Products related to Conflict:
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Change, Conflict and Community
The cost to business of unresolved conflicts is high; tribunals, loss of productivity, resignations and damaged reputations are serious consequences for all concerned.With increased organizational change in the form of changes in leadership, restructuring, downsizing, matrix management, mergers, acquisitions and systems changes comes increased political activity and the potential for either increased learning and growth or tension and unproductive conflict. Change agents, HR practitioners and managers need to be skilled at empowering others to use or resolve conflict effectively for a more productive working environment and greater employee satisfaction.Change, Conflict and Community takes readers through the essential theory and hands-on practice of working with change and conflict by considering:* How we can increase our understanding of the tensions that often exist when change is ever present in the organization* How to work more effectively with the dynamic relationship between change and conflict* How the idea of “community” can help us to work with the energy of change and human interactionBarbara Kenton is a freelance consultant and Director of WHooSH Whole Systems Health.She is an experienced consultant, mediator, facilitator, coach and trainer with over 25 years' experience as a manager and development specialist working with individuals, teams and organizations both in the UK and internationally.She has published a number of articles on the role of the internal consultant and challenges facing those in HR.She is a qualified workplace and community mediator. Suzanne Penn is an independent consultant, facilitator and coach with 20 years' experience in the HR and Organization Development field.She has worked as an internal and an external practitioner across all sectors and industries in the UK, mainland Europe and the US.A previous Assistant Director at Roffey Park Management Institute, she brings to this book particular expertise in leadership development, group facilitation, strategic HR and organizational change and culture.The HR SeriesThe HR Series is edited by Julie Beardwell, Principal Lecturer in Human Resource Management at DeMonfort University, and Linda Holbeche, Director of Research and Policy at CIPD, and is designed to plug the gap between theory and implementation.The books draw on live examples of strategic HR in practice and offer practical insights into how to transform individual and functional delivery to improve value-added.Intended for serious HR professionals who aspire to make a real difference within their organization, The HR Series provides resources to inform, empower and inspire the HR leaders of the future.
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From Conflict To Community
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Peacebuilding, Conflict and Community Development
How do local communities effectively build peace and reconciliation before, during and after open violence?This trailblazing book gives practical examples, from the Global North, the former Soviet bloc and Global South, on communities addressing conflict in divided and contested societies. The book draws on a range of critical perspectives and practitioner analyses.The diverse case studies demonstrate the considerable knowledge, skills, commitment, courage and relationships within local communities that a critical community development approach can support and encourage. Concluding with activists’ perspectives on working with the challenges of violence, the book offers insights for both an understanding of the root causes of conflict and for bottom-up peacebuilding.
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Migration, Culture Conflict, Crime and Terrorism
Immigration and its consequences is a substantially contested subject with hugely differing viewpoints.While some contend that criminal participation by migrants is the result of environmental factors found in the host country that are beyond the control of migrants, others blame migrants for all that is wrong in their communities.In this book, experts from Europe, the USA, Turkey and Israel examine recent developments in the fields of culture conflict, organized crime, victimization and terrorism, all of which intersect to varying degrees with migration and illegal conduct.While the essays further our understanding of a variety of issues surrounding migration, at the same time they illuminate the complexities of managing the challenges as globalization increases.
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What is a narcissistic culture of conflict?
A narcissistic culture of conflict is a social environment in which individuals prioritize their own needs, desires, and opinions above all else, often at the expense of others. In this culture, there is a lack of empathy and consideration for others, and a strong emphasis on winning, power, and control. Conflict is often fueled by a sense of entitlement, self-importance, and a need for validation and admiration. This can lead to toxic and destructive interpersonal dynamics, as well as a lack of cooperation and compromise in resolving conflicts.
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What does the conflict culture look like in Somalia?
The conflict culture in Somalia is characterized by a long history of clan-based conflicts, political instability, and violence. Clan identities play a significant role in shaping social relationships and political dynamics, often leading to competition and violence between different groups. The presence of armed groups, such as Al-Shabaab, further exacerbates the conflict culture in the country. Additionally, the lack of a strong central government and the prevalence of corruption contribute to the perpetuation of conflict and instability in Somalia.
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What is the difference between an evaluation conflict, a relationship conflict, and a distribution conflict?
An evaluation conflict arises when there are differing opinions on the quality or effectiveness of work or ideas. This type of conflict is focused on the merit of the work itself. Relationship conflicts, on the other hand, involve interpersonal tensions and issues between individuals, often unrelated to the work itself. Distribution conflicts occur when there are disagreements over the allocation of resources, such as money, time, or responsibilities. Each type of conflict requires different approaches and strategies for resolution.
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How do I resolve the conflict conversation in the assessment center?
To resolve a conflict conversation in an assessment center, it's important to approach the situation with a calm and open-minded attitude. Listen actively to the other person's perspective and try to understand their point of view. Express your own thoughts and feelings in a respectful manner, and look for common ground or potential solutions that can address the conflict. It's also important to remain professional and avoid getting defensive or confrontational. Ultimately, the goal is to find a resolution that is fair and respectful to all parties involved.
