Labor conflicts among nursing staff: reasons, conditions, control methods and resolutions

The aim of the study is existing level of conflicts in the activities of nursing staff and to optimize the ways of managing and resolving conflict situations in the work collective. Results. The level of conflict level of nursing staff of neurological and pulmonological departments was analyzed, the degree of self-assessment of the conflict level of nurses was studied, the main strategies of behavior in the conflict zone were identified and the level of conflict resistance of specialists was determined. Conclusion. The problem of conflicts in the teams of the neurological and pulmonological departments of a medical organization is quite relevant and requires training of nursing personnel in the psychology of communication, and the heads of the nursing service in personnel management and management psychology.

Decision making framework for the proactive policy conflict management: The case of new airport projects in South Korea

We propose a decision-making framework on infrastructure policy conflict management based on a scientific approach. We developed a decision-making framework that consists of the systematic conflict structure diagnosis, decision-making accordingly, and feedback to be used consistently in the policy life cycle and applied it to new airport projects in South Korea. We suggested a model structure of conflict factors leading to the generation of conflict situations and damages in the process and developed the conflict level diagnosis table and the conflict level matrix formed of the possibility of conflict generation and the severity based on the table. We then implemented a decision-making framework that includes decision-making based on it. The case analysis results confirmed the need for a structural diagnosis of conflict and decision-making based on the framework. The developed framework is expected to have scalability for science progress on infrastructure policy conflict management.

One Dyadic Peace Leads to Another? Conflict Systems, Terminations, and Net Reduction in Fighting Groups

Governments often fight multiple civil conflicts simultaneously and each conflict can have multiple groups. Prior research on civil war termination and recurrence has been conducted at either the conflict level, once all the groups have been terminated, or the dyadic level, which examines group terminations in a conflict separately as more or less independent processes. Hence, conflict-level studies mostly tell us how to preserve peace once a civil war has already ended, while dyadic studies mostly tell us about the durability of specific group-level terminations within the larger process that led to that ending. As a result, our understanding of how ongoing civil wars are brought to a close is limited, particularly, with respect to multiparty conflicts. In this study, we put forth a systems approach that treats dyadic terminations as connected processes where group terminations influence the future behavior of other groups, incentivizing the system toward greater aggregate peace or conflict. Analyzing 264 dyadic terminations, the findings suggest that the most effective strategy for governments to reduce systemic conflict is to demonstrate to other groups that they have the political will and capacity to implement security, political, and social reforms as part of a larger reform-oriented peace process. Viable implementation can be followed by the concomitant use of military victories against remaining groups with great success. However, military victories achieved in isolation, that is, outside of a reform-process, do not reduce future levels of conflict even if they themselves are durable.

Organizational Conflicts During Universities Transformation: Destruam et Aedificabo

Introduction. The authors tackle the topical problem of assessing the conflict level between subidentical groups: “management academics” (professors and lectures staff) and “academic managers” (administrative managing staff). The aim of the paper is to construct a new method of quantitative assessment of the conflict level between professional groups generated by the organizational culture; to study the dynamics of the change in the conflict level between professional and age-based cohorts existing in Russian universities. Materials and Methods. In this study, the conflict level is defined as a difference of common cultural vectors found for each of target age-groups, demonstrating generations’ behavioral features and their professional competence, set up as the result of analysis of expert assessments with the help of organizational culture methods developed by the Organizational Cultural Assessment Instrument of K. Сameron and R. Quinn. Empirical data are taken from sociological research involving 384 respondents from 18 universities representing 12 regions of the Russian Federation. Results. It is shown that activity of the considered target bunches is under significant influence of hierarchical (bureaucratic) organizational culture. This objective circumstance of proceeding transformation processes forms the basis for fragmentation of existing academic identity into those intra-university bunches which are combined both in terms of valuable patterns of generations and patterns formed under the influence of social and economic conditions. Interference of various age-grade valuable patterns under permanent current transformation invokes escalation of strife, its minimum level is reached in identical age-grades of professors and lectures staff (“management academics”) and administrative managing staff (“academic managers”). A certain influence on the level of conflicts between the target groups under consideration is produced by the degree of goals adequacy and objectives of the university available resources (competence, material, technical, and financial base). Discussion and Conclusion The novelty of the conducted research lies in consideration of conflict problems in universities arisen from the increasing differentiation of general cultural vectors of university communities. Complex, sustainable and reproducible nature of this social phenomenon, linking together both value and behavioral aspects of university communities, requires a transformation of research tactics. The research materials might be useful in practical work of heads of universities as scientific and methodological recommendations for the study and prediction of conflict processes i n universities.

Conflict coping strategy evolution of top management team members in China’s family enterprises

PurposeConflicts among top management team (TMT) members have a significant impact on sustainable development of family enterprises in China. The complex attributes of different kinds of conflicts in a TMT have dual effects on firm performance and its stability. Thus, avoiding conflicts in a TMT through a systematic conflict management strategy is very important. This paper aims to therefore investigate how to maximize the performance and income level of the TMT in family enterprises through managing conflict systematically, while adopting the best conflict coping strategies.Design/methodology/approachIn this study, the authors apply conflict coping strategies as a useful tool of conflict management and propose five kinds of dynamic conflict coping strategies among TMT members. Repeated game and multi-agent simulation by computer experiment are used to dynamically simulate the rules and evolution of individual conflict coping strategy choices.FindingsIt is found that with the passage of time, different conflict coping strategies have different effects on earnings of individuals and teams at different conflict levels. It is also revealed that conflict coping strategies affect not only the earnings of individuals and teams but also their distribution; it also reflects the conflict level in TMT of a family enterprise but in reverse.Originality/valueThis study contributes to the existing literature on conflict management in relevance to the choice and revolution of conflict coping strategies in a Chinese business culture context. It focuses on strengthening the unity and cooperation of TMT members. Controlling the conflict level of TMT members at a reasonable level, investigating the primary cause of conflict and identifying its nature lead to better performance of the TMT and the sustainable development of Chinese family enterprises. Based on these outcomes, different conflict coping strategies can be appropriately used to solve TMT conflicts.