Thematische Bibliographien / Conflict transformation and management

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Auswahl der wissenschaftlichen Literatur zum Thema „Conflict transformation and management“

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Veröffentlicht am 15. März 2025

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Zeitschriftenartikel zum Thema "Conflict transformation and management"

Ayhuan, Welhelmina Febriana, Djam'an Satori, Diding Nurdin und Danny Meirawan. „Conflict Management Skills Development in Education Transformation for Teachers of SMA Negeri 13 Ambon“. Dinamisia : Jurnal Pengabdian Kepada Masyarakat 8, Nr. 6 (16.12.2024): 1749–56. https://doi.org/10.31849/dinamisia.v8i6.23234.

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SMA Negeri 13 Ambon, as one of the driving schools in Ambon City, is currently sustaining to carry out transformation efforts comprehensively. This effort certainly raises many sources of conflicts, which, if managed properly, will actually become constructive conflicts that encourage the transformation process. Unfortunately, conflict that happened internally in the school is regarded negative by most of the teachers at the school and actually eventually hinder the transformation process at school. This has a great impact on the teacher's lack of ability to manage conflict in the school. Through the program of Musyawarah Guru Mata Pelajaran (MGMP), teachers are equipped with the correct understanding of conflict and how to manage conflict appropriately so that it is beneficial for the transformation process at SMA Negeri 13 Ambon.

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Akaninyene Umo, Udeme, und Inemesit Essiet Umofia. „CONFLICT RESOLUTION BY INDIVIDUAL TRANSFORMATION“. International Journal of Research -GRANTHAALAYAH 8, Nr. 8 (06.09.2020): 280–87. http://dx.doi.org/10.29121/granthaalayah.v8.i8.2020.996.

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There are many issues that most Nigerians have an agreement on. As a Contemporary Social Psychologist, one of these is that we want a better Nigeria. We need transformation in all our circumstances as a people and as a nation, to live in peace and unity for enduring economic development. This paper uses the theory of conflict by Karl Marx to interrogate how conflict resolution could be achieved through the process of individual transformation. All Nigerians are likely to agree that they want a peaceful, stable, and prosperous country. Nigerians as also aware of the reality of conflicts manifest in inter- communal clashes, ethnic rivalries, religious rivalries, and terrorism. While government often seek militarized approaches to conflict resolution, this paper, anchored on the belief that all conflicts are first personal before they become communal and national. The paper also proposes the deliberate education of the individual citizen on conflict resolution. The paper therefore examines types of conflicts, actors, conflict development in Nigeria and offers eighteen (18) conflict management approaches.

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van den Berg, Walter, Petru L. Curseu und Marius T.H. Meeus. „Emotion regulation and conflict transformation in multi-team systems“. International Journal of Conflict Management 25, Nr. 2 (08.04.2014): 171–88. http://dx.doi.org/10.1108/ijcma-05-2012-0038.

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Purpose – The aim of this paper is to test the moderating role of emotion regulation in the transformation of both task and process conflict into relationship conflict. Design/methodology/approach – A field study of multi-teams systems, in which (94) respondents are engaged in interpersonal and inter-team interactions, was conducted to test the effects of the interaction of emotion regulation and task and process conflict on the emergence of relationship conflict in 23 multi-team client/supplier systems. Findings – The findings show that when collective emotion regulation strategies are effective, process conflict is less likely to transform into relationship conflict. An emerging finding of this study shows that process conflict mediates the interaction between task conflict and emotion regulation on relationship conflict in multi-team systems. Research limitations/implications – This study uses a relatively small number of projects and participants: further studies with larger samples are recommended; in addition, longitudinal studies would allow for further testing the effect of team longevity in the emergence of effective emotion regulation strategies.ct transforming into relationship conflicts. Practical implications – The findings imply that managers of multi-team systems should actively try to stimulate their teams to develop effective emotion regulation strategies as effective emotion regulation mechanisms minimize the risk of process conflict transforming into relationship conflicts. Originality/value – The paper looks at a real-world (as opposed to lab-situation) environment; it addresses a contingency model of intra-group conflict and tests the transformation of task and process conflicts into relationship conflict taking into account the moderating effect of emotion regulation.

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Alemneh, Asmare Shetahun. „Conflict Transformation in South Omo Zone Pastoralist and Agro-Pastoralist Community of Ethiopia“. Pastures & Pastoralism 02 (20.05.2024): 20–33. http://dx.doi.org/10.33002/pp0202.

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This study explores conflict transformation practices and actors through an analytical research approach. It reveals that various actors engaged in conflict and peace initiatives have primarily focused on activities cantered around conflict management, prevention, and resolution. This limited emphasis on conflict transformation is attributed to a lack of governmental attention to strategic planning in this regard. Sources of conflict identified include grievances, animal raiding, land disputes, fishing rights, and competition over water and pasture resources. Efforts aimed at conflict transformation encompass resilience-building, rangeland management, NGO interventions in peace dialogues, integration of pastoralism and agro-pastoralism with commercial agriculture, implementation of drought and conflict early warning systems, water resource management and development, range land rehabilitation, and provision of education to affected communities. While these activities have played a significant role in addressing conflicts and transforming relationships, they are deemed insufficient and inadequately executed for comprehensive conflict transformation. Nonetheless, they serve as vital drivers of peace. Although the current conflict transformation mechanisms in place have not resulted in significant changes in the conflict situation, the beginnings are promising and commendable. The government and other stakeholders are urged to engage in proactive conflict intervention mechanisms to effectuate conflict transformation and foster peace or mitigate its adverse impacts. Furthermore, the study advocates for the provision of informal peace education to all adult community members, with the possibility of formalizing this education as an existing conflict transformation option.

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Adams, Adeola, und Chux Gervase Iwu. „Conflict resolution: Understanding concepts and issues in conflict prevention, management and transformation“. Corporate Ownership and Control 12, Nr. 4 (2015): 431–39. http://dx.doi.org/10.22495/cocv12i4c4p1.

