Human resource management, or people management, is concerned with the philosophies, policies, programmes, practices and decisions that affect the people who work for an organisation. The various people management functions are aimed at helping the organisation achieve its strategic goals and as such are an integral part of the management process. People management consists of several aspects and sub-divisions of which pro-active conflict handling and management is one and which is also the subject of this study. The objective of this study was to assess causes of conflict and interventions and styles of conflict management in the workplace. Workplace politics, change management, diversity, cultures and religious views are but a few major sources for the emergence of conflict. We are currently in the era of fast change or more aptly put “hyperchange” and conflict is inevitable and management styles can also create and/or escalate conflict situations including, the composition of diversity in the workplace. This adds to the new challenges of management. Organisations in this decade need to acknowledge that their management styles of days gone by are not relevant anymore and one must understand to recognise conflict and resolve it in an appropriate manner. This study assessed the major causes of conflict in the workplace and whether the managerial style of managers and management interventions impacts on the overall conflict situations experienced by staff members in organisations in Cape Town and Windhoek. It also gave an indication if interventions and conflict management training/programmes are in place or used, if at all. Sometimes conflict is resolved successfully or unsuccessfully and what impact it has on the managers, his/her staff and colleagues and the organisation as a whole. This can have a detriment impact on the business and the culture within the organisation and which could result in or give rise to high labour turnover, underlying unhappy staff and disempowerment of managers and staff and poor production and service levels.

Capacity-building is an essential component of post-conflict reconstruction (PCR) and peace-building in the aftermath of violent conflict. Civilians, mainly women and children are driven or abducted from their homes during violent conflict and suffer various abuses and atrocities. Many spend the duration of the conflict as refugees in Internally Displaced People (IDP) camps in neighbouring countries. Violent conflict impinges on their psychological well-being and socio-economic development making their re-integration into their former communities extremely complex and challenging. In the case of Northern Uganda, the conflict lasted for over two decades. However, since the ―Cessation of Hostilities Agreement‖ of 2006, the peace-building process has been particularly evident here. Numerous stakeholders have been involved in the capacity-building processes in Northern Uganda, and one such organisation is the Friends of Orphans (FRO) in Pader district, Northern Uganda. The purpose of this research study is to explore the challenges facing the FRO in transforming conflict and building sustainable peace through capacity-building in Pader district. The study explores the programmes the organisation implements and investigates how these programmes are relevant for the transformation of conflict. Apart from reviewing the literature, the researcher conducted semi-structured interviews and used participant observation. The employees of the FRO – all of whom are involved with capacity-building in these communities – participated in these interviews in their capacities as social workers, teachers, administrators and field workers. The beneficiaries of these programmes include former child soldiers, abductees, child mothers, land mine survivors and orphans. Lessons learned by the FRO, as well as the researcher‘s recommendations, are discussed in the study in order to assist the future work of the organisation and other stakeholders who have devoted their efforts to the recovery of areas emerging from conflict.

An important focus of peacebuilding as a part of post-conflict reconstruction is the provision of basic needs. Peacebuilding is a move from war to a peaceful future. Peacebuilding rests on the premise that provision of people’s needs eliminates unrest and lawlessness that arise due to war. This in turn prevents a relapse into war. Also, communities that experience war lose many years and tend to develop at slower rates than peaceful areas, if at all they do develop. The twenty year old war in Northern Uganda has caused a gap between this area and the rest of the country. Poverty has left many unable to provide basic needs. Peacebuilding efforts have been undertaken by Non Governmental Organizations, Community Based Organizations, Government of Uganda as well as people in the community organizing themselves into groups to enable them reconstruct their lives. Efforts are being made towards reconstruction, resettlement, reconciliation and providing relief in an effort to move from war and destruction. In many societies, women are left out, marginalized and discriminated against as a result of patriarchy. Their roles in peacebuilding are not considered important and they face many challenges in their efforts to rebuild their lives and families. This research focused on the challenges faced by women in Gulu, a district in the Northern region of Uganda in peacebuilding. Through conducting face to face interviews, and consulting documents available to the public, the researcher collected information about the challenges faced by the Acholi women, the women of Gulu district.

