The Preparation And Evaluation Of A Conflict Management Training Manual For Church Leaders In The Christian Church/Church Of Christ

1990 ◽  
Author(s):  
E. Steve Eidson
Keyword(s):  
Conflict Management ◽  
Management Training ◽  
Church Leaders ◽  
Church Of Christ ◽  
Training Manual ◽  
Christian Church ◽  
Conflict Management Training ◽  
Preparation And Evaluation

scholarly journals Instructor, trainer, sifu, coach or professor: Reflections on the use of terminology in police learning settings dealing with physical conflict management

2021 ◽  
Vol 26 (2) ◽  
pp. 7-17
Author(s):  
Mario Staller ◽  
Swen Koerner
Keyword(s):  
Conflict Management ◽  
Police Training ◽  
Management Training ◽  
The Other ◽  
Management Skills ◽  
First Category ◽  
Nuanced Understanding ◽  
The One ◽  
Conflict Management Training

Police training and learning settings focusing on physical conflict management skills regularly comprise at least two parties: on the one side the individuals learning and developing their conflict management skills and on the other side the individuals in charge of planning and delivering the training sessions. While the first category refers to learners, the latter category is referred to, among others, as instructor, trainer, coach, sifu or professor, depending on contextual constraints. While it seems arbitrary to use different terms for describing the learner's counterpart in a learning setting, we argue for a sensible consideration of manifest and latent implications of how these individuals are referred to - and how they perceive their role. Drawing from autoethnographic data in various conflict management training settings, we identify functional, dysfunctional and irritating aspects of different terms used. By reflecting through the lenses of functionality from a systemic perspective, we aim at providing insights towards a more nuanced understanding of contextual constraints and reflexive use of these terms.

Conflict Management Training in China

2001 ◽  
Vol 12 (2) ◽  
pp. 53-75 ◽  
Author(s):  
Dean Tjosvold ◽  
Daniel Ding
Keyword(s):  
Conflict Management ◽  
Management Training ◽  
Conflict Management Training

Conflict Management Training: A Transformative Vehicle for Transitional Democracies

1997 ◽  
Vol 2 (3) ◽  
pp. 437-450 ◽  
Author(s):  
Keyword(s):  
Change Management ◽  
Conflict Management ◽  
Transition Process ◽  
Management Training ◽  
Communist State ◽  
The Past ◽  
Different Types ◽  
Transitional Democracies ◽  
Communist Countries ◽  
Conflict Management Training

AbstractIn the past several years, the profession of conflict and change management has emerged in former communist countries. Three different types of conflict have surfaced: those long suppressed or fostered by the repressive arm of the communist state; those that emerged as part of the transition process from one political and economic order to the present one; and, those that are inherent to democracy and market economies. This article focuses on the management of these conflicts and the incorporation of conflict management methodologies as a factor in building democratic institutions with examples from Partners for Democratic Change's National Center in Hungary.

scholarly journals Regression, Progression and Renewal: The Continuous Redevelopment of Expertise in Police Use of Force Coaching

2020 ◽  
Author(s):  
Mario S. Staller ◽  
Swen Körner
Keyword(s):  
Law Enforcement ◽  
Conflict Management ◽  
Real World ◽  
Use Of Force ◽  
Management Training ◽  
Police Use Of Force ◽  
Professional Law ◽  
The Subject ◽  
Conflict Management Training ◽  
World Environment

Abstract Professionalism in law enforcement requires the identification and development of expertise of police use of force (PUOF) coaches. Effective PUOF training includes the transfer from the training into the real-world environment of policing. This difference between working in the field and working as a PUOF coach has not been thoroughly investigated. However, research in other professional domains has shown that practical competence in the subject matter itself does not make a coach effective or successful. With this article, we conceptualize expert practice in PUOF instruction on the basis of a conflict management training setting in the security domain. First, by discussing a model of “territories of expertise”, we point out the dynamic and contextual character of expertise within the PUOF domain. Second, by conceptualizing expertise as a process and effect of communication, we provide a framework that describes and examines the interdependency between performance-based and reputation-based expertise. These considerations present two practical challenges, which we recommend professional law enforcement institutions to engage. We close by providing practical orientations and pointers for addressing these issues.