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Conflicts are inevitable. They can be prevented on some occasions, managed on others, but resolved only if the term conflict is taken to mean the satisfaction of apparent demands rather than the total eradication of underlying sentiments. Within the context of South Africa and Nigeria, two nations characterised by a mix of reputations, the understanding of the concepts of conflict prevention, conflict management and conflict transformation is pertinent to courting peace and harmony among the different groups of people. For one, conflict resolution opportunities restore our humanness and avowed commitment to the larger society. This is premised against the backdrop that conflict is both an intrinsic and inevitable part of human existence involving the pursuit of incompatible interests and goals by parties. This paper attempts the development of a general framework for understanding the different concepts of conflict. The paper concludes by admitting that conflict resolution has less to do with removing conflict per se, but evolving an appropriate option for nipping it in the bud before it degenerates into a crisis. Conflict resolution therefore becomes the harbinger of our social reconstruction and the criterion for measuring the sanity and conformity of social systems

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Mardani, Puri Bestari, und Maria Febiana Christanti. „Culture Clash: Conflict and Its Management“. International Journal of Multicultural and Multireligious Understanding 6, Nr. 1 (16.10.2019): 430. http://dx.doi.org/10.18415/ijmmu.v6i1.1042.

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Conflict that arises due to culture clash could not be avoided. One of the Slum area that once known as the area of prostitution, Kalijodo, were being transformed by the local government into an area of green open space and also child friendly integrated public spaces. This transformation has a significant impact toward the Kalijodo merchant. These merchants face many and serious conflict. The conflicts due to culture clash and its management that were being faced by Kalijodo merchants are the focus of this research. This research uses a qualitative approach by gathering data and information through observation and in-depth interview. The concept of personal and interpersonal conflict and conflict management model by A.Devito (2011) is used in order to get a comprehend understanding of the conflict that rise, and ways to manage it. This research shows that the Kalijodo merchants faced intrapersonal conflict because they were forced to choose between two difficult option, and also interpersonal conflicts that occurs in two waves. The first wave was during the eviction and renovation (conflicts between Kalijodo merchants), and the second wave was from the moment that the renovation is completed until this present time (conflicts between Kalijodo merchants and newcomer merchants from other district). Furthermore, the conflict management that was applied is the conflict management model of accommodation (I lose, You Win). Kalijodo merchants put aside the personal interests in order to make the local government mission accomplished.

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O’Toole, John. „Integrating Conflict Management Learning into the Curriculum“. Beijing International Review of Education 5, Nr. 1-2 (09.06.2023): 116–36. http://dx.doi.org/10.1163/25902539-05010001.

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Abstract Teaching young people how to deal with conflict is rarely part of a school curriculum. Although, as social communities with humans of different ages, and levels of power and status, schools themselves are full of conflict, they are often reluctant for many reasons to acknowledge the fact, and more reluctant to give it an explicit profile by including the teaching of conflict management and transformation within the curriculum. Most conflict and bullying management in schools is reactive (i.e. after the fact), top-down (i.e. done to or with the participants by teachers and school leaders), and any training is extra-curricular. Cooling Conflict was a ten-year action research project in Australia, part of the international dracon project, investigating how drama can provide young people with the cognitive tools to resolve their own and other people’s conflicts, and to manage bullying for themselves. The program developed carefully structured drama pedagogy to give students knowledge and a vocabulary to understand the origins and structures of conflict, and to provide practice in the range of strategies available for resolving, managing or transforming conflict. The aim was to provide the students with autonomy and agency over this knowledge, and peer teaching became an important part of the program, which was (and still is) implemented in a wide range of educational settings internationally, formal and informal. From the outset and wherever possible, the program was deliberately integrated into standard curriculum time and programs, to embed the concept that conflict transformation and management can be learnt through experiential, integral learning. Over ten years, the project accumulated overwhelming evidence that, properly used, drama pedagogy is a valuable method for providing students with the tools they need to manage or transform their own conflicts, and themselves to take responsibility for assisting peers and younger students to do the same.

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Pavlova, E. V., und A. N. Sunami. „Manifestation of digital transformation risks – marginality or insight?“ E3S Web of Conferences 266 (2021): 05011. http://dx.doi.org/10.1051/e3sconf/202126605011.

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Today the conflict nature of digital transformation became apparent. However, very limited study has been carried out on this issue. The aim of this study is today a theoretical basis for further studies. The authors systematize theoretical and practical material and made a critical selection of relevant conceptual tools focused on analyzing the interrelation of risk-reflections and conflict management strategies. Using risk-reflective and conflict logical approaches, the authors came to the conclusion that digital transformation can be perceived by social actors as a risk, and as a reflection of this reaction, may ignite social conflicts. It was inferred that the destructive risk reflection can be presented as an unrealistic conflict, in which real object is replaced by a false one and demonstrates an inadequate choice of response to threats and risks. Thus, the development of tools for such reflections and interventions allows transforming the response to threats towards strengthening the constructive component, therefore preventing violent unrealistic conflicts owing to risks.

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Féron, Élise. „Transporting and re-inventing conflicts: Conflict-generated diasporas and conflict autonomisation“. Cooperation and Conflict 52, Nr. 3 (03.10.2016): 360–76. http://dx.doi.org/10.1177/0010836716671759.

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Like other types of diaspora groups, conflict-generated diasporas display a strong attachment to their countries of origin, and structure their identities and ideologies around discourses referring to their homeland. However, their inner cleavages, born out of the conflicts raging in their home countries, can run very deep. The maintenance of their ethnic, religious, linguistic or political divisions even generations after the migration process has taken place sometimes leads to conflict transportation processes, whereby the conflicts raging in their home countries are reproduced and maintained in countries of settlement. Incidents opposing rival diaspora groups are thus often interpreted as a prolongation or reproduction of core conflicts raging in their regions of origin. Against this assumption, this article argues that if transported conflicts often formally take the shape of core conflicts, and emulate them by using the same language, symbols and ethnic/religious/linguistic categories, they are also deeply transformed by the migration process itself. In this perspective, this article explores the transformation and reinvention of conflict-generated diasporas’ politics, and proposes to look at the autonomisation processes they display vis-à-vis the core conflicts, in terms of content but also of objectives, ultimately generating a drift at the political and organisational levels.

