Abstract This research paper identifies desired outcomes of conflictresolution procedures in organizational environments. The paper also presents the major concepts underlying effective conflictresolution strategies. The principal resource for this research was a 1999 article entitled "Toward a Comprehensive Model for the Assessment and Management of Intra-organizational Conflict: Developing the Framework."
Abstract This paper discusses two aspects relating to Islam and conflictresolution. One deals with "unpeaceful metaphors" and stereotypes about Islam. The other deals with the possibilities of conflict, coexistence, or cooperation between Islam and the West.
From the Paper "Since the terrorist attacks on New York and Washington on September 11, elements in American society that are hostile to Islam have stereotyped it by reference to unpeaceful metaphors ..."
Abstract This paper briefly describes the history of the trend of settling disputes on every level. The paper discusses the nature of conflict and looks at a few different types of conflictresolution. The paper explores new trends in the movement as it expands to help create a system that allows all parties to knowledgeably settle disputes without further conflict, legal action or violence.
Outline:
Introduction
History of the Dispute Resolution Movement
Reasons To Employ ConflictResolution ConflictResolution Types of Conflict Conclusion
From the Paper "Conflict resolution is, in its simplest form an attempt by two or more parties to reach an agreement that meets the needs of all parties, without excluding the voice of either and within the range of the ability of both parties to compromise in the face of any given conflict. The trend toward settling disputes on every level is moving in the clear direction of conflict resolution as a first and/or even last resort, as a result of the desire of many individuals and entities to clearly outline the nature of the needs of those they represent and allow the other party(s) to do the same, so that confusion and misunderstanding is eliminated from the resolution and both parties enter into an agreement, hopefully amiably understanding the rights and responsibilities of the agreement."
Abstract This paper discusses conflict within the family in relation to married couples, courts, and adolescents. The paper further discusses the types of conflictresolution, and places focus on the concept of the win-win approach to conflictresolution within the family. Through research the paper discusses concepts that have been tested that provide information on positive outcomes in conflictresolution 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)."
This paper discusses conflictresolution, a method beginning in the early grades to teach children the systematic way to handle differences with others.
Abstract This paper explains that educators recognize that the management of classroom behavior problems is one of the most important skills a teacher can have; however, many teachers feel it is the area where they are the less prepared. The author relates that the goal of conflictresolution is to teach students to identify conflicts and to learn to find ways to solve the differences in what is called a "win/win" way, where both people walk away feeling the resolution was fair and just. The paper suggests a research project to test the efficacy of conflict management in the classroom by using a checklist of disruptive behavioral problems to compare behaviors in classrooms that either use or do not use conflict management.
Table of Contents
Introduction
Statement of Problem
Review of the Literature
Hypothesis
How to Proceed
From the Paper "Bryant-Edwards, et. al. (2002) found students who had been suspended for behavior problems during one and one-half year period and put them into a program called "Alternative to Suspension for Violent Behavior" (ASVB), which was based on conflict resolution. The researchers looked for four desired outcome -- a reduced rate of later suspensions for participants for physical violence; reduced suspensions not related to violence; reduced rate of suspension overall for students completing the program; and a lower rate of other disciplinary interventions. However, assignment to groups was not random, and other factors seemed to be relevant."
Abstract Sociological perspectives affirm that contact does not eliminate the possibilities of conflicts in multi-ethnic classrooms. Viewing school as an organization, and promoting positive classroom environment help reduce classroom conflicts at their roots, and assign the role of conflictresolution to policy makers rather than to individuals.
Abstract This paper presents an analysis of an article on "Improving ethnic and racial relations in the schools" in relation to addressing conflictresolution, due to the problems of conflict and tensions that arise within a diverse student body.
From the Paper "This article provides interesting information regarding racial and ethnic factors that must be considered when addressing the problem of conflict resolution ..."
Abstract This research proposal evaluates adolescent participation in gang culture using principles of humanistic psychology. Specifically, the researcher explores whether humanistic psychology, with particular attention to the works of Carl Rogers and Virginia Satir, provides insight in dealing with adolescents participating in gangs. The paper examines whether adolescents can learn to give empathy using this theory and, if so, if this will help them embrace conflict-resolution techniques within their gang cultures.
Outline:
Introduction/Purpose
Background To Question/Significance of Study
Methods:
Research Design
Operational Definitions
Procedures
Statistical Analysis
References
From the Paper "The use of holistic health practices including humanistic psychology for issues related to violence and violence prevention in youths and adolescents is well documented (Makinson & Myers, 2003) Multiple agencies including the American Academy of Pediatrics and the American Medical Association have emphasized the criticality of addressing adolescents who are consistently exposed to violence, including children who participate in gang related activities (Makinson & Myers, 2003)."