South Africa has always been cited as an example of protracted social conflict by the analytical conflict resolution school. Given that appellation, the conflict, in terms of the understanding of that school of thought, would not have been amenable to resolution, and yet many observers hail the South African democratic transition as a miracle of transformation. This thesis, using a detailed application of the various elements of protracted or deep-rooted social conflict, demonstrates that South Africa is indeed an example of protracted social conflict. Given the application of pre-negotiation initiatives, and the establishment of a unique National Peace Accord, negotiations were enabled, and successfully delivered a democratic election, and so far, also a sustainable democracy. The establishment of the Truth and Reconciliation Commission was the result of a realization on the part of a wide spectrum of South African leadership and conflict resolution professionals, that negotiation alone would not provide conflict resolution for South Africans, and that there was therefore an additional need to deal with the deeper issues of conflict, if the settlement were to prove sustainable. The question remains whether ours represents a successful resolution of the conflict from the theoretical perspective of the analytical conflict resolution school. A close examination of South African socio-political issues across a number of domains regarded by the analytical conflict resolution school as important, indicates that while the requirements for conflict resolution were indeed met in the South African case, their more advanced stage of resolution; conflict provention has not been satisfied. That explains the fact that many tensions, much violence and intolerance remain. South Africa’s democracy has not been infused with analytical conflict management institutions, basic human needs have not been substantially met and valued relationships remain elusive. Because protracted social conflict is cyclical, we can expect high-levels of conflict behaviour to haunt, and even threaten our fledgling democracy. It is argued here that a coherent theoretical approach to the South African conflict management process would have produced a more sustainable outcome, and we recommend the continued use and institutionalization of analytical conflict provention processes to secure the future of our country.

The research study acknowledges that life is possibly full of conflict, be it psychological, spiritual or otherwise. Conflict is an inescapable reality that confronts Churches and societies regardless of how loving and caring the people are. Conflict brings both the negative and positive impact on the life of Church and society. Conflict presents us with challenges and choices that reflect and shape our personal identity. Technically the challenge is not to avoid conflict, but rather to deal with it constructively. Conflict could be dangerous and destructive. Conflict could also be an opportunity for self-examination, for growth, service to people and giving glory to God. Hence the serious need for developing a theological approach to conflict resolution within the Church and society. Generally, there are two methods to conflict resolution namely: the Law court and Atonement Models based on human and divine effort to conflict respectively. Using mere psychological and legal experience, the Law court models deal with immediate substantive offenses, injustices and inequity faced by people. The Law court methods are sometimes unproductive, unprofitable and short-lived, while the Atonement methods radically deal with deep rooted matters and sinful motivations of the human heart such as idolatry, lusts and cravings. The Atonement models are reliable, fruitful and long-lasting. The purpose of conflict resolution must be to uproot the negative elements and destructive results of conflict, while at the same time preserving it’s beneficial, life- giving qualities to achieve genuine reconciliation. Therefore this new theology of conflict resolution calls for radical change. Change of the heart and on how to deal with conflict in order to accelerate transformation, growth, maturity and peace. Chapter one will provide a general background to the research study. Chapter two before looking at the case of disputes between the Livingstonia and Nkhoma Synods, it will firstly, cite briefly some conflicts in the history of the Church to get an appreciation of the impact of conflict in the life of the Church. Secondly, the chapter will outline the historical background of the Church of Central Presbyterian (CCAP) Blantyre and Livingstonia Synods, Nkhoma Synod and the General Assembly and how the boundary disputes between the two rival Synods started in Malawi. Chapter three will discuss the question of sin and its effects. Humanity cherishes sin in the heart (Ps 51:3-10, 66:19). Milne (1982:107) asserts that sin causes racial prejudice and antagonisms. The problem of sin is the world’s biggest problem. The study will also define conflict and its root causes using Marxist’s conflict conception. The argument of the study will base on the fact that sin brings conflict and produces great divisions among human beings. Therefore, if sin brings conflict with God, His will and between humans, God has provided a divine means to deal with the problem. Chapter four will discuss the answer to question of sin and conflict. There are two dimensions to conflict resolution namely: the Law court and Atonement Models based on human and divine efforts respectively. Contemporary Christian conflict theories are deficient in the God ward dimensions of conflict and most theories and practices come from within the human legal or political professions. Deep rooted matters and motivations of the human heart such as idolatry, anger, revenge, lusts and cravings in opposition to God are better addressed by the Gospel of Jesus Christ. The study will review and critique contemporary models of conflict resolution including the atonement with a view to understand the antithesis of conflict. The study will lastly formulate a synthetic model from various aspects of atonement to bring about a better understanding of conflict resolution. Chapter five will discuss the general application of the full concept of atonement. The question for discussion will be: how can the life, sufferings and death, resurrection and ascension of Jesus Christ that occurred almost 2000 years ago affect us today? How can the atonement conception be applied to resolve human conflict? The atonement of Christ will be ineffective unless it is applied to the lives of human beings. The actualization of the atonement could be done through power of the Holy Spirit who unites a person with Jesus Christ and in their close relationship, the penalty for the person’s sin is paid both together, so by Christ (Stott 1986:256ff). As we relate to God in through confession, repentance of sin and sanctification, we relate to each other that removes the cause of conflict between persons. Chapter six will discuss the application of atonement and reconciliation aspects to specific disputes in Malawi. It will also suggest recommendations on how to deal with those disputes. Christianity is not just a creed, it involves action. What is needed in Christian salvation is the practical restoration of broken relationships between God and creation, the removal of rupture within human race in order to facilitate reconciliation. Reconciliation in Malawian context means restoration, amendment, making up, settling an argument of boundary and bringing back lost relationship between the Livingstonia and Nkhoma Synods. Chapter seven will just deal with summary and conclusion. The theology of conflict resolution calls for change. Change of the heart and on how to deal with conflict. All human efforts in conflict are sometimes unproductive, unprofitable, and short-lived while divine efforts radically deal with deep rooted matters and motivations of the human heart. Divine efforts are fruitful and long-lasting.

