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Mediation and Conflict Resolution, 2004.
Describes the benefits of conflict resolution through mediation as opposed to traditional means of conflict resolution.
990 words (approx. 4.0 pages), 4 sources, MLA, $ 35.95
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Abstract
This paper explains the process of mediation and the different types of mediation, as well as how it differs from traditional methods of conflict resolution, which tend to be antagonistic and create a win-lose atmosphere between parties. The paper also describes the many advantages of pursuing a mediated agreement in comparison to pursuing the adversarial approach in litigation.
From the Paper
"ADR methods may be used either as a result of a legal mandate (sometimes referred to as "imposed" ADR) or voluntarily as a result of an agreement between the parties ("contractual" ADR). Since the right to trial by jury in most cases is constitutionally protected, legally imposed ADR is rarely binding on the parties. Typically, mediation and binding arbitration are the result of a voluntary contractual agreement between the parties. Courts and legislatures generally recognize that individuals may elect to resolve their disputes by some method other than litigation and may, in the case of arbitration, waive their right to a jury trial. As a general rule, courts will enforce agreements to use ADR techniques as long as the agreement is properly and fairly made."
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Conflict Resolution in the Workplace, 2008.
An analysis of conflict resolution in the work environment.
8,250 words (approx. 33.0 pages), 28 sources, APA, $ 176.95
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Abstract
This paper analyzes conflict resolution in the workplace. The paper explains that there is a great concern in business today that managers may not be properly trained for their role in conflict management, which also indicates a concern for the degree of conflict found in the workplace. The paper looks at how it is essential that the manager comprehend various laws and policies in order to be prepared in handling conflict in the workplace. The paper then points out that the ideas of destructive and constructive conflict can be differentiated according to outcome. The paper further explains that conflict is a part of life and cannot be completely avoided, and conflict can lead to a positive or a negative outcome, depending on how one responds to it. The writer believes that conflict resolution is a focus that organizations will give great consideration in the future, and just as certain are the many companies who are promoting their method of conflict resolution as the most effective. The paper concludes that future research in the area of conflict resolution and proper training of managers to handle conflict resolution should be conducted.
Outline:
Introduction
Review of Literature
Summary of Literature Review
From the Paper
"How we resolve the conflicts within ourselves will influence how we feel about ourselves and thus how we behave toward others, so it has an effect on the workplace. If we cannot resolve our inner conflicts, we will be unable to develop the needed sense of self-esteem that allows us to react well to other people, both to assert our independence and to recognize the independence of others. This failure will lead to more open conflicts with others. The workplace is a hierarchical environment where we are part of a group and must get along with others in the group, with the idea of being part of a group, with superiors who dictate to the group, and with our own capabilities within the parameters of the job we are doing. Conflict at any of these levels has a ripple effect. Even if we are only suffering from some personal conflict, that conflict will create those same ripples and affect how we deal with others, with the group as a whole, with our superiors, and with the tasks we are given."
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Conflict Resolution, 2008.
This paper looks at three articles on conflict resolution in the workplace.
1,833 words (approx. 7.3 pages), 6 sources, APA, $ 58.95
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Abstract
The paper provides a definition of conflict resolution and summarizes three articles concerning conflict resolution 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 conflict resolution is almost always necessary as it relates to organizational management.
Outline:
Introduction
Defining Conflict Resolution
Article Summary
Article Summary
Article Summary
Conclusion
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."
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Conflict Resolution, 2007.
This paper examines the methods of conflict resolution available today.
2,931 words (approx. 11.7 pages), 9 sources, MLA, $ 86.95
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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 conflict resolution. 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 Conflict Resolution
Conflict Resolution
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."
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Conflict Resolution, 2007.
An analysis of the benefits of a collaborative style of conflict resolution for an individual and a team.
