Abstract The paper discusses the origins, strengths and weaknesses of gender-based theories of criminal behavior and whether they are consensus-based or conflict-based. The paper discusses how gender-based theories of crime are often neglected in investigation into crime theory. The paper explains that such dismissals are erroneous, not only because they ignore the role women play in crime but because they dismiss discussion over why males are so proportionally involved in crime.
Outline:
Introduction
The Birth of Gender-Based Crime Theories
Contemporary Gender-Based Crime Theories
Strengths and Weaknesses of Gender-Based Theories of Criminal Behaviour
Gender-based Theories of Crime as Conflict or Consensus-Based Approaches
Conclusion
From the Paper "The lack of theoretical investigation into gender-based schemas of crime has been noted by contemporary criminologists. This is strange, given that gender is clearly a notable factor in criminal and delinquent behaviour: only 7 percent of prison inmates and 11 percent of jail inmates are female, and women comprise only 14% of sworn officers in large police departments (Flavin, 2003, p. 225). So why is gender and its relationship to crime so often overlooked in academic circles? Past inattention to the issue has been somewhat redressed in recent times based on a growing number of gender-based theories of criminal behaviour. The sum of these theories generally relate to the "invisibility" of women in a patriarchal society defined by paternalism, sexism and traditional notions of chivalry. Gender theories of criminal behaviour generally revolve around two schools of thought: that of criticizing traditional male approaches to crime study and of developing "gender-sensitive interpretations of deviance and a consideration of the nature of female criminality" (Williams & McShane, 2004, p. 254)."
Abstract This paper takes a look at conflict management. The paper defines conflict management as a difference in view or opinion or the variance in choices that can occur between two or more people. The paper discusses how conflict in the workplace can be detrimental, with dire consequences. The paper further discusses how the art of conflict management is essentially the ability to consistently turn conflict situations into opportunities for development and growth.
Outline:
Introduction
What is Conflict and Conflict Management?
Some Central Causes of Conflict in the Workplace
Brief Overview of Theoretical Perspectives
Why is Conflict Management Important?
Managing Conflict Conclusion
From the Paper "This aspect would also be beneficial when dealing with a difficult customer or staff member. Through listening and being attentive the to nuances of what is being said, aspects and areas of concern may be revealed which can be used to defuse the conflict situation. Listening also tends to prevent an unthinking over-reaction to the situation. This method is very simple but they also can have a profound effect on a difficult client or staff member. In effect not reacting in a provocative and hostile way may reduce the other party's hostility and make him or her calmer and more amenable to discussion. "
Abstract This article looks at the belief that religious conflicts are more difficult to resolve non-violently than many other types of conflicts, because people cling dogmatically to their religious beliefs and are seldom willing to compromise them. The writer conveys this opinion by offering a number of historical examples, such as the Crusades and the Reformation. The paper then offers a couple of present examples, such as the Israeli-Palestinian conflict and the Muslim-Christian conflict in the Sudan. Through these examples an unwillingness to compromise is demonstrated, showing that resolving religious conflicts non-violently is more difficult than resolving many other types of conflict.
From the Paper "The writer believes that religious conflicts are more difficult to resolve non-violently than many other types of conflicts, because many people cling dogmatically to their beliefs and are seldom willing to compromise. The most noteworthy of these religious conflicts spanned four-hundred years from the eleventh to the fifteenth century and were known as the Crusades. The Crusades were expeditions undertaken in fulfillment of a solemn vow to deliver the Christian Holy Places from Mohammedan tyranny. This conflict resulted in open and sporadic warfare that ended without a ... "
Abstract This paper discusses conflict as something we normally consider in negative terms, but it is in fact neutral and can actually be beneficial. The paper defines conflict management as the process that begins when one party perceives that the other party has negatively affected, or is about to negatively affect, something that he or she cares about. The paper then discusses how conflict management or conflict resolution refers to various strategies which can be used either by organizations or by individuals to deal with and resolve conflict.
Abstract The current situation in the Middle East is one of conflict, but nowhere is the conflict more consolidated than between Palestine and Israel. During the past two years, a state of tension that has existed for centuries has erupted in new violence, and the conflict that has manifest therein is only becoming worse. In the quest to better prevent future damage, it is absolutely necessary both to explore the history that has created the conflict and to examine its current state. This paper explores the numerous factors that have contributed to the present state of the conflict between Palestine and Israel in order to assess the potential future therein.
This paper examines the cause and effect of conflicting problems within a particular work group while also presenting solutions and strategies for conflict resolution.
