient; rather, the quality of CMIs may be the key to successful outcomes.

A Exploratory Study on Construction of Public Conflict Management System for the Local Governments

A Exploratory Study on Construction of Public Conflict Management System for the Local Governments

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.

Design and implementation of in-situ human-elephant conflict management system

Elephant play a major role in maintaining the ecosystem. Elephants move out of their corridor in search of food and water, result in rise of human-elephant conflicts. Human-Elephant conflict arises in different form such as destruction of field by elephants, elephants are runover by train, elephant s getting electrocuted etc. Prevention of elephants entering into human living areas, will reduce the human-elephant conflict to a greater extent. In this paper, performance of conventional image processing techniques, custom Convolutional Neural Network (CNN) architecture and transfer learning based CNN architectures is investigated in the context of human-elephant conflict management system. On identification of elephant from the acquired video feed, the sounds (humming of Bee, Tiger growls) are generated to mitigate the progress of elephant into human living areas. It is observed that the convolutional neural networks produced a higher accuracy or prediction rate compared to conventional image processing technique. It is also observed that, VGG16 CNN model produced an accuracy of 94% with an average computation time varying between 1.5 to 2.1 s. For real time implementation, SqueezeNet CNN model is used because of its lower computation time (varying between 0.02 to 0.05 s) and moderate accuracy of 92.67%.

A Strategic Approach to Conflict Management Systems

As a practice of identifying and handling conflicts, conflict management has been subjected to an intense scrutiny and even criticism, coming from both traditionalists (still dominant among Romanian managers), and progressive managers. As a result, conflict management systems got blamed for not including all stakeholders’ interests, as well as for undermining managers’ authority, among other not less important aspects. However, the solution to conflict management systems’ perceived flaws may reside in a strategic approach to conflict management, which should complement each organization’s strategic goals and existing structures, and therefore replace the best practices approach with a configurational approach focused on the best strategic fit for every organization.

Enhancing communication and collaboration in collaborative projects through conflict prevention and management systems

Enhancing communication and collaboration in collaborative projects through conflict prevention and management systems

Well-Clear Recommendation for Small Unmanned Aircraft Systems Based on Unmitigated Collision Risk

Unmanned aircraft systems must demonstrate a capability to sense and avoid air traffic as part of a layered conflict management system to enable safe operations in the National Airspace System. During operations, an unmanned aircraft system should attempt to remain “well clear” to minimize the need for a collision avoidance action. Previously, a well-clear definition was adopted for large unmanned aircraft systems; however, this definition is not appropriate for small unmanned aircraft system weighing less than 55 lb operating at low altitudes. In response, this paper outlines research toward a definition of well clear for small unmanned aircraft systems, based on airborne collision risk, for midterm concepts of operations at low altitudes in nonterminal airspace.

공공갈등 관리체제 구축 방안에 관한 연구

공공갈등 관리체제 구축 방안에 관한 연구

Improvisers, Incrementalists and Strategists: How and Why Organizations Adopt ADR Innovations

AbstractThis article identifies three ways in which alternative dispute resolution (ADR) innovations are adopted by organizations in Ireland: improvisation, incrementalism and strategy, and examines how external and internal influences shape different patterns of ADR innovation. The article contributes to the literature in three ways. First, it highlights the limitations of typologies of innovation based on simple dichotomies, such as reactive/proactive and of prevailing understandings of how ADR may interact with strategy. Second, the article develops an integrated framework for the analysis of influences on patterns of innovation that distinguishes between the features of markets and commercial strategies, organizations, stakeholders and champions and institutions, laws and public policies. Third, the article questions the central premise underlying the literature that a strategic approach to ADR equates with the adoption of conflict management systems.

