Conflict Resolution from an Islamic Perspective from Conflict Resolution to Diversity Management

2015 ◽  
Vol 29 (62) ◽  
pp. 61-82
Author(s):  
Eman Yassien ◽  
Moh'd Naim Yassien
Keyword(s):  
Conflict Resolution ◽  
Diversity Management ◽  
Islamic Perspective

تنازعہ اورحل تنازعہ : اسلامی تناظرمیں = Critical and Conflict Resolution : An Islamic Perspective

2016 ◽  
Vol 2 (1) ◽  
pp. 123-139
Author(s):  
قبلہ ایاز ◽  
معراج الإسلام ضیاء
Keyword(s):  
Conflict Resolution ◽  
Islamic Perspective

scholarly journals Managing workforce diversity: an Islamic perspective

2012 ◽  
Vol 2 (1) ◽  
pp. 78 ◽  
Author(s):  
Dani Muhtada
Keyword(s):  
Diversity Management ◽  
Workforce Diversity ◽  
Change Model ◽  
Workforce Management ◽  
Islamic Perspective ◽  
Managing Diversity ◽  
Muslim Countries ◽  
Conceptual Problems ◽  
Islamic Values

Workforce diversity is an inevitable phenomenon of the day. Diversity management<br />is then developed in response to this reality. The discourse has been widely<br />implemented in many western countries and some other countries across the<br />world. Yet, it does not sound loudly in the Muslim countries. The objective of this<br />paper is to discover Islamic perspective of workforce diversity management. The<br />results show that pluralism and multiculturalism values are strongly promoted in<br />Islamic teaching. Although, some conceptual problems regarding conservative<br />views on diversity might constrain diversity workforce management, but a strategic<br />solution to this issue is not impossible. This paper basically favors the idea of<br />implementing the Lewin-Schein change model (i.e., unfreezing – change [moving]<br />– refreezing) for managing diversity in the Muslim society context but with a<br />more focus given to the substantive aspects of diversity management (i.e., elaborating<br />Islamic values on diversity). The role of such qualified Islamic scholars is<br />crucial in this regard.<br />Keragaman sumber daya manusia di tempat kerja adalah sebuah fenomena yang<br />tidak terhindarkan dewasa ini. Karena itu, mengelola keragaman secara professional<br />adalah sebuah keniscayaan. Meskipun diskursus tentang pengelolaan<br />keragaman di tempat kerja bukanlah hal yang baru di dunia Barat, namun di<br />negara-negara berpenduduk mayoritas muslim praktik dan wacana tentang hal tersebut masih kurang mendapatkan perhatian. Paper ini bertujuan untuk<br />menawarkan konsep manajemen keragaman di tempat kerja dalam perspektif<br />Islam. Paper ini menggarisbawahi bahwa multikulturalisme sesungguhnya memiliki<br />tempat yang signifikan dala ajaran Islam. Kendati ada ada persoalan konseptual<br />berkaitan pandangan-pandangan konservatif tentang pluralism dan<br />mulrikulturalisme, yang nota bene dapat menghambat efektivitas manajemen<br />keragaman di dunia Islam, namun persoalan ini bukan tidak dapat dipecahkan.<br />Paper ini berpendapat bahwa framework yang ditawarkan oleh Lewin-Schein<br />tentang pengelolaan keragaman dapat diadaptasi dalam konteks dunia Islam<br />dengan mengelaborasi konsep-konsep ajaran Islam tentang keragaman.

Diversity Management

2015 ◽  
Author(s):  
Jürgen Wegge ◽  
Klaus-Helmut Schmidt
Keyword(s):  
Diversity Management

Agreeableness, Conflict Resolution Tactics, and School Behavior in Second Graders

2016 ◽  
Vol 37 (3) ◽  
pp. 145-151 ◽  
Author(s):  
Daniel L. Gadke ◽  
Renée M. Tobin ◽  
W. Joel Schneider
Keyword(s):  
Conflict Resolution ◽  
Problem Behaviors ◽  
Second Graders ◽  
Adaptive Behaviors ◽  
Second Grade ◽  
School Behavior ◽  
Multiple Sources ◽  
School Based ◽  
Second Grade Students ◽  
Negotiation Tactics

Abstract. This study examined the association between Agreeableness and children’s selection of conflict resolution tactics and their overt behaviors at school. A total of 157 second graders responded to a series of conflict resolution vignettes and were observed three times during physical education classes at school. We hypothesized that Agreeableness would be inversely related to the endorsement of power assertion tactics and to displays of problem behaviors, and positively related to the endorsement of negotiation tactics and to displays of adaptive behaviors. Consistent with hypotheses, Agreeableness was inversely related to power assertion tactics and to displays of off-task, disruptive, and verbally aggressive behaviors. There was no evidence that Agreeableness was related to more socially sophisticated responses to conflict, such as negotiation, with our sample of second grade students; however, it was related to displays of adaptive behaviors, specifically on-task behaviors. Limitations, including potential reactivity effects and the restriction of observational data collection to one school-based setting, are discussed. Future researchers are encouraged to collect data from multiple sources in more than one setting over time.

Psychology from Egyptian, Arab, and Islamic Perspectives

1997 ◽  
Vol 2 (4) ◽  
pp. 356-365 ◽  
Author(s):  
Fouad A-L.H. Abou-Hatab
Keyword(s):  
Professional Identity ◽  
21St Century ◽  
The West ◽  
Islamic Perspective ◽  
National Heritage ◽  
Western Psychology ◽  
The World ◽  
The One

This paper presents the case of psychology from a perspective not widely recognized by the West, namely, the Egyptian, Arab, and Islamic perspective. It discusses the introduction and development of psychology in this part of the world. Whenever such efforts are evaluated, six problems become apparent: (1) the one-way interaction with Western psychology; (2) the intellectual dependency; (3) the remote relationship with national heritage; (4) its irrelevance to cultural and social realities; (5) the inhibition of creativity; and (6) the loss of professional identity. Nevertheless, some major achievements are emphasized, and a four-facet look into the 21st century is proposed.

The Theatrical Metaphor: Can It Aid Conflict Resolution?

1987 ◽  
Vol 32 (7) ◽  
pp. 602-603
Author(s):  
Sheldon Stryker
Keyword(s):  
Conflict Resolution
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