970 words (approx. 3.9 pages), 2 sources, MLA, $ 34.95
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Abstract
This paper discusses conflict resolution, particularly the collaborative style of conflict resolution. The paper discusses how difficult it would be to move an individual from her routine style of handling conflict, to a collaborative style of resolving conflict. It also discusses moving a small group or team to a collaborative style of conflict resolution and discusses the benefits of doing so.
From the Paper
"Self-awareness of how an individual functions or how a group functions is thus critical to creating an effective conflict management style. Without understanding one's personal bias, not simply in terms of specific issues, but in terms of one's level of comfort with conflict, a habitual shift will never take place. Encouraging an individual or members of the group to take a personal inventory, to see if their style is avoidant, competitive, accommodative, or collaborative, and why, is an excellent way to generate such internal self-dialog, which will then hopefully yield a greater willingness to break bad habits. Self-exploration as to 'how has this style hurt me in the past' may make even a competitive individual realize that shouting loudly does not necessarily yield real and productive change."
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Critical Thinking and Conflict Resolution, 2002.
Explains how the theories of critical thinking could be taught to and used by adults in conflict resolution situations.
1,247 words (approx. 5.0 pages), 5 sources, MLA, $ 42.95
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Abstract
This paper explains how conflict is part of everyday life, yet many adults fail to achieve successful conflict revolution. It examines the theory of critical thinking, which is one approach that shows promise, and what is needed is adult education to teach peace as the key to personal and social change. It discusses how critical thinking emerges form the theories of Mezirow and Brookfield and enables the individual to think differently about conflict. Critical thinking leads to conflict resolution, and the theoretical assumptions and alternatives are noted by the author as he shows different strategies for conflict resolution leading to suggestions for practical techniques to teach critical thinking and relate it to conflict resolution.
From the Paper
"The individual and his or her work situation are affected by how they handle such issues as conflict resolution, stress management, interpersonal communication, and non-verbal communication. These dimensions of everyday life have to be addressed by everyone, and how well they manage to do this determines their own sense of well-being and self-esteem on the one hand, and how they are viewed by observers on the other. There is a considerable body of literature indicating how important these dimensions are to the person and to the person's social standing as well as offering advice and guidance on how best to achieve control of these dimensions. O. Randall Braman indicates the importance of the issue and calls on educators to fulfill their function of preparing the young for their adult roles in life by "teaching peace to adults" through the application of critical thinking to conflict situations."
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Conflict Resolution, 2005.
This paper examines the concept of conflict resolution and its various strategies adopted in the managed-healthcare field.
2,145 words (approx. 8.6 pages), 6 sources, APA, $ 67.95
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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 conflict resolution 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 conflict resolution 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 Conflict Resolution
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."
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Conflict Resolution, 2005.
This paper discusses conflict resolution techniques, focusing on suppression, a technique sometimes applied in extreme forms of conflict.
1,200 words (approx. 4.8 pages), 11 sources, MLA, $ 41.95
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Abstract
This paper explains that, because conflict has become endemic throughout the world, the processes and techniques of conflict resolution are becoming increasingly important in dealing with these conflicts. The author points out that suppression as a conflict resolution 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 conflict resolution 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."
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Contemporary Africa Ethnic Conflict Resolution, 2008.
Analyzes ethnic conflict resolution and policy in contemporary Africa, especially Ethiopia.
15,860 words (approx. 63.4 pages), 36 sources, APA, $ 249.95
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Abstract
This paper identifies key elements in conflict and conflict resolution 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 Conflict Resolution 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."
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Conflict Resolution in Organizations, 2003.
A discussion of conflict resolution procedures in organizational environments.
1,150 words (approx. 4.6 pages), 3 sources, APA, $ 39.95
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Abstract
This research paper identifies desired outcomes of conflict resolution procedures in organizational environments. The paper also presents the major concepts underlying effective conflict resolution 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."
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Team Building and Conflict Resolution, 2007.
This paper addresses the issues of teamwork, team-building, conflict resolution and strong leadership.
