The role of culture and personality in choice of conflict management strategy

2006 ◽  
Vol 30 (5) ◽  
pp. 579-603 ◽  
Author(s):  
Ritu Kaushal ◽  
Catherine T. Kwantes
2014 ◽  
pp. 425-428 ◽  
Author(s):  
Hosseinali Aziziha ◽  
Ali Khodsetan ◽  
Mahsan Hajirasouliha ◽  
Ashkan Faraji ◽  
Milad Isakhani Zakaria ◽  
...  

This chapter seeks to address the question of how is sport governed in societies that are deeply divided along ethnic, religious or other lines? The chapter focuses on three case studies: Bosnia and Herzegovina, Cyprus and Northern Ireland. It argues that in each of these cases, the institutions that have been employed in order to manage relations between groups in the governance of sport are more integrative than those that have been employed at the broader political level, where accommodation or outright division are the norm. The chapter explores the nature of these institutions and examines the role of a range of actors involved in their establishment. In particular, the chapter highlights the rhetorical impact that claims about the unifying experience of sport have on relevant actors' perceptions of how it should be governed, but also questions whether the integrative approach taken in the three case studies is part of a deliberate conflict management strategy or whether it is instead simply a product of the more technocratic concerns of international and regional governing bodies.


2016 ◽  
Vol 6 (1) ◽  
pp. 64
Author(s):  
Sri Wartini

<p><em>The purpose of this research </em><em>is </em><em>to explain influence</em><em> of</em><em> </em><em>conflict</em><em> management</em><em> strategy </em><em>on teamwork</em><em> performance</em><em>. This kind of</em><em> conflict can happen to everyone and</em><em> in any places disregarding</em><em> status, income and position. Someone who ca</em><em>n not</em><em> manage conflict</em><em>s</em><em> will </em><em>have a</em><em> threat</em><em> for his</em><em> personal performance</em><em>,</em><em> and </em><em>unfortunately, </em><em>company’s performance will </em><em>also gain</em><em> the effect. </em><em>Accordingly</em><em>, we need a strategy to manage  conflict</em><em>s</em><em> as a</em><em>n</em><em> effort to create a good performance </em><em>for</em><em> individual employee performance a</em><em>s well as tha</em><em> team performance. </em><em>The p</em><em>opulation af this research is</em><em> the</em><em> entire educational employee</em><em>s</em><em> in UNNES by taking some samples using propotional sampling </em><em>to </em><em>around 88 samples</em><em>. </em><em>The result of this research  prove</em><em>s</em><em> that hypothesis stat</em><em>ing</em><em> “conflict</em><em> management</em><em> strategy” influenced positively and significantly </em><em>on</em><em> </em><em>teamwork performance</em><em> is accepted. This</em><em> explain</em><em>s that </em><em>conflict</em><em> management</em><em> strategy can give contribution to</em><em> the</em><em> teamwork performance through employee’s </em><em>ability</em><em> to accomodate ideas from partner</em><em>s</em><em> of work, avoid </em><em>disputes</em><em> by respect</em><em>ing</em><em> each other, </em><em>maintaining</em><em> communicati</em><em>on</em><em> and </em><em>conduct</em><em> colaboration </em><em>on</em><em> work</em><em>ing</em><em> method</em><em>s</em><em>. </em><em>It is s</em><em>uggest</em><em>ed</em><em> </em><em>that</em><em> this research should improve strateg</em><em>ies</em><em> in managing conflict</em><em>s</em><em> such as strat</em><em>egies</em><em> to compete </em><em>at</em><em> work by giving chance to other partner to use theirs skill in making decision and finding solution to solve the job.</em></p><em>Keywords: conflict management strategy, teamwork’s performance, educational employee</em>


2018 ◽  
Author(s):  
Maciej Kościelniak ◽  
Jarosław Piotrowski ◽  
Magdalena Żemojtel-Piotrowska

Many authors examined the interplay between gender and conflict management preferences, but those findings were often mixed and inconsistent. In the current paper we tried to explain those inconsistencies by investigating the mediating role of personality for the relationship of gender and conflict management. Rahim's inventory was used for identifying five conflict management styles, and Big Five Model theory was a base for assessing participants' personality traits. Data were collected from a sample of 1,055 working Poles (52.7% women), in an online survey. Based on the structural equation modeling we detected multiple indirect mediating paths of gender on conflict management via personality traits, while no direct effect of gender was observed. Despite some limitations, the study sheds light on the actual role of gender in conflict behavior and the importance of personality traits in the conflict management, both from a theoretical and practical perspective.


2020 ◽  
Vol 16 ◽  
Author(s):  
Divya Mirji ◽  
Shubha Rao ◽  
Akhila Vasudeva ◽  
Roopa P.S

Background: Pregnancy of unknown location (PUL) is defined as the absence of intrauterine or extrauterine sac and Beta Human Chorionic Gonadotropin levels (β-HCG) above the discriminatory zone of 1500 mIU/ml. It should be noted that PUL is not always an ectopic; however, by measuring the trends of serum β-HCG, we can determine the outcome of a PUL. Objective: This study aims to identify the various trends β-HCG levels in early pregnancy and evaluate the role of β-HCG in the management strategy. Methods: We conducted a prospective observational study of pregnant women suspected with early pregnancy. Cases were classified as having a pregnancy of unknown location (PUL) by transvaginal ultrasound and ß-HCG greater than 1000 mIU/ml. Expectant management was done until there was a definite outcome. All the collected data were analyzed by employing the chi-square test using SPSS version 20. Results: Among 1200 women who had early first trimester scans, 70 women who fulfilled our criteria of PUL and ß-HCG > 1000 mIU/ml were recruited in this study. In our study, the mean age of the participants was 30±5.6yrs, and the overall mean serum ß-HCG was 3030±522 mIU/ml. The most common outcome observed was an ectopic pregnancy, 47% in our study. We also found the rate of failing pregnancy was 27%, and that of intrauterine pregnancy (IUP) was 25%. Overall, in PUL patients diagnosed with ectopic pregnancy, 9% behaved like IUP, and 4% had an atypical trend in their ß-HCG. Those who had an IUP, 11% had a suboptimal increase in ß-HCG. Conclusion: PUL rate in our unit was 6%. Majority of the outcome of PUL was ectopic in our study. Every case of PUL should be managed based on the initial ß-HCG values, clinical assessments and upon the consent of the patient.


Author(s):  
Jaroslav Tir ◽  
Johannes Karreth

After summarizing the theoretical arguments and findings of this book, we discuss key lessons learned from our study. The international environment has a significant influence on civil war development and prevention. Amplifying their conflict-preventing influence on member-states, highly structured intergovernmental organizations (IGOs) often coordinate their activities, especially in the area of political violence and state fragility. We then identify a number of tangible, economic incentives as the main pathways of this influence. Overall, this book suggests that the economic benefits of peace provide a potent temptation—for both governments and rebels—to settle low-level armed conflict before it can escalate to full-scale civil war. With these lessons learned, we also identify suggestions for both the research into and practice of conflict management. The chapter closes by pointing to opportunities for making use of our findings to further capitalize on the role of highly structured IGOs in civil war prevention.


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