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Kim, Youngshik, Soyoung Kwag und Yongwon Suh. „The transformation from task conflict into relationship conflict“. Korean Journal of Industrial and Organizational Psychology 31, Nr. 4 (30.11.2018): 831–49. http://dx.doi.org/10.24230/kjiop.v31i4.831-849.

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Task conflict influences organizational effectiveness differentially based on given contingencies. Effective conflict management is thus necessary in order to properly utilize task conflict in organizations. The present research was conducted to uncover buffer conditions, or moderators that diminish transformation effect of from task conflict into relationship conflict. Specifically, the researchers proposed (1) evaluation apprehension and (2) relational intimacy would buffer the transformation of task conflict into relationship conflict. In the first research, 269 employees participated in self-report survey. The results showed that the transformation of task conflict into relationship conflict more occurred in a evaluation apprehension situation than a non-evaluation apprehension situation and less occurred in a relational intimacy than a relational non-intimacy. The researchers then conducted an experiment on 88 undergraduate students. The results of the second research also indicated that the conflict transformation less occurred in non-evaluation apprehension condition and relational intimacy condition in consistence with study 1. Based on the results, theoretical and practical implications, research limitations and future research directions are discussed.

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Dissertationen zum Thema "Conflict transformation and management"

Rhodes, Gloria. „Conflict resolution and conflict transformation practice is there a difference? /“. Fairfax, VA : George Mason University, 2008. http://hdl.handle.net/1920/3418.

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Thesis (Ph.D.)--George Mason University, 2008.
Vita: p. 253. Thesis director: Wallace Warfield. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Conflict Analysis and Resolution. Title from PDF t.p. (viewed Mar. 16, 2009). Includes bibliographical references (p. 235-252). Also issued in print.

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Cheadle, Ronald E. „Transforming conflict into community the church transformation project /“. Online full text .pdf document, available to Fuller patrons only, 2000. http://www.tren.com.

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Tosunlu, Berkay. „Decision theory, design theory and innovative policy design for conflict transformation and management“. Electronic Thesis or Diss., Université Paris sciences et lettres, 2024. http://www.theses.fr/2024UPSLD055.

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Cette thèse propose une approche novatrice pour la transformation des conflits et la conception des politiques, en intégrant les Méthodes de Structuration des Problèmes (PSM), les cartes cognitives et les arbres de valeurs avec la théorie du design, notamment la théorie Concept-Connaissance (C-K). La recherche vise à combler le fossé entre les méthodologies descriptives et prescriptives, offrant aux décideurs un cadre structuré pour comprendre les conflits et générer des solutions innovantes. Deux études de cas ontété utilisées pour tester et valider cette approche : le conflit kurdo-turc et la gestion des eaux souterraines en Tunisie. Dans le premier cas, la méthode a été testée en identifiant des valeurs partagées entre les parties en conflit et en mettant en lumière des compromis potentiels. La deuxième étude a validé l’approche en utilisant la structure supérieure de l’arbre de valeurs pour construire un arbre de concepts, aboutissant à des solutions politiques consensuelles et actionnables. De plus, un deuxième algorithme a été développé pour formaliser la transformation des arbres de valeurs en arbres de concepts, testé dans l'exemple d'Alice afin de généraliser l'applicabilité de la méthode au-delà de la résolution de conflits vers des problèmes décisionnels complexes. La contribution clé de cette thèse réside dans la formalisation d'un processus qui transforme les cartes cognitives en arbres de valeurs, offrant aux décideurs une méthode reproductible pour identifier un terrain d'entente et concevoir des alternatives innovantes. L'intégration des arbres de valeursavec la théorie C-K permet de générer de nouvelles solutions en reliant l'espace de connaissances et l'espace de concepts. Avec un développement supplémentaire, cette méthodologie pourrait apporter une contribution significative à la résolution des conflits et à la conception des politiques publiques dans divers scénarios complexes et multi-acteurs
This thesis presents a novel approach to conflict transformation and policy design by integrating Problem Structuring Methods (PSMs), cognitive maps, and value trees with design theory, particularly Concept- Knowledge (C-K) theory. The research aims to bridge the gap between descriptive and prescriptive methodologies, offering decision-makers a structured framework to understand conflicts and generate innovative solutions. Two case studies are used to test and validate this approach: the Kurdish-Turkish conflict and groundwater management in Tunisia. In the first case study, the method was tested by identifying shared values between conflicting parties and highlighting areas of potential compromise. The second case study. validated the approach by using the top structure of the value tree to construct a concept tree, resulting in actionable and consensus-driven policy solutions. Additionally, a second algorithm was developed to formalize the transformation of value trees into concept trees, and this was applied in the Alice example to generalize the method's applicability beyond conflict resolution to complex decision problems. The key contribution of this thesis is the formalization of a process that transforms cognitive maps into value trees, offering decision-makers a replicable method for identifying common ground and designing innovative alternatives. The integration of value trees with C-K theory allows for the generation of new solutions by bridging the gap between the knowledge space and the concept space. With further development, this methodology has the potential to significantly contribute to both conflict resolution and public policy design in a variety of complex, multi-stakeholder scenarios

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Grigor, Pierre. „A text-critical analysis of potentially conflict-provoking genres of the Christian bible“. Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/11289.

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This dissertation wants to understand the church history regarding the divide which resulted in the so called fundamentalist and the liberal movements in the church being birthed in identifying the reasons for the conflict between the aforementioned groups. It then presents principles of conflict transformation and management in order to understand and to help transform and manage potential confrontational situations between the aforementioned groups effectively. It further propose alternative interpretations to potential conflict-generating Bible texts by extrapolating new information from those texts in order to stir the potential of birthing a second naïve love for the discredited texts by offering new meanings to those same texts. Unfortunately, this objective can’t effectively be measured within the scope of this dissertation, but will nevertheless remain as an objective of hope.

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GUO, Yang. „Transformational leadership for conflict management between leaders and employees“. Digital Commons @ Lingnan University, 2011. https://commons.ln.edu.hk/mgt_etd/29.

