scholarly journals Vitából innováció – Modern konfliktusrendezési törekvések a kreativitás előmozdításáért

2021 ◽  
Vol 3 (4) ◽  
pp. 39-47
Author(s):  
Renáta Hrecska-Kovács
Keyword(s):  
Conflict Resolution ◽  
Strict Sense ◽  
Corporate Leadership ◽  
Workplace Conflicts ◽  
Innovative Solutions ◽  
Human Labour ◽  
New Ideas ◽  
Economic Position ◽  
A Company

"A properly trained and experienced HR professional not only understands what kind of employees an employer needs but is also able to smooth out disagreements that can lead to the loss of valuable human labour or the weakening of the employer’s economic position. The research examines the out-of-court settlement of conflicts in the field of employment in the strict sense, which can make labour conflict resolution not only more rapid but also cheaper than litigation and more effective than termination of employment. Last but not least, it also opens up space for innovation. The literature on innovation is extensive, with many also researching how a company can grow through innovative solutions arising from exchange of views between employer and employee. However, little research is done on how workplace conflicts and their solutions can steer parties towards innovative corporate leadership. In resolving conflicts, new ideas, concepts, and strategies can emerge in both the employee and the employer that can become the key to shared development, and thus mediation as a hidden resource can participate in corporate operations."

scholarly journals “Turquoise negotiations” – their features & case study

2017 ◽  
Vol 1 (1) ◽  
pp. 14-22
Author(s):  
Andrzej Kozina ◽  
Agnieszka Pieczonka
Keyword(s):  
Decision Making ◽  
Conflict Resolution ◽  
Value Creation ◽  
Specific Model ◽  
Mutual Exchange ◽  
A Company

The paper aims at characterizing specific type of negotiations, i.e., the ones conducted within a turquoise organization, which is a new, specific model of the functioning of modern institutions. Firstly, an organization of this type was described as both negotiations environment and party. Secondly, the features of turquoise negotiations were discussed in the frame of their different interpretations, i.e., as a process, a method of conflict resolution and reaching agreement, interdependence of the parties, and processes of decision making, communication, mutual exchange and value creation. Thirdly, a case study was presented concerning sales negotiation of turquoise nature within a company from IT sector. The summary comprises a synthesis of the features of turquoise negotiations and indicates the directions of further research.

scholarly journals Exploration of conflict resolution benefits among Nigerian construction professionals

2021 ◽  
Vol 11 (1) ◽  
pp. 21-33
Author(s):  
Benjamen Sunkanmi Adeyemi ◽  
◽  
Clinton Ohis Aigbavboa ◽  
Keyword(s):  
Social Sciences ◽  
Conflict Resolution ◽  
Construction Industry ◽  
Research Method ◽  
Quantitative Research ◽  
Project Managers ◽  
Research Data ◽  
Workplace Conflicts ◽  
Formal Procedure ◽  
Task Ambiguity

Conflict resolution in the construction industry is the informal or formal procedure that two or more construction professionals use to find a peaceful solution to their misunderstanding. The resolution of conflict can be beneficial to construction professionals, if it is resolved or managed appropriately. Therefore, this study aimed to examine various benefits of conflict resolution among construction professionals in Nigeria. On the research methodology used in this research, a quantitative research method was used. A total number of 150 questionnaires were sent out and 135 were received back from the construction professionals in Nigeria. The construction professionals are quantity surveyors, architects, builders, construction managers, civil engineers, and project managers. The research data that was collected underwent cleaning and screening before the commencement of the analysis. Also, the data collected pertaining to this study was analysed using Statistical Package for Social Sciences (SPSS version 21). This research made use of descriptive and exploratory factor analysis. The study found that conflict resolution could assist in the generation of new insights and perception. This was ranked the highest followed by other benefits of conflict resolution like: reduction in tension, helps professionals to accomplish their ambitions, improves workplace conflicts, and reduces task ambiguity of professionals for construction professionals to enjoy the benefits of conflict resolution they must resolve conflicts among themselves as early as possible.