The purpose of this study was to investigate the causes and the ramifications of the political conflict in Ivory Coast from 2002 to 2009. A purposive sampling was used to select fourteen respondents. Qualitative methodology was used for the study. The data collection instruments were semi-structured interview questions, open-ended Semi-structured questionnaire and documentary analysis. The analysed data revealed that the causes of the conflict were: competition for scarce resources, bad governance, media incitement, xenophobia, incessant political power struggle and the proliferation of small fire arms entering the country. The effects experienced during the conflict were human rights violation, destruction of property including UN premises and displaced people both internally and externally. Some recommendations made include: Efforts should be made by the Government to strengthen good relationship among different ethnic groups and help them adapt to new challenges that confront democratic developments in the country. The Government should organise the South African style of Truth and Reconciliation Commission to revisit the horrors of the past in order to heal wounds and prevent future occurance of the conflict. Employment opportunities and other income generationg ventures for Ivorian should be created by the Government by attracting local and foreign investors. The numerous rebels should be given special skills training in other for them to be able to live among the communities in Ivory Coast. Government of national unity should be encouraged in situation like this. ECOWAS as well as AU should make sure that when disarmament instituted, it should be done properly. They should always monitor it and not to allow the arms to get into the country again. It is the hope of the researcher that this study makes a contribution towards the prevention of similar conflicts in Africa in the future.

The data for this study was collected by the use of the Manifest Needs Questionnaire, Jackson's Personality Research Form, and the Thomas-Kilmann MODE Instrument to assess dominance at the individual and group levels.

No description available.

The purpose of the examination was to investigate the relationship between Jungian personality types (introversion, sensing, thinking, and judging) and individual's choice of different interpersonal- conflict management styles (avoiding, competing,--accommodating, compromising, and collaborating). The five conflict modes were defined according to the two basic behavioral dimensions of assertiveness and cooperativeness (Thomas, 1976). Also investigated was the possible relationship of gender with personality type and conflict management styles. Two-hundred and twenty-seven subjects completed two questionnaires, the Keirsey Temperament Sorter (KTS) and the Rahim Organizational Conflict Indicator-11 (ROCI-II), to measure personality type and conflict management styles, respectively. Results indicated that introversion was positively related to avoiding and negatively related to collaborating. Thinking was negatively related to avoiding, accommodating, collaborating, and compromising. Conversely, thinking was positively correlated with competing. Gender type was found to have significant correlations with the variables. Females had a significant positive correlation between avoiding and introversion and a negative correlation between collaborating and introversion. accommodating and collaborating were negatively related with thinking, while competing was positively related to thinking. A significant positive correlation for males was found between introversion and avoiding. Negative correlations for males were found for sensing and compromising, and thinking and accommodating. The results suggest that basic psychological predispositions may influence the choice of conflict management styles. Moreover, the results provide an indication of the usefulness and potential of the five-category representation of conflict handling modes and the Jungian personality dimensions in documenting and explaining psychological bases of interpersonal conflict. These results are in partial agreement with previous research.

A dissertation submitted in accordance with the requirements for the Master’s Degree in Educational Management in the Department of Educational Planning and Administration, Faculty of Education at the University of Zululand, 2019. / Although the number of women managers in education is increasing, women continue to experience problems that prevent them from realising their full potential particularly as conflict managers. When female teachers are promoted to principalship positions, there are no programmes to equip them with relevant management skills required to lead and manage the schools effectively. This has resulted in some female principals showing lack of confidence in resolving conflict in schools, particularly where the staff is dominated by female teachers. Female principals tend to rely on their male colleagues should there be a case where they have to implement disciplinary measures. The aim of this study was to explore female principals’ skills of managing conflict in primary schools dominated by female teachers in the Gingindlovu Circuit. This study used a qualitative approach, collecting data through face-to-face interviews. Purposive sampling procedure was used to select participants for this study. The study established that female principals have skills of managing conflict despite their gender roles that have been taken as determinants that females may not do well as managers. Some gender roles, which include nurturing and accommodating, have been identified as key to female principals in assisting them when resolving conflict at the work place where the staff is dominated by female teachers. However, they still need to learn more about skills of managing conflict in schools. The study recommends that female principals be workshopped on how to manage conflict in a school situation soon after they have been appointed. A comparative study between female and male principals regarding management skills they have for resolving conflicts is recommended. / National Research Foundation