Abstract This paper focuses on the dynamics of a departmental work group which was created to manage daily operations within a specific working environment. This paper examines the initial goals of the group as well as the instances and reasons for severe issues of conflict within the group. The writer of this paper discusses the various strategies and processes the group must implement in order to resolve the issues of conflict to once again become an effective and productive team. This paper lists the various acceptable and non-acceptable behaviors within a group environment. The writer contends and explains why it's imperative that there be an effective leader that is capable of guiding and leading his or her team to resolve issues of conflict which ultimately impede on the productivity of the entire group. This paper also examines the effectiveness of the 'storming' process in resolving conflict. The storming process addresses the lack of leadership and/or cohesiveness within the group. The storming process allows for members of the group to aspire for higher positioning or for a leadership role within the group while at the same time rejecting the current self-assigned leader.
From the Paper "One of the major problems with the team is that the main focus for many members is based on jockeying for position, rather than on achieving the goals of the team. It must be noted that for a team to be effective, members must be aligned and focused on achieving team goals together, not on achieving individual goals. This is not occurring. I believe that a major reason for this is based on the fact that members are viewing the work group as an opportunity to be noticed by the manager and achieve individual success. In saying this, it must be noted that the work group is the first opportunity many members have had to contribute to the department. This means that members are viewing the work group as an opportunity to contribute more to the department."
Tags: applied, practice, conflict, group, workplace, human, resources, leader, team
Abstract This paper examines interpersonal conflict within the workplace as well as conflict negotiation for managers as a response to that kind of business place conflict. The paper outlines some of the cons of ignoring conflict in the workplace, defines the relevant terms, discusses the pros of conflict negotiation, and concludes the matter with a consideration of some recommendations.
From the Paper "Managing interpersonal conflict in the workplace can be one of the most difficult and yet most important tasks that a manager must undertake on a regular basis. Modern business methods have repeatedly broken down traditional organizational structures, often in favor of team-building and small, task-oriented groups. In these kinds of situations, office politics become much more crucial to the success of individual projects. It takes a skilled manager to maintain good will between employees and requires the use of conflict negotiation in the workplace. Despite the difficulty in doing so, the benefits of mastering this skill will be incredibly high. In general, studies have demonstrated that individuals within an organization perceive interpersonal conflict negatively and believe that it has a negative effect on outcomes (Barki and Hartwick 222)."
Abstract This paper discusses conflict within the family in relation to married couples, courts, and adolescents. The paper further discusses the types of conflict resolution, and places focus on the concept of the win-win approach to conflict resolution within the family. Through research the paper discusses concepts that have been tested that provide information on positive outcomes in conflict resolution associated to this concept.
From the Paper "When conflict occurs within modern society it is often exhibited through two predominant types of confrontation. Destructive conflict involves outcomes that are based on competition during the conflict. In this instance there are generally two opposing forces that are determined to dominate the other, and the stakes become higher between the individuals as they attempt to take measures to inflict emotional pain on each other. Constructive conflict, however, allows individuals to learn, and grow through the experience that is progressed through the idea that both parties will ultimately "win" in the outcome of the exchange. Cahn (1994) contends that constructive conflict is, by nature, a method of developing socially, and maintaining intimacy between couples (p. 114). Cahn (1994) suggests that every person must possess his or her individualism, as well as the association with a family unit (p. 114)."
Abstract The paper maintains that team conflict within an organization is all too common in the United States and is often due to misunderstandings and miscommunication between people from different cultural backgrounds. The paper explains that personality clashes, conflicting ambitions and related factors contribute to team conflict as well, but regardless of the causes of conflict, organizations can reduce conflict by fostering more effective communication within teams and within the organization as a whole.
Abstract This paper shows the need for today's managers to be experts at managing conflict in the workplace. The author cites statistics that show how much of a manager's time is spent resolving conflicts. The paper briefly reviews Peg Pickering's book "Managing Conflict" as an example of a tool for the workplace. The author cites Pickering's description of different types of conflict and skills for overcoming these problems. The paper's author then describes his own research on Pickering and why it is interesting that her book is so popular. The author concludes that self-help books work to a point, yet people are complex beings and therefore skilled management requires in-depth problem solving skills, not simply works from the popular press.
From the Paper "Pickering then proceeds to discuss the types of conflicts (internal, interpersonal, retaliate, dominate, isolate and cooperate); ways to identify the conflict stages (everyday concerns and disputes, more significant challenges, and overt battles; conflict management styles (collaboration, obliging, dominating, avoiding, and compromising) and what personality traits influence them; constructive management style; importance of communication; emotional aspect; the intervention team and, for good measure, how to deal with an angry customer."