Fostering Constructive Action by Peers and Bystanders in Organizations and Communities

Peers and bystanders play important roles in organizational and community conflict management. Bystanders often learn relevant information and have opportunities to act in ways that can affect three of the basic functions of a conflict management system (CMS.) They can help (or not help) to identify, assess, and manage behaviors that the organization or community deems to be “unacceptable.” Examples in which bystanders play important roles include sexual and racial harassment, safety violations, unethical research, national security violations and insider threats, cyber‐bullying and cyber‐sabotage, violence, fraud, theft, intimidation and retaliation, and gross negligence. Bystanders often are a missing link in conflict systems.For the purposes of this article, I define peers and bystanders as people who observe or learn about unacceptable behavior by others, but who are not the relevant supervisors, or who knowingly engage in planning or executing that behavior. I define CMS managers as all those people, including line managers, who have responsibility for managing conflicts. Conflict managers face many challenges in fostering constructive behavior from bystanders. The interests of bystanders may or may not coincide with the interests of conflict systems managers in an organization or community. Bystanders often have multiple, idiosyncratic, and conflicting interests, and experience painful dilemmas. In addition, peers and bystanders, and their contexts – often differ greatly from each other. Blanket rules about how all bystanders should behave, such as requirements for mandatory reporting, are often ineffective or lead to perverse results.Bystanders are regularly equated with “do‐nothings,” in the popular press. In real life, however, helpful bystander actions are common. Many bystanders report a wide variety of constructive initiatives, including private, informal interventions. In this article, I report on forty‐five years of observations on bystanders in many milieus. I present what bystanders have said are the reasons that they did not – or did – take action, and what can be learned to help organizations and communities to support bystanders to be more effective when faced with unacceptable behavior.

Changing perceptions of conflict: The beneficiaries of Intra-ethnic conflict among the Abakuria Community, Kenya

Conflict in many parts of the world has become part of people’s life resulting in massive deaths, displacement of people and trail of destruction to property leading to manmade disasters. In Kenya, conflict is experienced as warring groups engage in armed and non-armed conflicts. A peculiar case is that of the Abakuria ethnic group, where inter-clan conflicts have become perpetual. The mechanisms used in managing the conflict have been both inadequate and ineffective as the conflicts keep recurring. It is on this backdrop that this study aimed at evaluating beneficiaries to the conflict with a view of establishing the root causes of intra-ethnic conflict. The study employed descriptive survey, ethnography and explanatory research designs. The target population for the study was 52,338 comprising of members of the indigenous conflict management systems, members of provincial administration, local and international Non-governmental Organizations, Community Based Organizations, Faith Based Organizations, community policing members, members of peace committees, civic leaders, District security team, warriors and community members/victims to the conflict. From the target population, a sample 638 was selected using purposive sampling, stratified sampling, transect walk and snowball sampling techniques. Data were collected using questionnaires, in-depth interviews and focus group discussion. Quantitative data generated from the study were analysed descriptively while qualitative data were analysed following the five steps of thematic data analysis: transcription, open coding, axial coding, selecting codes and formation of themes. The study established that there were several categories of beneficiaries to intra-ethnic conflict including government officials, traders, consumers, households, politicians and members of the traditional institutions. The study recommends that there is need to enlighten the community on the negative effects of intra-ethnic conflict. In addition, cartel of beneficiaries of such conflict who work to catalyse the conflict for their own benefit should be severely punished.

Conflict management systems for large scientific research projects

PurposeThis paper aims to analyze the transferability of a conflict management model developed for business organizations to a temporary and international research project to serve as a support tool for internal communication and in case of conflict.Design/methodology/approachThe authors analyze the transferability of a conflict management model that was initially developed for business organizations to an international, inter-organizational and temporary research project that is third-party funded. Using a case study, a participatory approach is applied with both qualitative and quantitative methods used.FindingsThe transferability is possible but only with the adaption of conflict prevention. The project’s international and inter-organizational structure further results in a need for decentralization of conflict management responsibilities and diversification of conflict management approaches. Time, financial resources and a high autonomy of cooperation partners limit the degree of participation in the design process.Research limitations/implicationsThe research is based on a case study. Research on comparative design processes are needed to verify or extrapolate findings and to help assess the impact of conflict management systems in other large research projects.Originality/valueThis paper contributes to the body of knowledge on conflict management systems. By implementing a conflict management system in a temporary, international and scientific project environment, this case study identifies contextual factors relevant for the system design and provides initial test results. As conflict management systems in research projects are not yet prominent, this adapted model of conflict prevention and management can benefit similar projects.