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This study empirically investigates the dynamics and outcomes of leader-member conflict. It validates the values of cooperative conflict and damages of competitive conflict between leaders and employees, testing the effectiveness and universality of Deutsch's (1973) cooperation and competition theory. By bridging leadership and conflict management literature, it also identifies the role of transformational leadership in managing conflict effectively. Specifically, transformational leadership induces cooperative conflict and undermines competitive conflict between leaders and employees, which in turn increases task performance and leader effectiveness. A total of 112 interviews were conducted in mainland China from 2010 to 2011. Results of structural equation modeling and other analyses support the proposed model that transformational leadership affects conflict management approaches (cooperative conflict management, competitive conflict management) that in turn influence outcomes (task performance, leader effectiveness). Our findings suggest practical implications that leaders and employees can benefit from well-managed conflict, and that leaders can use transformational values and skills to handle conflict successfully in organizations.

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Hanna, Lunding. „Negotiating for Transformation? : A case study of the negotiation process in the Cyprus conflict“. Thesis, Linnéuniversitetet, Institutionen för samhällsstudier (SS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-99773.

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The Cyprus problem has now been an ongoing dispute for 40 some years. The two main ethnic communities, Greek Cypriot and Turkish Cypriot, has since the unrest following independence in 1960, been separated both in space and mind. A military coup, supported by Greece, followed by a Turkish invasion, caused a violent division of the island in 1974, a division that remains today. The UN has facilitated dialog and negotiation between the communities since the establishment of UNFICYP in 1964.The objective of this study is to identify whether the parties have been and are aiming for long-term or short-term perspectives in negotiation. With the help of the theoretical framework of Conflict transformation, resolution and management the study aim to answer the question – What signs of conflict transformation could be identified within the high level peace negotiation process in Cyprus?The study will be done through a process tracing case study of the peace negotiations in the Cyprus conflict. The study aims at depicting the negotiation process from 1974 and onwards. This by exploring UN position papers, resolutions and reports together with descriptions and statements from the negotiating parties.The study found that the phases of negotiation have differed considerably over time and that a general shift from conflict management to conflict transformation did appear.

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Yuen, Suk-yee Helena. „Buddhist mediation : a transformative approach to conflict resolution /“. View the Table of Contents & Abstract, 2008. http://sunzi.lib.hku.hk/hkuto/record/B41208225.

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Yuen, Suk-yee Helena. „Buddhist mediation: a transformative approachto conflict resolution“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B4501579X.

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Rodriguez, Iokine. „The transformative role of conflicts beyond conflict management in national parks : a case study of Canaima National Park, Venezuela“. Thesis, University of Sussex, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271885.

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management as a route for solving conflicts. It argues that present approaches used to solve conflicts in protected areas have been ineffective in their aim because they fail to address the very root causes of conflicts as well as to understand their complex, diverse and dynamic nature. The thesis thus calls for a shift away from instrumental forms of participation, that put the control over the participatory process on conservationist and protected area managers, towards collaborative processes that would help to address the underlying issues in dispute. Although seldom acknowledged, conflicts in protected areas generally include struggles over complex issues such as modernity, identity, authority, ownership, knowledge systems and different cultural notions of nature and land use, among others. The long-term transformation of conflicts requires that these issues are adequately understood and addressed. A shift away from the dominant participatory paradigm also requires breaking away from a managerial conflict resolution approach that treats conflicts as static, negative and undifferentiated phenomena. In its place an approach that emphasises the dynamic, differentiated nature of conflicts and their transformative power in forcing necessary social changes in protected area management is advocated. Special attention is paid here to analysing the dynamics of power relations among actors and the history of their interactions in order to determine the factors that limit or offer opportunities for a productive engagement among actors in addressing the root cause of conflicts. In order to demonstrate the complex, dynamic and diverse nature of conflicts in protected areas this thesis studies three different types of conflicts currently taking place in Canaima National Park, Venezuela: conflicts over the use of fire, tourism management and the building of a high voltage power-line. Through this differentiated analysis this thesis concludes with a discussion of the types of collaborative processes that could help address and discuss the core issues in dispute in each case but also the factors that limit and offer opportunities for such engagement

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Tilos, Tamarah. „Finding Common Ground| Learning From Leaders Who Have Utilized Conflict Transformation Behaviors in the Mental Health Field in the United States“. Thesis, Brandman University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10616578.

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Purpose: The purpose of this study was to discover and describe how exemplary leaders establish common ground and produce breakthrough results in the mental health field by utilizing the 6 domains of conflict transformation: collaboration, communication, problem solving, process, emotional intelligence, and ethics. Methodology: This thematic, phenomenological study was accomplished through examination of the lived experiences of exemplary leaders with firsthand experience transforming conflict and finding common ground. The target population for this study included executive-level leaders of nonprofit organizations, governmental institutions, state and national associations, and private businesses serving adults and children with mental illness, developmental or behavioral disabilities, and/or substance use disorders in the United States. Exemplary leaders were selected through criterion sampling to comprise the sample. In-depth, one-to-one interviews were conducted as the primary method for data collection. Findings: The findings from this study illustrate that exemplary leaders in the mental health field use key aspects of the 6 domains of conflict transformation as a set of intersecting behaviors that facilitate transforming conflict and finding common ground. Conclusions: It is concluded that leaders in the mental health field must have command of key aspects of the 6 domains of conflict transformation in order to achieve breakthrough results toward parity in the mental health field. Recommendations: Further research is advised: A replication of this study, a multiple-case study, and a mixed-method study are recommended to deepen understanding of finding common ground. Phenomenological studies exploring the unexpected findings in this research are also recommended. Developing the findings in this study will be useful for shaping policy, practice, and professional development in order to impact transformational change in the mental health field.

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Bücher zum Thema "Conflict transformation and management"

Resolution-Kenya, Centre for Conflict, Hrsg. Conflict transformation. Nakuru, Kenya: Centre for Conflict Resolution-Kenya, 2012.

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Fonseka, Dilrukshi. Gender and conflict transformation. Colombo: Prabodhini Program, National Peace Council of Sri Lanka, 2005.

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Hans-Joachim, Giessmann, und Berghof Forschungszentrum für Konstruktive Konfliktbearbeitung, Hrsg. Advancing Conflict Transformation. Michigan: Barbara Bdrich Publishers, 2011.

