scholarly journals Conflict Management Practices of University Teachers

2021 ◽  
Vol VI (IV) ◽  
pp. 142-150
Author(s):  
Mushtaq Ahmad ◽  
Muhammad Naveed Khalid ◽  
Farah Shafiq
Keyword(s):  
Conflict Management ◽  
Student Teacher ◽  
Management Practices ◽  
Management Training ◽  
T Test ◽  
University Teachers ◽  
Female Teachers ◽  
Undergraduate Programs ◽  
The University ◽  
Conflict Management Training

This study was conducted to explore the conflict management practices of the University of Sargodha. All the teachers of the University of Sargodha teaching undergraduate programs were the population of the study. Twelve departments were randomly selected, and 120 teachers teaching undergraduates were selected for the sample. A self-developed conflict management practices scale discussed with five Ph.D. experts and pilot tested on 50 teachers showing reliability coefficient Cronbach's alpha value 0.763 was used. Mean, standard deviations, frequencies, percentage, person correlation, regression, t-test, and ANOVA were applied to analyze the data. The major findings were; Majority of the teachers use all types of high and moderate levels of conflict management practices, and female teachers use better conflict management practices as compared to males. It is recommended that university teachers may be given conflict management training for better management of student-teacher conflicts.

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: 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

scholarly journals Nurse Practitioners’ Work Values and Their Conflict Management Approaches in a Stressful Workplace: A Taiwan Study

2020 ◽  
Vol 12 (3) ◽  
pp. 1040 ◽  
Author(s):  
Lei Jing ◽  
Zhenzhong Ma ◽  
Zhijuan Ma ◽  
Baomin Chen ◽  
Shuya Cheng
Keyword(s):  
Conflict Management ◽  
Nurse Practitioners ◽  
Personal Growth ◽  
Work Values ◽  
Management Practices ◽  
Management Training ◽  
Work Conditions ◽  
Hierarchical Regression ◽  
Managerial Implications ◽  
Management Approaches

Globalization has created an urgent need to understand management practices in different cultures. This study examines Confucianism-based work values of nurse practitioners in Taiwan and explores their impact on conflict management approaches in order to help health practitioners maintain sustainable work relationships and improve organizational effectiveness in an increasingly stressful workplace. Based on the data from 259 nurse practitioners in Taiwan, this study shows that nurse practitioners in Taiwan consider holistic rewards, self-fulfillment and personal growth, challenge and responsibility, autonomy, and meaningfulness as important work values. Hierarchical regression results further indicate that nurse practitioners with strong group-centered needs, such as needs for holistic rewards, preferred collaborative methods to manage conflicts in the workplace, and individuals with strong self-centered needs, such as needs for personal growth and self-fulfillment and needs for autonomy, preferred competitive methods to manage conflicts. Interestingly, this study also finds that self-centered needs such as needs for self-fulfillment and personal growth, and needs for challenge and responsibility are also related to collaborative approaches. Managerial implications are then discussed for conflict management training for nurse practitioners under stressful work conditions.

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
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