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The Handbook of Conflict Resolution : Theory and Practice
Praise for The Handbook of Conflict Resolution "This handbook is a classic.It helps connect the research of academia to the practical realities of peacemaking and peacebuilding like no other.It is both comprehensive and deeply informed on topics vital to the field like power, gender, cooperation, emotion, and trust.It now sits prominently on my bookshelf." —Leymah Gbowee, Nobel Peace Prize Laureate "The Handbook of Conflict Resolution offers an astonishing array of insightful articles on theory and practice by leading scholars and practitioners.Students, professors, and professionals alike can learn a great deal from studying this Handbook." —William Ury, Director, Global Negotiation Project, Harvard University; coauthor, Getting to Yes and author, The Third Side "Morton Deutsch, Peter Coleman, and Eric Marcus put together a handbook that will be helpful to many.I hope the book will reach well beyond North America to contribute to the growing worldwide interest in the constructive resolution of conflict.This book offers instructive ways to make this commitment a reality." —George J.Mitchell, Former majority leader of the United States Senate; former chairman of the Peace Negotiations in Northern Ireland and the International Fact-Finding Committee on Violence in the Middle East; chairman of the board, Walt Disney Company; senior fellow at the School of International and Public Affairs, Columbia University "Let's be honest.This book is just too big to carry around in your hand.But that's because it is loaded with the most critical essays linking the theory and practice of conflict resolution.The Handbook of Conflict Resolution is heavy on content and should be a well-referenced resource on the desk of every mediator—as it is on mine." —Johnston Barkat, Assistant Secretary-General, Ombudsman and Mediation Services, United Nations
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A Precarious Life : Community and Conflict in a Deindustrialized Town
A Precarious Life offers an internal view of conflict among one of the most socioeconomically disadvantaged communities in Britain.The long-term 'ethnography at home' is narrated through the life and death of the author's father, Paul, who worked in the coke ovens of the Corby steelworks until its closure in 1980.After closure, Paul ran a mobile grocery shop on his council estate and surrounding areas, which suffered an assortment of injuries in the post-industrial decades that followed.By engaging closely with the social practices of Paul and members of his relational community, this book provides a rare emic account of the classed and racialized tensions that occur within a precariously situated subsection of society.Through this process, layers of meaning are noticed, articulated, and deployed to make intelligible communal tensions.As the chapters progress, a complex ethical terrain is brought into view, where moral conflicts and dilemmas are rife.From this new perspective, a disjuncture becomes apparent between top-down theories that guide the criminal law, on the one hand, and norms that make better sense of the social world navigated by residents on an over-criminalized estate, on the other.A Precarious Life calls on legal scholars to understand better and engage with this alternative normative order, which embraces an ethics of honesty, relationality, solidarity, and care-captured by the central notion of mutuality.
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Antwerp and the Golden Age : Culture, Conflict and Commerce
A remarkable painting by the Antwerp painter Maerten de Vos, 'Moses Showing the Tablets of the Law to the Israelites', shows wealthy merchants, artists and poets, a ground-breaking botanist, a pioneer in women’s education, and the greatest publisher of the age gathered around a portrayal of Moses and Aaron with the stone tablets of the law engraved with the Ten Commandments in Dutch.In searching for an answer to the question of what brought together this diverse group of influential people in sixteenth-century Antwerp, Richard Willmott turns to their letters, diaries, friendship albums and poetry to write a group biography.As he finds out more about each life and explores the links that brought them together, he shows how a network of friendship and exchange of scholarly ideas that crossed the Channel and Europe’s borders lay behind the rich civilisation of sixteenth-century Antwerp, until it was destroyed by the struggle for political and religious power in the Eighty Years War when the Dutch fought the Spanish for independence.
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Regarding Manneken Pis : Culture, Celebration and Conflict in Brussels
This book examines how the 'Manneken Pis' statue has come to symbolize the Brussels city and focuses on the multiplicity of interpretations to which the statue has been subjected.It explores that celebratory uses of the statue and ones which articulate the conflicts in society are related.
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What is the difference between interrole conflict and intrarole conflict?
Interrole conflict occurs when the expectations of different roles a person holds are in conflict with each other. For example, a person may experience interrole conflict when the demands of their work role conflict with the demands of their family role. On the other hand, intrarole conflict occurs when the expectations within a single role are in conflict with each other. For instance, a manager may experience intrarole conflict when they are torn between being supportive and being assertive with their team members. In summary, interrole conflict involves conflicts between different roles, while intrarole conflict involves conflicts within a single role.
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What is the difference between a conflict and a social conflict?
A conflict is a general term that refers to any disagreement or struggle between two or more parties. It can be personal, professional, or societal in nature. On the other hand, a social conflict specifically refers to a disagreement or struggle between different social groups or classes within a society. Social conflicts often involve issues related to power, resources, and social inequality, and they can have a significant impact on the functioning of a society as a whole.
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What is the difference between an intrarole conflict and an interrole conflict?
Intrarole conflict occurs when an individual experiences conflicting demands within a single role, such as when a manager is torn between two equally important tasks. On the other hand, interrole conflict arises when there are conflicting demands between different roles an individual occupies, like when a person struggles to balance their responsibilities as a parent and as an employee. Essentially, intrarole conflict involves conflicts within a specific role, while interrole conflict involves conflicts between different roles.
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What is a friendship conflict?
A friendship conflict is a disagreement or dispute between friends that can arise from various sources such as miscommunication, differing expectations, jealousy, or betrayal. These conflicts can cause tension, hurt feelings, and strain the relationship between friends. Resolving friendship conflicts requires open and honest communication, empathy, and a willingness to understand each other's perspectives in order to find a mutually agreeable solution.
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