ABSTRACT THE IMPACT OF MOTIVATION AND CONFLICT ESCALATION ON THE FIVE ZONE MODEL FOR PREFERRED CONFLICT HANDLING AND MANAGERIAL DECISION MAKING BY DEWEY WILSON TODD JULY 2005 Committee Chairmen: Dr. Peter Zhang and Dr. Craig Hill Major Department: Managerial Sciences (Decision Sciences) The Todd-Cambridge Preferred Conflict-Handling Mode (PCHM) Instrument is an example of a two-dimensional, five zone model, similar to the Thomas-Kilmann Conflict Mode Instrument, used to explain how individuals deal with situations in which their desires are in conflict with another individual or group. The instrument, developed for this research, was based on the Managerial Grid (Van de Vliert & Kabanoff, 1990). The two variables in the PCHM model are Assertiveness and Cooperativeness. Two additional interacting, independent variables (Motivation and Conflict Escalation) were posited to affect a sudden change in subject action under situations wherein there are different views of recommended decisions. The third variable being explored by this research is “Motivation”. This represents a measure of one’s degree of attachment with respect to a decision. Motivation may originate in compensation, personal regard or an emotional attachment. The primary theory was that while assertiveness and cooperativeness may be statistically uncorrelated, although interdependent for the purposes of categorization (Van de Vliert & Kabanoff, 1990), motivation creates an interaction effect with the other two variables and can be shown by inserting either a negative or positive motivational vignette between two administrations of the PCHM instrument. In other words, when one is highly motivated on a decision component there will be a predictable change in PCHM. Five of ten hypotheses were supported (null rejected) in investigating the effect of motivation. The fourth variable explored was “Conflict Escalation” – also introduced in the form of a vignette. The purpose was to determine the effect on PCHM when a normal group decision making environment suddenly intensified in conflict. Individuals are classified according to the five preference categories, with one primary preference generally emerging. The research question here was, “…as conflict escalates, does the dominant preference score of the individual change significantly?” This could potentially affect communication and make participants more disparate. In two of the five hypotheses, this theory was supported. The conclusion was that, although PCHM has traditionally been considered static, it can be affected suddenly and with a degree of predictability. This can be evidenced through motivation and conflict escalation.

Šiame magistro baigiamajame darbe nagrinėjamos konfliktų valdymo gerinimo galimybės smulkaus verslo organizacijose (SVO). Jo tikslas yra atskleisti SVO kylančias konfliktines situacijas, jų priežastis, organizacinių konfliktų tipus, funkcijas bei pasekmes ir tuo pačiu pasiūlyti konfliktų valdymo strategijų organizacines prielaidas ir konstruktyvius jų sprendimo būdus. Pagrindinės šio darbo užduotys yra įvertinti bendrą konfliktų foną organizacijoje, išnagrinėti darbuotojų pasirenkamus sprendimų būdus bei pateikti konstruktyvius konfliktų prevencijos ir valdymo būdus. Magistro baigiamąjį darbą sudaro trys pagrindinės dalys. Pirmoje dalyje pristatoma teorinė konfliktų valdymo analizė ir pateikiama įvairių autorių nuomonės šia tema. Antra dalis pateikia SVO atlikto tyrimo aprašymą bei rezultatus. Trečioje dalyje įvardijamos konfliktų valdymo tobulinimo SVO programos. Darbo pabaigoje pateikiamos išvados bei pasiūlymai, kaip efektyviau panaudoti konfliktų valdymo strategijas. Vienos pagrindinių magistro baigiamojo darbo nuostatų yra pagrįstos įsitikinimas, jog konfliktai yra neatskiriama organizacijos egzistavimo dalimi, taigi organizacijos nariams nereikėtų jų vengti o tiesiog išmokti efektyviai juos valdyti, naudojant siūlomas programas. / The Master Thesis concerns the theme of conflict management in small business organizations. The goal of the work is to exhibit different approaches to the organizational conflict and to identify a broad set of methods and skills for analyzing conflicts and supporting people in finding the solutions they need. The research paper represents an innovative approach to the study of conflict. Organizational conflict is perceived and defined as being not a problem itself. Well managed conflict contributes to creativity, strategic initiative, more effective systems and communication, stronger workplace relationships and greater commitment to the organization. Organizations shouldn’t attempt to prevent conflict, but should instead focus energy on preventing unresolved or destructive conflict. Left unresolved or escalating destructively, conflict is expensive, both in financial and human terms. Some conflict costs are easily measured, such as time and salary loss, team members leaving the company, lack of information, grievances and related complaints. Effective conflict resolution systems, even in very small organizations, create opportunities for conflict to be identified and addressed early and constructively. Effective processes should emphasize collaboration and consensus-building early in the dispute, the use of mediation before grievances or litigation harden positions further, conflict resolution coaching by educated managers, and staff training that supports real behavior... [to full text]