The Operation and Role Types of Conflict Management System in Seoul Metropolitan Government

The Operation and Role Types of Conflict Management System in Seoul Metropolitan Government

Implementing REDD+: learning from forest conservation policy and social safeguards frameworks in Cameroon Mise en œuvre de la REDD+: Leçons apprises des politiques de conservation forestière et des cadres de sauvegardes sociales au Cameroun Implementación de REDD+: aprendizaje de los marcos de políticas de conservación forestal y de salvaguardas sociales en Camerún

In the past a wide spectrum of conservation strategies has been used to manage forests and recently a country-driven policy instrument known as REDD has been proposed as a new tool for forest protection. This paper reviews a set of Cameroon policy instruments alongside 86 relevant publications in the conservation area to feed the existing REDD debate. Two specific shortcomings are identified: (1) incoherence between existing forestry policy instruments with regard to community forest concept and REDD rules and (2) locally over-constraining approaches used in forest management which would provide guidelines and caution about the REDD implementation. These shortcomings, if not considered, may lead to ineffectiveness of emission reduction programs as well as to social disconnection at the local level. This means that effective implementation of REDD will require further policy actions mainly dealing with actors' consents within developed equitable instruments while setting up efficient conflict management systems.

Ceramic Dating Advances for Analyzing the Fourteenth-Century Migration to Perry Mesa, Arizona

During the early fourteenth century, perhaps thousands of migrants arrived atop the windswept landscape of Perry Mesa, in central Arizona. They built large massive room blocks strategically overlooking the access routes onto the mesa rim. A key to understanding the migration process is documenting the number of antecedent residents on the mesa and their settlement distribution. Different migration processes are implied if the mesa top was virtually vacant, moderately settled, or densely clustered immediately prior to the migrants’ arrival. Unfortunately, documenting the antecedent settlement pattern has been largely stymied by poor temporal control, which has left the antecedent remains largely invisible archaeologically. To fill the chronometric gap, Scott Wood (2014 Antecedents II: A Progress Report on the Origins of the Perry Mesa Settlement and Conflict Management System. Paper prepared for Fall 2012 Arizona Archaeological Council Conference; publication of proceedings pending) has recently described ceramic signatures for different time periods. In this paper, we test the validity and utility of Wood's Early Classic and Late Classic signatures. We then apply the dating refinements to better reconstruct the Perry Mesa migration process.

FORMATION OF CONFLICT MANAGEMENT SYSTEM IN ORGANIZATION

The article deals with the approaches and principles of forming a system of conflict management in the organization. Conflict science and practice have quite significant developments in the theory of conflict and its application in production activities. However, the lack of a systematic approach in the process of intervention in the conflict interaction in the organization does not always give the expected results. A system approach to any activity – is a guarantee of achieving the desired result. In the organization's activities, systemicity must be an integral part of all levels and segments of management. In order for the system to ensure the effective implementation of the tasks, it should be formed and developed on the basis of the principles of specialization, integrity, co-operative, structuring, adaptability and self-control. As practice shows, very few enterprises and organizations have conflict management specialists and even fewer specialized units. Our proposed system will provide a professional approach to conflict management. Based on the above principles, we believe that the conflict management system in the organization should consist of the following elements: vision, resources, staff, incentives, action plan. The existence of a conflict management system in the organization can ensure the functioning of the organization without conflicts, which will facilitate its effective operation. Creating an effective conflict management system in an organization should be on the agenda of all managers of organizations, regardless of the sphere of activity and ownership.

The development of conflict resolution practices in Irish workplaces

Abstract This paper examines the development of procedures for conflict resolution in workplaces in Ireland and the more recent emergence of alternative dispute resolution (ADR) practices. Based on a synthesis of data from a series of studies and on a review of reports of conflict resolution innovations, the paper shows how conventional procedures for resolving collective disputes and individual employment grievances had become almost standard by the 1980s, while a series of ADR practices became features of conflict resolution from the 1990s. The changing character of conflict resolution procedures and practices is attributed to a series of influences that include the professionalisation of personnel and human resource management, the changing pattern and context of workplace conflict, the growing importance of multinational firms, and the emergence of professional training and expertise in the provision of ADR support services. The paper projects a continuing rise in the incidence and use of ADR practices but questions the extent to which organisations in Ireland are likely to adopt conflict management systems based on integrated sets of conflict resolution practices.