Dry sanitation concepts with inspiration from nature

2015 ◽  
Vol 5 (2) ◽  
pp. 330-335 ◽  
Author(s):  
Torben Lenau ◽  
Thomas Hesselberg
Keyword(s):  
Developing Countries ◽  
Water Resources ◽  
Design Methods ◽  
Systematic Design ◽  
Biomimetic Design ◽  
Innovative Solutions ◽  
Water Based ◽  
New Ideas ◽  
Made In

Poor sanitation is a major problem for health and water resources in many developing countries. Inexpensive but also attractive toilets could be a way to fight these problems. However, radical new ideas are needed to identify innovative solutions. Such novel ideas might be found by using systematic design methods that search nature for animals and plants that solve similar problems. The paper describes how four conceptual sanitation solutions for dry toilets solving problems with smell, cleaning and flies can be made in collaboration between a design engineer and a biologist using biomimetic design methods. The solutions have the potential to offer significant improvements compared to conventional non-water-based sanitation.

scholarly journals Causes and Effects of Workplace Conflict in Midland Bank Ltd: A Case Study on Dhanmondi Branch

2017 ◽  
Vol 1 (1) ◽  
pp. 32-38
Author(s):  
Md. Kamrul Islam ◽  
Rezaul Karim
Keyword(s):  
Conflict Resolution ◽  
Information Dissemination ◽  
Employee Involvement ◽  
Formal System ◽  
Workplace Conflict ◽  
Workplace Conflicts ◽  
Delegation Of Authority

Conflict is one of the major organizational phenomena. Where there is an employee involvement, conflict is obvious to occur. Workplace conflicts happen everywhere and ignoring them can be costly. The objectives of this research are to identify the causes and effects of workplace conflicts and also forecast the ways for the prevention of the occurrence of conflicts in future. A survey was carried out in this regard among the employees of Midland Bank Ltd., Dhanmondi Branch. According to the survey we found that it is the employees’ behavior that causes conflicts in organization. Majority of the participants in the survey agreed that the main causes of workplace conflict are the negative criticism & gossip, denying personal mistakes, jealousy, and moral corruption and using abusive language. The effects that workplace conflicts have in this organization are broken relationship (top most reason), instability and insecurity, loss of commitment to work, voluntary resignation etc. It is recommended that bank should introduce a formal system of information dissemination, manager should learn to practice delegation of authority and there should be adequate interaction and dialogue in conflict resolution.

scholarly journals The Influence of Organisational Culture on Leadership: A Case Study of Baidu Corporation, China

2019 ◽  
Vol 4 (4) ◽  
pp. 86
Author(s):  
Yinfei Xue
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Corporate Culture ◽  
Mixed Method ◽  
Cultural Influences ◽  
Corporate Leadership ◽  
Transformational Leadership Style ◽  
Exciting Area ◽  
A Company

Corporate culture and leadership are central to the performance of the firm in many ways. Culture outlines essential practices and patterns that guide the leaders' control. The connection between cultural influences on corporate leadership has been examined from various perspectives. A productive culture can determine the success of a company, and its interaction with leadership is an exciting area of examination in research.Objectives of the Study: This study’s primary aim was to establish how the corporate culture influences leadership in various ways in the corporate environment using the case study of Baidu Corporation in China. Also, the study intended to examine different leadership styles and influence on organisational performance.Methods: The study was carried out in Baidu, Inc., China, a target of 100 participants using mixed-structured email questionnaire. The study also utilised various research techniques, including the mixed-method method in the study process.Results and Findings: The study found that there is a secure link between corporate culture and the kind of leadership adopted in an organisation. Also, the study established various aspects of employee opinion, with evidence that employees favour certain leadership styles such as transformational leadership style over others.

scholarly journals Consulting Solutions: Thriving in the Federal Government Industry

10.28945/4559 ◽  
2019 ◽  
Vol 4 ◽  
pp. 001-016
Author(s):  
Leroy A Alexander ◽  
Fabiano Laux ◽  
Abraham A Polanco ◽  
Ellen Presnell ◽  
Darren Rock
Keyword(s):  
Federal Government ◽  
Large Scale ◽  
Federal Budget ◽  
Executive Directors ◽  
Fair Share ◽  
The Past ◽  
Commercial Technology ◽  
Innovative Solutions ◽  
Skilled Personnel ◽  
A Company

Consulting Solutions Inc has spent the past 20 years serving the Federal Government. Consulting Solutions got its start as an 8(a) company in the DIA Mentor-Protégé program as a Protégé business delivering top notch IT & Mission Services. The company graduated from both the 8(a) program and the DIA Mentor-Protégé program, demonstrating an ability to bid and execute on large scale programs. Throughout the company's lifespan, Consulting Solutions had endured its fair share of government turbulence and federal budget fluctuations to remain a player in the federal marketplace. In 2018, following 20 years of sustained excellence, Consulting Solutions underwent an acquisition and sold to a new ownership group. Planning on continuing the legacy of unmatched customer delivery, the new Executive Directors are combining highly skilled personnel with state-of-the art commercial technology, focusing on providing innovative solutions to support the federal government for another 20 years. This case explores the various federal government agency nuances, rigid employee vetting processes, and stringent guidelines for competing and thriving in the federal government industry.

