Conflict Management. Conflict management is a process oriented generic term that aims to limiting, mitigating and/or containing conflict behavior of parties. This is a holistic concept that has crosscutting and overarching objectives and focus, and is connected to wider objectives of addressing issues of conflict and taking steps to promoting reforms of institutions in order to prevent mass violence. Conflict management and prevention has relevance at pre-conflict, during conflict and post-conflict stages (Xxxx, 1996). Xxxxxxxx (1981:256) argued that a wide range of conflict prevention techniques should be employed at three stages of a conflict: incipient conflict, latent conflict, and manifest conflict. Some practitioners like Xxxxx (2010) and scholars like Xxxxx (2010) have seen conflict as a process and argued that conflict management and prevention is a continuous process too. It does not end with initiatives of avoiding and tackling conflicts at incipient, latent and manifest stages. Any time violence can recur, or new conflict can start, if substantial progress does not happen after negotiated settlements. Therefore, the aim of conflict management and prevention is not to avoid conflict, but to avert large scale violence (Ramsbotham et al. 2016:145). The concept of conflict management pays attention to prevent violence and mitigate conflict immediately after its inception, often through institutional and regulative procedures, and through peacekeeping operations when required (Xxxxx, 2008:22). It emphasizes on ‘strategies’ to maintain negative peace alongside maintaining law and order after signing peace accord. This process therefore depends upon assistance of security forces and some other forms of enforcement to tackle large scale violence and to maintain state’s integrity (Richmond, 2007:86-87). An important factor of managing conflict is to maintain appropriate channels of communication between parties or develop dispute resolution mechanisms to address and manage potential return of hostility (Otite, 1999:12). From a critical point of view, Xxxxxxxx (1995:17) argued that though conflict management provides a useful way of handling violence professionally, it is far away from articulating its goals in relation to justice and change issues. This is why Xxxxxxxxxx et al. (2016:146) stated that the attempts of management and prevention of conflict has to be linked with the “satisfaction of needs, the accommodation of legitimate aspirations and the remedy of manifest in...
Conflict Management. In Best, a project has been launched with the purpose of providing easily accessible and completely neutral confidential support for all employees in mapping their healthcare issues or dilemmas. Together with the employee, we try to find the most suitable solution route in which the autonomy of the employee remains the primary focus. The unions will be updated on the progress of this pilot in the regular meeting
Conflict Management. In case of conflicts between the doctoral student and the academic supervisor, the person concerned can refer to the ombudsman of the TU Ilmenau or the members of the Commission for the Investigation of Allegations of Scientific Misconduct at any time. Furthermore, the individual parties can contact the interest groups of the respective academic levels. In addition, the representatives of the doctoral students are at all doctoral students‘ disposal.
Conflict Management. It is the Provider's responsibility to see that all work meets the requirements of this Item. Conflict Management involves setting the performance standards by the Provider and managing the work and employees to maintain the standards as set forth in this Item. The Provider is responsible for implementing and maintaining a quality control system to identify and correct performance concerns.
Conflict Management. The purpose of the Conflict Management process is to address any concerns that Owner or Owner’s agent or representative may have with an Eligible Family. At any time, an Eligible Family may choose to give consent to their Section 811 service coordinator to work directly with the property manager of the Eligible Multifamily Property. However, such consent cannot be made a condition of tenancy.
Conflict Management a) Once a year a plenary meeting of the Graduate School takes place where PhD candidates should openly discuss their criticism and recommendations with their supervisors and representatives of the Graduate School. If required, further meetings can be arranged.
b) The first point of contact for personal and work-related differences of opinion, as well as questions concerning the safeguarding of good academic and scientific practice, are the members of the respective Thesis Advisory Committees.
c) Should it not be possible to deal with differences of opinion on the level of the Thesis Advisory Committee, the PhD candidate can at any time contact the managing director or the spokesperson of the Graduate School, as well as the study spokesperson, for a confidential discussion.
d) The PhD candidate can contact directly one of the ombudspersons of Ulm University.
Conflict Management a. MPI-AB supports all its members in case of conflicts or disputes.
b. For scientific conflicts or complaints about misconduct, MPI-AB provides the support of elected ombudspersons. The ombudspersons provide confidential advice and treat in confidence any information brought to their attention concerning possible misconduct 15.
c. Situations related to conflicts or disputes with colleagues or supervisors can be directed to the elected representatives at the Works Council or the Equal Opportunities Officers15.
d. The Equal Opportunities Officers offer help and advice related to sexual discrimination, harassment, bullying, or racism16.
e. The central MPG Employee and Manager Assistance Program (EMAP) offers all MPI-AB members a free immediate counseling service for personal problems and issues that impact their well-being at work17.
Conflict Management. If there is something bothering us or a conflict between us, how will we communicate this? (ex. communicate this right away, take 24 hours to think about it, talk to the RA, ask for an RA mediation, etc.)
Conflict Management. The basic approach is to resolve the conflicts at as low a level as possible. If this does not succeed, while going up the hierarchy, the main decision body is the MB. The Figure below presents the basic conflict resolution procedure. Conflicts will be solved following internal WP procedures or in inter-WP meetings if needed. In case no solution is found at the WP level or at the inter-WP level or at IPRC, the issue is forwarded to the MB. WPi i=2-7 Solution Found? OK WPi Internal Meeting Focus of Conflict i≠j WPi - WPj Meeting i=2-7 j=1,6 i≠j Or IPRC
Conflict Management. 31 4.4.1 Notification, Prior Consultation and Agreement 32