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Foundation for Co-Existence (Colombo, Sri Lanka), Hrsg. Conflict resolution and transformation. Colombo: Foundation for Co-Existence, 2008.

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Louis, Kriesberg, Northrup Terrell A und Thorson Stuart J, Hrsg. Intractable conflicts and their transformation. Syracuse, N.Y: Syracuse University Press, 1989.

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Schmelzle, Beatrix. Social change and conflict transformation. Berlin: Berghof-Forschungszentrum für Konstruktive Konfliktbearbeitung, 2006.

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Ramsbotham, Oliver. Contemporary conflict resolution: The prevention, management and transformation of deadly conflicts. 3. Aufl. Cambridge, UK: Polity, 2011.

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Ramsbotham, Oliver. Contemporary conflict resolution: The prevention, management and transformation of deadly conflicts. 3. Aufl. Cambridge, UK: Polity, 2011.

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Ramsbotham, Oliver. Contemporary conflict resolution: The prevention, management and transformation of deadly conflicts. 2. Aufl. Cambridge, UK: Polity, 2005.

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Ramsbotham, Oliver. Contemporary conflict resolution: The prevention, management and transformation of deadly conflicts. 2. Aufl. Cambridge, UK: Polity, 2005.

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Buchteile zum Thema "Conflict transformation and management"

O’Toole, John, Dale Bagshaw, Bruce Burton, Anita Grünbaum, Margret Lepp, Morag Morrison und Janet Pillai. „Conflict Management, Resolution and Transformation“. In Researching Conflict, Drama and Learning, 13–42. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-5916-3_2.

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Greffion, Jérôme, und Hélène Michel. „From the management of conflicts of interest to the transformation of medical experts' profiles“. In Conflict of Interest and Medicine, 87–106. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003161035-4.

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Hidaka, Soichiro. „Evolutionary Framework and Conflict Resolution for Multidirectional Transformations“. In Bidirectional Collaborative Data Management, 25–36. Singapore: Springer Nature Singapore, 2024. https://doi.org/10.1007/978-981-97-6429-7_2.

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Maples, Gordon W. „Mace, Memes, and Myopic Management: The University of California, Davis Pepper-Spray Scandal as a Transformational Crisis Communication Case Study“. In Academia in Conflict, 67–86. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-35617-9_4.

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Zhao, Yuwei. „Funeral Rituals in Village-Turned-Residential Communities: Transformation, Conflicts, and Management Strategies“. In Advances in Social Science, Education and Humanities Research, 412–18. Paris: Atlantis Press SARL, 2024. https://doi.org/10.2991/978-2-38476-344-3_49.

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Kloos, Michael. „Cultural Landscape Compatibility Study Upper Middle Rhine Valley – A Proactive Tool for Preventive Monitoring of Complex World Heritage Landscapes“. In 50 Years World Heritage Convention: Shared Responsibility – Conflict & Reconciliation, 335–47. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-05660-4_26.

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AbstractIn recent years, many “living” cultural and urban landscapes on a large scale were inscribed on the World Heritage List. However, such complex World Heritage properties generate frequently challenges concerning their management due to transformations caused by to pressure to change. As a result, there is a need for new proactive systematic approaches to assess such transformations combining innovative technical solutions with a systematic approach to using attributes and values conveying their Outstanding Universal Value. Taking the World Heritage cultural landscape Upper Middle Rhine Valley as a case study, this paper investigates such a systematic instrument to monitor transformations and to assess their impact on the OUV and integrity of UNESCO World Heritage properties. It is concluded that such systematic technical instruments can be helpful to support strategies for an integrated management combining preservation and sustainable development. However, an in-depth theoretical knowledge of sites’ OUVs and attributes and values related thereby, as well as a sound integration in existing legislative frameworks and the participation of stakeholders on various levels is indispensable to guarantee their full effectiveness.

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Gomes, Sharlene L. „Interventions to Strengthen Institutional Capacity for Peri-Urban Water Management in South Asia“. In Water Security, Conflict and Cooperation in Peri-Urban South Asia, 147–69. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-79035-6_8.

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AbstractInstitutions, defined as social rules which guide decision-making, are an important feature of peri-urban water governance. Peri-urban institutions structure the access to and management of water resources during rural-to-urban transitions. However, peri-urban areas are dynamic in nature and heterogeneous in composition. This generates challenges for the effectiveness of institutional arrangements. Peri-urban spaces of South Asian cities like Pune, Hyderabad, Kolkata and Khulna demonstrate the various ways in which institutional arrangements influence issues of water insecurity, conflicts, and crises in the urbanisation process. This chapter explores this important dimension and demonstrates ways to intervene in the institutional context of water resources in such transitional settings. Two types of interventions to build institutional capacity are presented. First, the Approach for Participatory Institutional Analysis (APIA), is designed to help peri-urban actors frame problems through an institutional lens and offers skills to navigate the solution space. The second approach, Transformative Pathways, facilitates efforts to cope with the uncertain and dynamic nature of urban transitions. Based on the adaptation pathways approach, it helps peri-urban actors work from their existing situation and design pathways towards more sustainable and resilient futures. Practical applications of these approaches in South Asia offer insights on how to intervene institutionally in water problems during rural-urban transitions.

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Stillwell, Will. „Conflict Transformation“. In Interdisciplinary Applications of the Person-Centered Approach, 213–20. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4614-7144-8_19.

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Rupesinghe, Kumar. „Conflict Transformation“. In Conflict Transformation, 65–92. London: Palgrave Macmillan UK, 1995. http://dx.doi.org/10.1007/978-1-349-23823-1_4.

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Turbanti, Giacomo. „Conflict Transformation“. In Palgrave Philosophy Today, 197–216. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-12463-1_11.

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Konferenzberichte zum Thema "Conflict transformation and management"

Kalmykova, Olga. „Conflict And Stress Management At Customs Offices“. In RPTSS 2017 International Conference on Research Paradigms Transformation in Social Sciences. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.02.160.

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Hellmuth, Nils, und Eva-Maria Jakobs. „Potential of conflict communication formats for infrastructure projects“. In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002363.