Abstract This paper explains that, because conflict has become endemic throughout the world, the processes and techniques of conflictresolution are becoming increasingly important in dealing with these conflicts. The author points out that suppression as a conflictresolution technique is not an adequate resolution procedure because, by definition, it suppresses or denies the causes of conflict and therefore allows the cause of the conflict to continue and possibly worsen. The paper relates that it is wrong to think of conflictresolution as an attempt to end finally all conflict because conflict is a part of society and social growth and the emphasis should be on transforming and transmuting conflict into a positive direction.
From the Paper "A good example of use of suppression, as a means of resolving or dealing with conflict, was the South African situation during the years of Apartheid. The System of Apartheid or separate development in the country divided the people along racial lines and denied equality to the black and colored population. This disparity resulted in an extreme conflict situation. The mechanism used by the authorities to deal with this conflict was suppression through detentions and the use of force. This included the "suppression of peaceful mechanisms of organized protest". However, this method of suppression did not succeed in resolving the conflict but only created further dissention within the country which eventually resulted in riots and a near civil war."
Abstract The paper provides a definition of conflictresolution and summarizes three articles concerning conflictresolution in the workplace. The paper looks at "Resolving Workplace Conflict: To Overcome Disagreements and Build a Cohesive Team, a Manager Must Understand What Causes Conflicts" by William Cottinger that explains the causes of workplace conflicts, "Effectively Managing Team Conflict" by Barbara Bulleit that focuses on resolving team conflict and the causes and solutions that managers can employ to resolve such conflicts and finally, "Conflict - An Essential Ingredient for Growth" by Susan Pilgrim that focuses on the idea that conflict can be a catalyst for growth if it is handled correctly. The paper concludes from the research that conflictresolution is almost always necessary as it relates to organizational management.
From the Paper "In the workplace, conflict resolution is vitally important because organizations rely upon employees working together to achieve the goals of the organization. However, when conflict arises employees are not able to work together to achieve these goals and the organization can suffer as it relates to profitability, customer service and high turnover rates. For this reason most organizations have some type of conflict resolution strategy. These strategies are designed to avoid conflict from occurring and to resolve it quickly when it does develop. Conflict resolution is viewed as necessary in any organization because individuals always have differing opinions concerning the manner in which the organization is run."
This paper considers conflictresolution through the team dynamic and discusses effective strategies towards resolving conflict while building a cohesive team.
Abstract This paper discusses conflictresolution, defined as the ability of a team to discuss and resolve differences. Conflictresolution strategies for a team charter do not prevent conflicts, however, using them as a reference when conflict arises should enable a team to get back on track. Because the strategies have been developed and agreed upon by each team member, the success of a team is directly related to the ability to resolve conflicts effectively. This paper specifically discusses the types of conflict, results of positive and negative conflictresolution strategies, stages of team development and the cost of unresolved conflict.
From the Paper "Once the team members have identified the types of conflict, and determined whether they have a negative or a positive impact on the team's ability to function effectively, they need to identify the sources of conflict.
"Teams need to be aware that poor communication is the leading cause of negative conflicts. When communication is not effective between team members, they are unable to share ideas, thoughts and opinions, and when active listening is not employed, misunderstandings are the result. Another major source of negative conflict is overlapping authority. This occurs when two or more members in a group claim authority for the same activity activities. (Parker, 2003, 172-173)"
Tags:conflictresolution, strategy types stages development cost
Abstract This paper explains that Wehr's ?Conflict Regulation? provides a mapping guide, which outlines the origins, nature, dynamics, and possibilities for resolution of a conflict, whether interpersonal or related to other factors. The author selected a conflict, the separation between John, age 42,and his wife Loretta, age 53, married for 13 years, but currently in the process of finalizing a separation and divorce. The paper stresses that conflictresolution in the best of circumstances requires that both parties go into a resolution situation with an open mind and with the desire to realize a positive outcome; this is not the case with Loretta and John.
