scholarly journals Pitt Creates New IC4CR Center to Utilize AHP in Resolving International Conflicts

2019 ◽  
Vol 11 (1) ◽  
pp. 151
Author(s):  
Jerry Zoffer
Keyword(s):  
Conflict Resolution ◽  
Graduate School ◽  
Decision Makers ◽  
International Conflicts ◽  
University Of Pittsburgh ◽  
Implementation Guidelines

The current failure to resolve conflicts worldwide highlights the need for a different approach to conflict resolution. A proposal by University of Pittsburgh professors Luis Vargas and Jerry Zoffer to create a new International Center for Conflict Resolution (IC4CR) was funded by University of Pittsburgh Chancellor Patrick Gallagher and will be housed in the Katz Graduate School of Business. The mission of IC4CR is to provide decision makers with an in-depth understanding of the negotiating positions of all parties and recommend implementation guidelines, based on preferences and priorities, to facilitate resolution of otherwise intractable conflicts.  

scholarly journals Applying AHP in Conflict Resolution

2019 ◽  
Vol 11 (1) ◽  
pp. 143-147
Author(s):  
Luis G Vargas ◽  
H. J. Zoffer
Keyword(s):  
Conflict Resolution ◽  
Analytic Hierarchy Process ◽  
Graduate School ◽  
Decision Makers ◽  
Analytic Hierarchy ◽  
University Of Pittsburgh ◽  
Implementation Guidelines ◽  
The Analytic Hierarchy Process ◽  
The University ◽  
Hierarchy Process

The current failure to resolve conflicts worldwide highlights the need for a different approach to conflict resolution. A new International Center for Conflict Resolution (IC4CR), to be housed in the Joseph M. Katz Graduate School of Business, was funded by the University of Pittsburgh Chancellor Patrick Gallagher in response to a proposal by professors Luis Vargas and Jerry Zoffer.  The mission of IC4CR is to provide decision makers with an in-depth understanding of the negotiating positions of all parties and recommend implementation guidelines, based on preferences and priorities, to facilitate resolution of otherwise intractable conflicts. We propose to implement this mission by conducting studies of diplomatic and corporate conflicts using the Analytic Hierarchy Process (AHP).

Range of Modern Military Operations: From Diversification to Synergy

2013 ◽  
pp. 29-38
Author(s):  
M. Shishatskii
Keyword(s):  
Conflict Resolution ◽  
International Security ◽  
Full Range ◽  
Military Operations ◽  
International Conflicts ◽  
Points Of View

Changed nature of international conflicts over the last decade has led to the doctrinal evolution of US, NATO, EU as well as of other key actors in the sphere of international security. Most of the recent doctrines are characterized by the intention to develop capacities for implementing the full range of military and other operation within the broader approaches to security. The author focuses on the main features of different actors’ contemporary points of view on conflict resolution.

Conflict Resolution in E-HRM Environments

2009 ◽  
pp. 178-184
Author(s):  
Joseph Abiodun Bello ◽  
Adeniji Anthonia Adenike
Keyword(s):  
Conflict Resolution ◽  
Problem Solving ◽  
Human Resource ◽  
Human Interaction ◽  
International Conflicts ◽  
Organizational Processes ◽  
The World ◽  
Conflict Resolutions ◽  
Distributive Bargaining ◽  
Conducive Environment

There have been studies on conflict resolutions but many focused on regional inter-tribe and international conflicts between or among nations of the world. Only very few have written about industrial conflict recently, even these few did not touch the mechanism of resolving conflicts in the organization in depth. Therefore, this article will focus on various conflict resolution mechanisms and the three major models of conflict resolutions—namely distributive bargaining, integrated bargaining, and interactive problem solving as given by Cross, Susan, Rosenthal, and Robert (1999). To do this effectively, we will explore the available literature on the antecedents of conflicts in human resource systems. Varieties of views and notions held by individuals and groups in respect of the role and the consequences of conflicts in the functioning of humans in our modern complex organizations will be considered. The consequences of conflicts on interpersonal, inter-group, and inter-organizational processes, when conflict may empower, distress, or lubricate the wheels of human interaction in the context of human resource management will be traced. The views of experts, professionals and academicians on how and why conflicts should be handled to ensure a healthier and conducive environment to work will be traced.

Two-Decision-Maker Conflict Resolution with Fuzzy Preferences

2014 ◽  
Vol 2 (2) ◽  
pp. 40-59
Author(s):  
Mubarak S. Al-Mutairi
Keyword(s):  
Fuzzy Logic ◽  
Conflict Resolution ◽  
Decision Maker ◽  
Decision Makers ◽  
Fuzzy Approach ◽  
Model Uncertainties ◽  
Preference Information ◽  
Fuzzy Preferences ◽  
Illustrative Application ◽  
Fuzzy Preference

A unique fuzzy approach is developed to model uncertainties in the preferences of a decision maker involved in a conflict. Human judgments, including expressing preferences over a set of feasible outcomes or states in a conflict, are usually imprecise. Situations characterized by vagueness, impreciseness, incompleteness and ambiguity, are often reflected in the decision maker's preferences. When modeling a conflict, it is assumed that the decision makers, the courses of actions available for each, and the preferences of each decision maker are known. When the preferences of the decision maker over a certain set of actions are not known with certainty, this could affect the overall equilibria which are predicted in an analysis. Hence, fuzzy logic is used to handle imprecise or vague preference information so that realistic equilibria can be found. The well-known game of Prisoner's Dilemma, in which one must decide whether or not to cooperate, is employed as an illustrative application to demonstrate how the fuzzy preference methodology works in practice.

scholarly journals Editorial

2017 ◽  
Vol 3 (2) ◽  
pp. 412-413
Keyword(s):  
Conflict Resolution ◽  
International Conflict ◽  
Conflict Theory ◽  
International Conflicts ◽  
Bilateral Coordination ◽  
Change Dynamics ◽  
Wide Range ◽  
The World ◽  
Conflict Intervention ◽  
Theory Research

Conflict theory and conflict intervention can be explored using a wide range of perspectives, from a focus on different specialisms, through theory, research and to theory applied to practice. We welcome the contributors to this issue from many parts of the world, covering a wide range of mediation themes and topics. The authors in this issue examine conflict with a focus on a variety of different fields of knowledge which are the bases for the articles. In this issue, Aytekin Cantekin presents and critiques conflict “ripeness” or “readiness” theories, concepts that have been helpful as analytic tools in the world of peacemaking. His article, “Ripeness and Readiness Theories in International Conflict Resolution” argues that “...using readiness theory (first) to understand each party and its positions separately, then using ripeness theory to map the bilateral coordination can be a better way to grasp basic foundations and change dynamics of the conflict to catch the ripe moment...” for conflict intervention in international conflicts.

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