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Germany has decided to fundamentally transform its whole energy system. The transformation requires numerous infrastructure projects that are conflict-prone [1]. To handle conflicts, involved companies are expected to use legally prescribed public participation procedures (formal) as well as non-legally binding participation processes (informal). Public participation can occur on three intensity levels: information, consultation, and cooperation [2]. Little research has been done on how conflict communication can be used at different participation levels. This paper aims on a deeper understanding of how conflict communication formats are perceived by people living in so-called energy regions, i.e., regions undergoing an intensive energy transformation. It focuses on how they retrospectively evaluate their potential for conflict management, and what recommendations they derive from this knowledge.This paper presents selected outcomes of a study conducted in the large-scale project ENSURE, funded by the German Federal Ministry of Education and Research. The project aims on solutions for the German energy transition. The study combines in-depth interview and pre-questionnaire. The literature-based interview guideline covers two question complexes: (1) background, remit, and experience, (2) conflict communication (occurrence of conflict; conflict triggers and resolutions; potential of communication formats; quality criteria; challenges of distance conditions). In the pre-questionnaire, respondents were asked to rate the potential of formats of participation levels for conflict management (1 = very suitable; 6 = not suitable at all). For each level, formats frequently named in the literature were given [3]. In the in-depth interviews, participants were asked to comment on their ratings. In addition, they were asked to recall two infrastructure projects they had experience with and indicate which formats had been used particularly well or poorly? The participants were contacted using a stakeholder list provided by the project consortium. The participants (n=12; nine male, three female) live in the federate state Schleswig-Holstein and have experience with infrastructure projects in the energy and/or mobility sector. All are well-informed about the region. Most of them (n=8) are involved in environmental protection organizations or in local politics, e.g., in regional development committees. Interviews were conducted digitally in 2021. The data were anonymized, transcribed, analyzed qualitatively (two coders; overall categories: 247) as well as quantitatively.Conflict communication formats were mostly used on the information level. The best ratings are given to consultation level formats (Ø = 2.2). At the information level, information events are rated as most suitable (Ø = 1.3). At consultation level, resource-intensive personal talks with those affected are recommended (Ø = 1.3). Respondents favor integrating levels of participation and formats, e.g., consultation processes as part of information events. At cooperation level, mediation is best rated (Ø = 1.9). The respondents address factors influencing the suitability of formats for conflict management. Some formats are strongly topic-dependent, e.g., an expert hearing is particularly suitable if a topic generates fears. Other factors are the target group, the local context (city/rural) or the setting (private/public). The format choice should consider the project size and phase.Further research should examine the impact of the factors named above and how conflict communication can function under distance conditions (COVID-19 pandemic).Literature[1] Renn (2015): Aspekte der Energiewende aus sozialwissenschaftlicher Perspektive. Analyse aus der Schriftenreihe Energiesysteme der Zukunft. München: acatech.[2] Verein Deutscher Ingenieure e.V. (VDI) (2015): VDI-Standard 7001 – Communication and public participation in planning and building of infrastructure projects. Training for work stages of engineers. Berlin: Beuth.[3] Ziekow/ Barth/ Schütte/ Ewen (2014): Konfliktdialog bei der Zulassung von Vorhaben der Energiewende. Leitfaden für Behörden. Konfliktdialog bei Höchstspannungsanlagen.

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Rakićević, Zoran, Jovana Rakićević und Bojan Balaž. „Examining Internal Environment for Corporate Entrepreneurship: Evidence from Serbian Public Sector“. In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.49.

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In today’s fast-changing, turbulent and highly competitive business environment, internal entrepreneurship, i.e. intrapreneurship is seen as an instrument for established organizations to provide a fast response to new business challenges and opportunities. It is especially demanding and challenging to encourage intrapreneurship in the public sector organizations where, compared to the private sector, there is a much greater diversity of objectives to be fulfilled, as well as a greater conflict between profit and social responsibility; less flexibility in the decision-making process; and where financial incentives for improvements are much smaller. This paper examines the level of internal environment development for internal entrepreneurship in the public sector of the Republic of Serbia, as well as the differences in the tendency towards internal entrepreneurship among three categories of public organizational systems (public institutions, public administration, and public enterprises). For this purpose, Corporate Entrepreneurship Assessment Instrument (CEAI) developed by Kuratko, Hornsby, and Covin (2014) is used as a research tool developed for diagnosing organization’s internal environment for entrepreneurship through five dimensions: top management support, work discretion/autonomy, rewards/reinforcement, time availability, and organizational boundaries. The Survey sample covers 126 employees from Serbian public sector organizations.

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Gabor, Gabriel, und Doina Muresan. „THE PHYSIOGNOMY OF MILITARY CONFLICTS IN THE FUTURE AND THE NEED FOR TRANSFORMATION IN THE MILITARY“. In eLSE 2013. Carol I National Defence University Publishing House, 2013. http://dx.doi.org/10.12753/2066-026x-13-042.

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In the future, war will mainly settle in the sphere of the politics and economics and will have as general purpose to aim at major economic projects, such as: control over strategic raw materials, from the point of view of their exploitation, access routes and trade markets; restricted access to high performance technologies; political and military control over some of the world's "hot spots" etc.. Basically, war will become an informational confrontation based on the use of certain mechanisms of distribution and combination of ways and means to support the conflict, falling within the politics area and hardly requiring any use of armed means. Transformation is a strategic imperative. At NATO member states defense ministries level, modernization needs to be shaped and influenced by the imperative realities specific to the competition in the information age. This is the age when power will directly depend on such aspects as: increased information dissemination capacity, easy access to information and increased decision-making speed. Military transformation involves changes in the doctrine, organization and structure of forces, capabilities, business intellingence, training, education and procurement, human rtesources management and budgetary programming which become the main areas where modernization of the military occurs. The strategies that define transformation cover three major areas: military culture, capabilities planning and capabilities transformation. NATO's credibility degree is and will also be depending on its military capabilities. Therefore, the final goal of the military organization transformation is to create new military capabilities that enable the armed forces to carry on operations across the entire spectrum of conflicts

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Petrušová, Dagmar, Katarína Kráľová und Jana Sochuľáková. „Assessment of the Economic Situation of Post-socialist EU Countries“. In Sixth International Scientific Conference ITEMA Recent Advances in Information Technology, Tourism, Economics, Management and Agriculture. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2022. http://dx.doi.org/10.31410/itema.2022.173.