Abstract This paper is an academic review that shows the different conflicts between China and Taiwan. There are ten articles from a variety of sources including newspapers and magazines as well as journals and official government sources. They cover a variety of aspects of the conflict, and provide an historical overview while focusing on developments especially during the 1990s. What remains clear is that there many obstacles to the resolution of the conflict. The threat of this conflict escalating into a war remains a concern for the regions and could still potentially draw in the United States.
Abstract The paper discusses conflict management and states that it has become an in-fashion and frequent problem with which organizations are confronted, as the outcome of such disagreements highly depends on the manner in which they are handled. The paper states that researchers claim that if appropriately managed, a workplace dispute may lead to positive consequences.
Outline:
The Importance of Managing Conflicts Behavior Strategies
Perspectives on the Conflict Using a Third Party - Advantages and Disadvantages
A Possible Solution
What Can We Learn from Managing Conflicts?
From the Paper "Additionally, David must be aware of the fact that a conflict doesn't affect participants only (Heathfield, 2007). Hence, he must address to the entire team and ask them to integrate Kelly who despite her inexperience can successfully contribute to the improvement of the practice's activities. On the other hand, he must encourage Kelly to confide in him and ask his permission for any change she would like to implement. In other words, he must clearly (but politely) state who makes the final decisions within the practice. Moreover, he should encourage Kelly to take part in celebrations as she is part of the team, too, and can write important pages of its history someday."
The purpose of this paper is to introduce and discuss the inner conflicts of the heroes in "Yvain, or the Knight with the Lion" by Cretien De Troyes, and "Sir Gawain and the Green Knight" by an unknown author.
Abstract This paper shows how Yvain's conflict is that he is in love with the wife of a knight he killed in retaliation for a slight to one of his fellow knights. This is a major conflict in the story, as he tries to prove his undying love to her. Gawain faces a similar conflict when he must choose between the wife of his friend, or dishonoring his host.
From the Paper "Troyes says this about heroes in the story. "There is a great difference between a coward and a hero; for the coward seated beside the fire talks loudly about himself, holding all the rest as fools, and thinking that no one knows his real character. A hero would be distressed at hearing his prowess related by some one else."
Many critics call Yvain the "perfect knight," because he does not evolve during the story with the lion, but is a model knight from the beginning of the story. He embodies all the knightly traits: compassion, strength, honor, courage, military knowledge, and "true of heart" (Sanderson). He is certainly a hero, and a model knight, but he still faces his own inner conflicts and trials during the story."
Abstract This paper describes today's society as a multi-cultural environment that holds both extreme promise and conflicts. Through rapid developments in technology, global communication has been revolutionized in the past few decades. It explains that, as a result, a greater number of people are exposed to cultures other than their own. Due to communication technology, people are no longer isolated by borders and other obstacles and have ample opportunities to experience different cultures. It discusses how this occurrence has brought conflict amongst people from different cultures, due to differences in language, manners, opinions, lifestyles and other factors. This paper examines how intercultural conflict management has become necessary in helping people to understand one another.
From the Paper "Conflict occurs at all levels of human interactions, whether it is interpersonal, social, national, or international. Conflict is not always a negative thing. In fact, conflict can be sometimes present an opportunity for growth and development. Intercultural conflict can be individual, cultural, personal and social (Avruch, 1998, pp. 42-44). Ambiguity is a typical characteristic of intercultural conflicts and tends to make people react with a "default conflict style," which can be counterproductive. In addition, language issues present further challenges when dealing with multiple cultures. Often, different orientations to conflict management styles can further complicate intercultural conflict."
Abstract This paper, written from the perspective of the manager at a shipping company, discusses the best methods available to resolving a conflict between two employees who are potentially responsible for a shipping problem that could cause the shipping company lost production dollars. The author concludes that the best workplace conflict negotiation tactic in this particular case is not to assign blame and enact disciplinary procedures on either employee, but rather to attempt to improve the communication and understanding between the two employees directly involved in the conflict. It is believed that this approach will realize a collaborative solution and form a more cohesive team-oriented bond among the employees.
From the Paper "In this case I will be assuming the role of direct supervisor for the operations department, which oversees the shipping and manufacturing functions at the organization. Each of the employees involved in the case study analyzed will report directly to me, and therefore I will be responsible for developing a solution to their problems and enforcing disciplinary action if necessary."