To compete effectively in the global economy, the Association of Southeast Asian Nations [hereinafter ASEAN] needs supranational legal infrastructure that facilitates international business transactions. As such, this thesis examines choice of law issues in contract and tort in Canada, Louisiana, the Second Restatement on Conflict of Laws 1969, the United Kingdom, the Rome Convention on the Law Applicable to Contractual Obligations 1980, and Singapore. Using a proposed Model Law on contract and tort choice of law in ASEAN, this thesis will demonstrate that despite differences in the existing choice of law rules, a uniform regime may nevertheless be formulated without significant compromises. On the broader level, this thesis proposes a uniform conflict of laws regime in ASEAN. Using the analogy of contract and tort choice of law, this thesis argues that divergences may be reconciled and a uniform regime forged. It is desired that this thesis will contribute towards the uniformizing of conflict of laws in ASEAN.

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Thesis (Psy. D.)--Wheaton College Graduate School, 2005. / Abstract. Includes bibliographical references (leaves 104-106).

Thesis (Ph.D.)--Mississippi State University. Department of Sociology. / Title from title screen. Includes bibliographical references.

Thesis (Psy. D.)--Wheaton College Graduate School, 2005. / Abstract. Includes bibliographical references (leaves 104-106).

PurposeThe purpose with thisstudyis to find out how preschool teachers describe their individual and collaborative work in relation to handling and preventing the children’s conflicts. Further the objective is to discover therole of the individual pedagogue, and the teacher team have in conflict situations. To discover the relevance of the teacher teamin the children’s conflicts,the studywill also evaluate how the collaborative work within the teamcan be made possible. Research methodThe data has been collected by interviews to research how the preschool teachers describe the individual, and collaborative work with conflicts, and how they perceive the work with conflicts.ResultsThe study shows that the preschool teachers find thatit’s important to handlethe conflicts that emerge among the children. Although the collaborative work within the teacher teams varied, the teachers still found it of importance of handlingthe conflicts within the group. According to the preschool teachers, the reason that the collaborative work is crucial is because a lack of organization between the pedagogues, results in inconsistent methods for handling the children’s conflicts. An organized teacher team is also important because the collaboration allow the children to develop and learn from their conflicts.

This is a study of interstate armed conflict prevention. The concept of conflict, armed conflict and conflict prevention is defined and explained in order to be able to investigate if there is any single institution saddled with the responsibility of preventing interstate armed conflict and also to verify if adequate efforts are been put in this area which is of importance to mankind. The relationship between conflict prevention, conflict management and conflict resolution is also discussed so that a proper understanding of interstate armed conflict prevention is made. The latter part of this study is aimed at investigating who has the responsibility to prevent interstate armed conflict and the importance of external actors in conflict prevention. After which this study will then investigate if the efforts so far made are adequate in preventing interstate armed conflict before a discussion and conclusion is made on the findings of this research. Conclusion drawn from this study is of two parts. First it was discovered that no single institution has the responsibility to prevent interstate armed conflict but rather conflict prevention can only be achieved by collective efforts of the international community involving but state and non state actors. Lastly the study showed that quite a lot is being done in this area of conflict prevention but there is room for improvement.

Philosophiae Doctor - PhD / This paper argues that post conflict communities need capacity to effectively deal with violent conflicts. This study therefore examines avenues through which sport can be used as a catalyst for mediation programmes in Zimbabwe and South Africa, to address sustainable community healing. This will capacitate communities with the skills to mediate and resolve their own conflicts, thereby contributing to knowledge and changing the paradigm of post-conflict community healing. Grounded in the structural functionalist theory and John Paul Lederach’s Multilevel Leadership pyramid, this study was carried out in Mfuleni, Western Cape and Highfields, Harare, where mediation training for sport participants, community coaches, sports men and women were carried out. It was assessed at all the stages using the qualitative research methodology. This study discovered many benefits derived from the sport and mediation training. However, successful implementation of sport and mediation training in post-conflict communities can face challenges around language, different ways of interpreting terms and related issues by stakeholders; the extreme dominance of religion; superstition and use of magic in sport; lack of acceptance in communities on issues around age and gender, owing to patriarchy. It also noted that the school system is replete with loopholes that threaten the security of learners. Also, the school system is caught in the net of propagating patriarchal values, albeit in subtle ways. As such, the need to take all these into consideration cannot be overemphasised