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The economic development of Slovakia, as well as other former socialist countries, was largely marked by the transition from a centrally planned economy to a market economy. This process was long and difficult. Post-socialist countries were forced to adopt a broad complex of political, social, economic and institutional reforms that made the business environment in the country more attractive and strengthened economic growth. This process of transformation continues and despite progress there is room for further improvement even in the most developed post-socialist countries. In addition, the economy of individual countries, as well as the world economy, is currently significantly affected by the ongoing pandemic, and it has also been negatively affected by the war conflict in Ukraine and the emerging energy crisis. In the article, we will focus on evaluating and comparing the development and economic situation of former socialist countries that have since become members of the European Union. Based on selected macroeconomic indicators, we will assess the level of the economy of individual countries. Subsequently, we will use the ranking method and compile and evaluate the ranking of the analyzed countries.

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Montoya, Catalina, Lina María Escobar-Ocampo und Claudia María Vélez-Venegas. „Marinilla´s cultural landscape and spacial characterization (Colombia)“. In 24th ISUF 2017 - City and Territory in the Globalization Age. Valencia: Universitat Politècnica València, 2017. http://dx.doi.org/10.4995/isuf2017.2017.6201.

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Marinilla´s cultural landscape and spacial characterization (Colombia). Catalina Montoya Arenas¹, Lina María Escobar Ocampo¹, Claudia Maria Venegas Velez¹ ¹Facultad de Arquitectura, UPB. Circular 1 N°70-01 Medellin, Colombia. E-mail: catalina.montoyaarenas@upb.edu.co, lina.escobar@upb.edu.co, claudia.ve7@gmail.com Keywords (3-5): Cultural landscape, social management, heritage, spacial transformations, tourism Conference topics and scale: Stages in territorial configuration The historic center of Marinilla, National Monument since 1959, is located sixty minutes from Medellin at San Nicolas Valley. It has exceptional landscape conditions, highly productive lands, and a large percentage of the water reserve that supplies the region and the country, giving the territory an economic center character since the colony. These physical values make part of collective imagination as a recreation area and an opportunity for development in the 1960s, according to the construction of large national infrastructure works. At the same time, it was object of armed conflict in the 1980s and 1990s, and more recently, directly related to the spatial dynamics of the region: unplanned urban expansion, changes in land use and vegetation cover, with effects on the cultural landscape. In a post-conflict situation, the economic strategies of different actors trust on tourism as a social-spatial management strategy to improve the territory. However, the identity of rurality shows spatial imbalances without recognizing elements of historical construction whose legacies must be revealed to ensure equitable development. To do this, we propose an approach from the cultural landscape in a revision of the historical, symbolic and relational transformation through five systems (anthropic, productive, political, symbolic and spatial), analyzing competitiveness, tourism, landscape and social management, in different scales and during three historical moments. References (100 words) Busquets, J., and Cortina, A. (2009). Gestión del paisaje: Manual de protección, gestión y ordenación del paisaje. Ariel, Barcelona. Sierra, P. A. (2003). Periferias y nueva ciudad: el problema del paisaje en los procesos de dispersión urbana. Universidad de Sevilla. Barrera, S. (2014). Consideraciones teóricas para el análisis del paisaje. La Metodología de Los eventos relacionales. Perspectivas sobre el paisaje. Varón, D. C. Z. (2015). El derecho al paisaje en Colombia.: Consideraciones para la definición de su contenido, alcance y límites. U. Externado de Colombia. Olmo, R. M. (2008). El paisaje, patrimonio y recurso para el desarrollo territorial sostenible. Conocimiento y acción pública. Arbor, 184(729).

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Carturan, Sara B. O. G., Elaine Rezende und Denise H. Goya. „Digital Transformation Strategy providing drivers, prioritization, and an assertive planning: an Experience Report of a Business Conglomerate“. In Congresso Brasileiro de Software: Teoria e Prática. Sociedade Brasileira de Computação - SBC, 2022. http://dx.doi.org/10.5753/cbsoft_estendido.2022.226267.

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During the development of a Digital Transformation (DT) Strategic Plan, it should be considered Business drivers, management models, recognized IT methodologies, IT processes and technical/business dimensions. However, human value is so important as the plan because behavioral issues and conflicts of interest could limit or destroy the plan. This paper also discusses project phases and what were the main points emerged. The project enabled discussions and the engagement of IT leaders, respecting points of view and defining priority actions that were materialized in initiatives in DT Strategic Plan. In addition, it was necessary to re-design IT organizational structure with roles and responsibilities to support DT Strategic Plan.

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Hornung, Severin, und Thomas Höge. „THE DARKSIDE OF IDIOSYNCRATIC DEALS: HUMANISTIC VERSUS NEOLIBERAL TRENDS AND APPLICATIONS“. In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact097.

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"Theory-building on workplace flexibility is extended, based on a critical Human Resource (HR) systems framework and paradox (conflict) perspective on employee-oriented vs. capacity-oriented flexibility. Differentiated are variabilities in HR practices by: a) content (functional, temporal, spatial, numerical, financial); b) control (employer, employee); and c) creation (top-down, bottom-up). Hybrid types of bottom-up initiated and top-down authorized flexibility, idiosyncratic deals (i-deals), describe mutually beneficial, negotiated agreements on non-standard working conditions between employees and employer. If their real-world manifestations reflect idealized assumptions, however, remains obscure. Integrating institutional logics, HR systems embody values of humanistic ideals vs. neoliberal ideology: (1) individuation vs. individualism; (2) solidarity vs. competition; (3) emancipation vs. instrumentality. Reflecting these antipodes, construed ideal-type and anti-type i-deals facilitate: (a) self-actualization vs. self-reliance (needs vs. interests); (b) common good vs. tournament situations (triple-win vs. winner-take-all); (c) social transformation vs. economic rationalization (development vs. performance). In humanistic management theory, i-deals increase employee-oriented flexibility, but, in reality, risk being co-opted for economic rationalization and divisive labor-political power strategies. Antagonistic applications involve: humanization vs. rationalization goals; egalitarian vs. elitist distribution; relational vs. transactional resources; need-based vs. contribution-based authorization; procedural vs. distributive justice; supplementing vs. substituting collective HR practices. Instrumental adoption in high-performance work environments likely facilitates harmful internalizations as subjectification and self-exploitation."