scholarly journals Transforming training into practice with the conflict management framework: a mixed methods study

2021 ◽  
Vol 5 (1) ◽  
pp. e001088
Author(s):  
Oscar Lyons ◽  
Liz Forbat ◽  
Esse Menson ◽  
Julia C Chisholm ◽  
Kate Pryde ◽  
...  
Keyword(s):  
Mixed Methods ◽  
Conflict Management ◽  
Management Training ◽  
Mixed Methods Study ◽  
Post Intervention ◽  
Management Framework ◽  
Semistructured Interviews ◽  
Conflict Management Training ◽  
Effective Adjunct ◽  
And Training

ObjectiveTo implement and evaluate the use of the conflict management framework (CMF) in four tertiary UK paediatric services.DesignMixed methods multisite evaluation including prospective pre and post intervention collection of conflict data alongside semistructured interviews.SettingEight inpatient or day care wards across four tertiary UK paediatric services.InterventionsThe two-stage CMF was used in daily huddles to prompt the recognition and management of conflict.ResultsConflicts were recorded for a total of 67 weeks before and 141 weeks after implementation of the CMF across the four sites. 1000 episodes of conflict involving 324 patients/families across the four sites were recorded. After implementation of the CMF, time spent managing episodes of conflict around the care of a patient was decreased by 24% (p<0.001) (from 73 min to 55 min) and the estimated cost of this staff time decreased by 20% (p<0.02) (from £26 to £21 sterling per episode of conflict). This reduction occurred despite conflict episodes after implementation of the CMF having similar severity to those before implementation. Semistructured interviews highlighted the importance of broad multidisciplinary leadership and training to embed a culture of proactive and collaborative conflict management.ConclusionsThe CMF offers an effective adjunct to conflict management training, reducing time spent managing conflict and the associated staff costs.

Beyond fight or flight: The need for conflict management training in medical education

2018 ◽  
Vol 35 (4) ◽  
pp. 393-402 ◽  
Author(s):  
Nan Cochran ◽  
Paul Charlton ◽  
Virginia Reed ◽  
Peter Thurber ◽  
Elliott Fisher
Keyword(s):  
Medical Education ◽  
Conflict Management ◽  
Management Training ◽  
Conflict Management Training ◽  
Fight Or Flight

Preventing marital distress through communication and conflict management training: A 4- and 5-year follow-up.

1993 ◽  
Vol 61 (1) ◽  
pp. 70-77 ◽  
Author(s):  
Howard J. Markman ◽  
Mari Jo Renick ◽  
Frank J. Floyd ◽  
Scott M. Stanley ◽  
Mari Clements
Keyword(s):  
Conflict Management ◽  
Management Training ◽  
Marital Distress ◽  
Conflict Management Training

scholarly journals Pemberdayaan masyarakat desa dalam mengelola konflik sosial di Kabupaten Bone

2020 ◽  
Vol 2 ◽  
pp. 514-521
Author(s):  
Muh. Iqbal Latief ◽  
Arsyad Genda ◽  
Surianto Surianto ◽  
Hariashari Rahim
Keyword(s):  
Conflict Resolution ◽  
Conflict Management ◽  
Management Training ◽  
Religious Values ◽  
Village Community ◽  
Values And Beliefs ◽  
Questions And Answers ◽  
The Village ◽  
Conflict Management Training ◽  
Activity Report

In general, in Bone District there have been conflicts with the background of various factors such as land issues, politics and even those related to religious values and beliefs. Therefore, the goal to be achieved in this service is to increase the knowledge and understanding of the village community on potential conflicts and conflict resolution efforts undertaken. The method used in this training is the provision of knowledge and understanding through lectures and questions and answers, the practice of mapping potential conflicts so that through conflict management training will produce a conflict management document. This activity was carried out from April to September 2019, starting from the formulation of proposals to the preparation of the final activity report. With the tools prepared and formulating conflict management steps that have the potential to occur in the community, the village community will already know and understand conflict management as well as possible.

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