3,575 words (approx. 14.3 pages), 20 sources, MLA, $ 99.95
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Abstract
The paper discusses the importance of teamwork and team-building and provides the history of team development. The paper explains that if any conflict exists among employees, this will become a barrier in reaching the company's desired strategies. The paper examines conflict resolution that can be addressed through team efforts that lead to increased communication, consensus decisions and positive results. The paper discusses the role of a leader in managing conflict in a positive way and in building strong, successful teams.
Outline:
Introduction
History of Team Development
Conflict Resolution
Building Effective Teams
Types of Internal Conflicts
Leadership and Communication
Conclusion
From the Paper
"The interactions of small groups have been of interest to social psychologists for sometime. However, it has only been in recent years that they began to look at teams and how they function within the organizational setting. The term "sociometry" first appeared in the Psychological Abstracts index in 1940 with references to the work of individuals such as psychiatrist Jacob Levi Moreno, and the term "group dynamics" was listed in 1945 with reference to the work of Kurt Lewin and his colleagues. The first use of "small groups" and "group interaction" was in 1950 in conjunction of researchers such as Robert Bale."
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Conflict Resolution, 2004.
This paper discusses conflict resolution, a method beginning in the early grades to teach children the systematic way to handle differences with others.
2,185 words (approx. 8.7 pages), 8 sources, APA, $ 68.95
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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 conflict resolution 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."
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Conflict Resolution, 2007.
A qualitative examination of humanistic psychology's effect on conflict- resolution ability among adolescent gang members.
919 words (approx. 3.7 pages), 6 sources, MLA, $ 32.95
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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)."
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Interpersonal Conflict Resolution, 2001.
A paper discussing the interdependent relationship between interpersonal conflict resolution and effective communication, with reference to Grensing-Pophal's 'effective listening' techniques.
1,750 words (approx. 7.0 pages), 7 sources, MLA, $ 56.95
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Abstract
The following paper examines why conflict resolution is vital in relationships, whether they be marriage partnerships, friendships or work relations. Issues such as taking a dialectic perspective, jealousy management, instability, detachment and preconceived notions are dealt with. The writer makes reference to several case studies of married couples in order to support the argument.
From the Paper
"The chances of having problems between persons are great. Interpersonal conflict management and communication skills are necessity. They can be applied to any situation of interpersonal conflict that occurs between two or more persons. Those persons can be spouses, co-workers, or even victim and perpetrator. In order to resolve problems, interpersonal conflict resolution and communication skills must be adhered to.According to Boisvert, et al (1995), a study was done in Quebec concerning marital conflict. The respondents were from 18 to 25 years old (33). "Results show that communication problems were perceived as particularly frequent and damaging for couples" (33)."
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Conflict Resolution, 2005.
A look at the role that conflict resolution can play in the criminal justice system.
2,427 words (approx. 9.7 pages), 9 sources, MLA, $ 74.95
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Abstract
This paper examines and analyzes the situation in the prison system and the tensions created in such a system. It then applies a conflict resolution approach to addressing some of the problems in the criminal justice system and to deciding between alternatives offered for different criminal justice processes.
From the Paper
"Officials in many jurisdictions have seen that even if harsher sentences are popular, they may be impossible to implement. Alternative sentencing has been suggested, explored, and implemented. Alternative sentencing is seen as a better approach than simply releasing large numbers of prisoners in order to make room for more. As more and more jurisdictions have released increasing numbers of minor offenders, effective probation-supervision methods have been needed. By the end of the 1980s some 45 jurisdictions had implemented intensive probation-supervision programs as alternatives to incarceration. Such programs usually included restitution and work assignments, curfews, and blood and urine testing for controlled substances and alcohol. Another program with a similar purpose is called split sentencing which combines probation and confinement in community corrections programs, with brief periods of regular imprisonment to emphasize the lesson (Sullivan 130-131)."
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