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Stawińska, Danuta. „Przynależność generacyjna bibliotekarzy jako czynnik determinujący postawę wobec pracy“. In VII Ogólnopolska Konferencja Naukowa „Biblioteka (w) transformacji”, 155–76. Wydawnictwo Uniwersytetu w Białymstoku, 2024. https://doi.org/10.15290/bwt.2024.08.

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The labor market in Poland is undergoing constant transformation due to demographic changes, mainly resulting from the aging of the population. Attitude towards work is shaped, among other things, by generational affiliation, and the need to continuing education or even retraining applies to employees of every generation. Developing attitudes, personal qualities, value system and motivation, increases employee’s value on the labor market and influences professional activity. For organization such as a scientific library, age management involves resolving conflicts related to having employees of different age groups. The task is difficult, because even within a single generation there is a huge diversity of views, behavior, and attitudes. Breaking down intergenerational barriers, however, becomes an opportunity for any organization. The purpose of this article is to highlight the issue of the small age diversity of college library employees. Based on the analysis of selected literature, an attempt was also made to systematize the knowledge of management of generational diversity.

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Popovic, Kresimir, und Zeljko Hocenski. „Conflict management“. In 2009 ICSE Workshop on Leadership and Management in Software Architecture, LMSA. IEEE, 2009. http://dx.doi.org/10.1109/lmsa.2009.5074859.

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Berichte der Organisationen zum Thema "Conflict transformation and management"

Majorenos-Taruc, Grace. Promoting Food Security, Sustainable Livelihood, and Peace in Conflict-Ridden Communities. Philippine Institute for Development Studies, September 2023. http://dx.doi.org/10.62986/pn2023.20.

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Food security policies and programs build resilience against conflict. However, within the context of conflict-ridden communities, such policies and programs become immaterial. Hence, a sustainable community-based agriculture program is deemed necessary to empower people within their localities. Culled from the study "From Arms to Farms: A Community-Based Sustainable Agriculture Program in Kauswagan and Neighboring Communities in Lanao del Norte," this Policy Note examines the state of conflict-ridden communities before (2000–2009) and after (2010–present) the implementation of the program. It delves into various aspects of the program (i.e., economic, social cohesion, and environmental dimensions), management process, and the motivations driving rebel returnees and other stakeholders to engage in the program. The Note also evaluates the sociopolitical, economic, and environmental impacts of the program on partner communities and other stakeholders, the encountered challenges and corresponding responses, as well as the program's best practices. The study concludes that the From Arms to Farms program has brought about positive transformations in the lives of rebel returnees, their families, and their communities.

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Guerra, Flávia, Marisol Romero Magallán, Acoyani Adame, Gorka Zubicaray, Michael Roll und Lucas Turmena. TUC City Profile: Naucalpan, Mexico. United Nations University - Institute for Environment and Human Security (UNU-EHS), November 2022. http://dx.doi.org/10.53324/exzo5502.

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Naucalpan shares critical sustainability challenges with Mexico City due to geographic proximity, notably those related to transport. Furthermore, deindustrialization, lack of integrated urban planning and climate change exacerbate everyday problems in the municipality, including air and water pollution, poor waste management, inequality and poverty. Better understanding the links between these issues could inspire transformative climate action at the local level. A strategic long-term vision for a more sustainable Naucalpan could build upon existing multilevel collaboration agreements and transnational partnerships. Vertical and horizontal integration and formalization of climate change mitigation and adaptation programs and projects could help the municipality to bridge fragmented climate agendas, sectoral development projects and short-term administrations. Naucalpan residents are increasingly recognizing socio-environmental challenges and conflicts at the local level, as well as the shortcomings of the institutionalized channels for citizen participation. As a result, different informal spaces for citizens to voice their opinions regarding government decisions and projects are emerging in the municipality. Addressing significant gaps in municipal data, knowledge and capacity regarding climate change is critical to accelerate a transformation towards sustainability in Naucalpan. Furthermore, existing community-led initiatives could be leveraged to anchor climate action and ensure buy-in from different actors.

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McDermott, John J. Reconstruction as a Case Study in Flawed Conflict Transformation. Fort Belvoir, VA: Defense Technical Information Center, Mai 2008. http://dx.doi.org/10.21236/ada485140.

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Mathiasen, Flemming. The African Union and Conflict Management. Fort Belvoir, VA: Defense Technical Information Center, März 2006. http://dx.doi.org/10.21236/ada449366.

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Locke, Christine A. Chinese Methods of Interpersonal Conflict Management. Fort Belvoir, VA: Defense Technical Information Center, Mai 2007. http://dx.doi.org/10.21236/ada470802.

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West, Aaron S. On Conflict Transformation in Iraq: Democracy and its Effect on Stability. Fort Belvoir, VA: Defense Technical Information Center, April 2007. http://dx.doi.org/10.21236/ada478987.

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Harrell, Ronald L. Financial Management Transformation (Performance Based Budgeting). Fort Belvoir, VA: Defense Technical Information Center, April 2002. http://dx.doi.org/10.21236/ada404570.

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Resty, Michael, und Jr. Transformation of Installation Management The Key to Success of Army Transformation. Fort Belvoir, VA: Defense Technical Information Center, April 2003. http://dx.doi.org/10.21236/ada420143.

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Frank, Aaron B. Pre-Conflict Management Tools: Winning the Peace. Fort Belvoir, VA: Defense Technical Information Center, Februar 2005. http://dx.doi.org/10.21236/ada434726.

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Wright, Kenneth L. Transformation and Change Management for Strategic Leaders. Fort Belvoir, VA: Defense Technical Information Center, April 2002. http://dx.doi.org/10.21236/ada404197.

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