Table of Contents
Summary Description
Conflict History
Conflict Context
Conflict Parties
Primary
Secondary
Issues
Dynamics
Alternative Routes to Solutions of Problems
Recommendations
From the Paper "There are many barriers that exist preventing a successful relationship. One major obstacle is that Loretta attempts to disguise her true personality and age in the relationship. Being ten years older than her husband, there are obvious signs that she is insecure with her age, including her wishes that John grow a beard to appear older. Loretta also attempts to dress "younger" to feel more comfortable I the relationship. A lack of communication is also prevalent. Loretta works as a hairdresser, and as such seems to share a large majority of private information regarding her relationship with her clients rather than with her husband. This magnifies the tension that currently exists among the couple."
Abstract This paper explains that, even though there are questions about the degree to which conflict exists in the managed-healthcare field, the author contends that such conflict does exist. The author points out that one strategy for resolving conflicts within managed care settings is to detach the concerned people from the problem, but this is an extremely complex strategy and involves highly skilled communication experts. The paper stresses that the importance of conflictresolution cannot be undermined because it is believed that with time, the healthcare settings are going to become increasingly complex and dynamic, requiring healthcare managers to develop innovative conflictresolution strategies to resolve every day workplace disputes.
Table of Contents
Introduction
Defining the Scope of Managed Care
Comprehending the Conflict within Managed Care Systems
Fundamentals of Conflict within Managed Care Settings
Principles and Practices of ConflictResolution Conclusion
From the Paper "Understanding the basic fundamentals of any conflict is important because no conflict can be resolved nonviolently unless the managers have fully understood the primary elements of conflict. Now, in order to understand the fundamentals of conflict resolution within managed care, it is important to assess two leading research studies. Mayer (1995) and Umbreit (1995) research on this subject is still considered to be the most influential as it paved way for a deeper and profound understanding of the fundamentals of conflict within managed care. Mayer recognizes two fundamentals of conflict with managed care settings."
Abstract This paper identifies key elements in conflict and conflictresolution theories from the perspectives of ethnicity, culture, and politics in Africa and non-African countries. The author points out that Africa has been wracked time and time again by wars of all types, intensities and durations. The author then presents several ways that Africans resolve ethnic conflict and reports that, unique among African countries, the ancient Ethiopian monarchy maintained its freedom from colonial rule with the exception of the 1936-41 Italian occupation during World War II. However, Ethiopia has been wracked by a series of bloody coups, uprisings, wide-scale drought and massive refugee problems.
Table of Contents:
Theory
Key Historical and Contemporary Theorist
Conflict Theories and African Policy Issues
Frustration-Aggression Hypothesis
Social Learning Theory
Social Identity Theories
Implementation of Ethnic Conflict Management and Policy
Community Assembly: The Semai Becharaa'
Qat-Chewing Sessions
The Role of Poetry
Dia
Go-Between Mediator
Apology
Truth and Reconciliation Commissions
Public Trials
Reparations Payments
Writing a Common History
Track II Diplomacy
Literature Review
Global Ethnic Resolution, Conflict and Relevant Policy
African Ethnic Conflict and Policy
Application of Theory and Practice on Ethiopia
Ethnic ConflictResolution and Theories within a Policy Context
Ethiopian Socioeconomic and Political Climate
From the Paper "The native inhabitants of the area were organized in agrarian-based chiefdoms like those of the Bench and Dizi people (living in the highlands) or in decentralized age-grade societies like the Toposa, Anyuak, Nyangatom and Suri (living in the lowland plains). The state presence was constituted by superior military force (soldier contingents with better arms), and by the imposition on the locals of tribute and tax requirements, and the obligation to provide corvee agricultural labor for the northern immigrants. The latter also took cattle, ivory and slaves for trade to the north."
Tags: frustration-aggression, social identity, single-mindedness consensus regional
Abstract The paper discusses how conflict is inevitable within the professional business environment, and so effective conflictresolution strategies are essential. The paper looks at conflictresolution strategies and highlights how conflictresolution enhances team performance.
Outline:
Synopsis
Thesis Statement
Introduction - The Benefits and Challenges of Working in Teams
Enhancing Team Performance Through ConflictResolution Strategies
Conclusion
From the Paper "Professional business objectives requires intellectual, philosophical, procedural, and administrative approaches to achieving goals. Therefore, many business decisions and operations benefit from input by team members whose efforts and expertise are dedicated to specific areas.
"Conflict is an inevitable component of negotiation among groups of individuals dedicated to accomplishing a common goal or achieving a shared objective. In many respects, conflict is beneficial because it allows the group to consider wider perspectives than normally available to each member of the group individually. In the business environment, effective conflict resolution strategies are necessary to minimize any disruptive or destructive effects caused by conflict within the team."