scholarly journals "Winning Hearts and Minds"? An Exploration of New Zealand Peacekeeping, Masculinities, and Identity in the Solomon Islands

2021 ◽  
Author(s):  
◽  
Kiri Stevens
Keyword(s):  
Conflict Resolution ◽  
New Zealand ◽  
Cultural Sensitivity ◽  
Solomon Islands ◽  
Qualitative Interviews ◽  
Armed Forces ◽  
Army Reserve ◽  
Structural Framework ◽  
New Ideas ◽  
And Gender

<p>Close attention to the practices of masculinity, and individual negotiations of identity are often rendered invisible when exploring the implications of having soldiers engaged as peacekeepers in communities emerging from conflict. Using a feminist post-structural framework and qualitative interviews, I investigate whether involvement in peacekeeping is producing new gender and identity experiences for some New Zealand soldiers. Specifically, I explore the perceptions of two New Zealand Army Reserve Force soldiers who participated in the Regional Assistance Mission to the Solomon Islands. Additionally, I engage with the reflections of seven Solomon Islanders to understand the impacts that these new understandings of gender and identity might have for conflict resolution and gender equality in local communities.  My research finds that the practices that soldiers value and consider most useful to be a successful soldier are changing as a result of their involvement in peacekeeping. New ideas about masculinity in the armed forces are being engendered by the need for soldiers to express a sense of equality and respect towards local people. The changing nature of soldering is resulting in the emergence of practices that offer alternatives and/or challenge hegemonic and racialized militarized masculinities over those more traditionally valued in the armed forces. However, at the same time, some soldiers continue to place value on practices associated with hegemonic militarized masculinities, such as a belief in the continued need to carry weapons to create security.  I further suggest that Solomon Islanders interpreted participating soldiers' behaviours through broader historical-cultural narratives about different countries forces and their perceived cultural sensitivity. Therefore, soldiers' everyday resistances to racial narratives and militarized masculinities were important for creating a sense of trust and respect with local residents. However, while some Solomon Islanders welcomed the sense of security that soldiers produced, the carrying of weapons by soldiers undermined local conflict resolution practices.  By focussing on men and masculinities, my research contributes to discussions about hegemonic and militarized masculinities in peacekeeping, and challenges ideas that see men, masculinities and other aspects of identity as static or unconnected to historical and social practices.</p>

scholarly journals TRAINING APPROACHES FOR IMPROVING SCHOOL MANAGERS’ CONFLICT RESOLUTION SKILLS: A CASE STUDY

2018 ◽  
Vol 76 (5) ◽  
pp. 720-738 ◽  
Author(s):  
Nyet Moi Siew ◽  
Scott Jones
Keyword(s):  
Professional Development ◽  
Conflict Resolution ◽  
Conflict Management ◽  
Practical Training ◽  
Structured Interviews ◽  
Management Tools ◽  
Coaching Model ◽  
Workplace Conflicts ◽  
Professional Development Workshop

This research took a case study approach to researching the common conflicts faced by school managers, their sources, impacts and the approaches used to manage them. The research involved 18 in-service Malaysian school managers who undertook a 16-hour professional development workshop where they engaged with different conflict management tools. Data on participants’ workplace experience in resolving conflicts were captured through written diaries collected before and two months after the workshop, and face-to-face semi-structured interviews during the following months. Intragroup conflicts due to goal incompatibility were the most common conflicts faced. Negative impacts of conflicts on school communities far outweighed the benefits. Participants reported that the most effective approaches to resolving workplace conflicts were sincere efforts in problem-solving coupled with (1) culturally relevant negotiations and coaching (e.g. using a GROW coaching model); (2) stakeholder and conflict analysis, to consider and respond to everyone’s needs and feelings; and (3) reflecting on personal conflict management styles and adopting a positive attitude to personal and professional development. Certain elements in customary approaches such as respectful discussion and consultation were found relevant in resolving several of the participants’ workplace conflicts. It is suggested that practical training courses on conflict management that build on people’s strengths should be included in the curricula of further and higher education institutions and teacher training institutes. Keywords: conflict management, conflict resolution, customary approaches, GROW coaching model, professional development workshop, school managers.

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