Approved for public release; distribution is unlimited / This thesis examines the factors that are more likely to lead to peacemaking military intervention by a sub-regional hegemon in Africa. It seeks to answer the question of what motivates the sub-regional hegemons to undertake peacemaking military intervention in Africa. It argues that the emerging model of African peacemaking military intervention depends on a sub-regional hegemon's decision to intervene because of its ability to provide necessary resources needed for such operation. Hence, the sub-regional hegemon will conduct peacemaking military intervention when, where and if it suits its interest. The conclusion reached by this thesis is that self-regarding peacemaking intervention by sub-regional hegemon is effective in resolving conflicts in Africa. / Lieutenant, South African Navy

Conflict resolution education tends to emphasize the analysis of conflict dynamics, and skills for communication and problem-solving. The role of emotions, and practical strategies for one’s own emotional self-management have received less attention. Emotional dysregulation in conflict may interfere with the use of learned conflict resolution skills, thus reducing transfer of learning. The study explored the possible influence of mindfulness practice on emotional self-management, and subsequent transfer of learning in interpersonal conflict. This modified qualitative case study involved 15 adult undergraduate students in the researcher’s class on “Managing Conflict.” Mindfulness practice was included in every class, and subjects kept a journal on their frequency of out-of-class practice. Subjects were interviewed before the start of the class on their ways of handling conflict, and were asked to describe a recent conflict they had been involved in. A post-class interview asked the same questions, as well as exploring subjects’ experience of mindfulness. Findings revealed that for this group of subjects, frequency of mindfulness practice had little influence on emotional self-management or transfer of learning. However, subjects’ stance toward mindfulness, a qualitative descriptor, appeared to positively influence both emotional self-management and transfer of learning. Stance toward mindfulness was described as focusing on either self-soothing or self-awareness. Subjects reporting a self-awareness stance were more likely to report managing their emotions in conflict, regardless of whether their dominant emotion in a conflict was anger or fear. They were also more likely to report transfer of learning (specifically, the ability to identify causes of conflict and the other party’s needs, to use receptive communication skills, and to incorporate mindful awareness in the negotiation process). Self-awareness appeared to be a foundational capacity that supported emotional self-management and transfer of learning for this group of subjects. Possible implications for the field of conflict resolution, and directions for future research, are discussed.

A dissertation presented in partial fulfilment of the requirements for the Master of Arts Degree in Political Studies, Faculty of Humanities, University of the Witwatersrand, Johannesburg, 2016 / Sudan is a state that has become synonymous with violent atrocities resulting from clashes between government forces and rebel groups The resulting death and displacement of scores of its civilians as a result of these clashes has captured the world’s attention and inspired an in depth analysis for the causes. This research report explores the impact that the political decision making by the postcolonial government in the form of rationality had on this circumstance and to what extent the governance procedure influenced the tensions that catapulted the state into violence. The North South, Muslim Christian dichotomy has been understood as the crux of the violence in Sudan, the reality however is much more complex and a variety of intricate factors converge to result in the spate of violent atrocities that has been suffered mostly by those who are not participants in the conflicts. Sudan’s history and its successive postcolonial governments are two factors that weigh greatly on these complexities, the process of political rationality in particular is central to this and as such forms the crux of the political decision making process by the governing structure. The analysis of political rationality as a concept provides an insight into the context that framed this process and is therefore vital to consider in trying to decipher and mitigate against the occurrence of further violent atrocities in Sudan specifically and generally in Africa as a whole. / MT2017

Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018. / The single most critical factor responsible for the success of any project is the human element as this is the point at which projects succeed. Senior technically qualified managers have recorded high failure rates in areas where they have hard skills relevant to the industry. The levels of technical expertise and technology should have facilitated the project execution process and increased the success rate of project management. Contrary to this, the IT industry for instance, has recorded an average 47% failure rates regardless of the fact that IT specialists manage them. Project management has been defined as a unique undertaking limited by time, quality and budget within a prescribed scope. Depending on the type of the project, there is a need for different expertise to operate in the different stages in the life cycle of the project as well as the elements or WBSs of the project. Where people are involved there is bound to be conflicts, and these conflicts need to be managed. Because of the nature of project management, specialists who together comprise of the project team head WBSs. This team originates from different sources, and in the matrix system is comprised of people seconded to the project but whose loyalty remains with their departments. Such teams are therefore comprised of people who may not share the same culture or work ethics, together with the differences in approaching their duties. It becomes the responsibility of the project leader therefore to enable these “secondments” to be satisfied in their new positions so that they can be productive. This research sought out to identify generic requirements to satisfy a team and get the best out of the team.

This study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate analysis of variance (MANOVA) was conducted to examine whether or not there are differences between American and Saudi faculty members in their conflict management styles. Nationality was used as the factor, and the five conflict management styles (Integrating, Obliging, Dominating, Avoiding, and Compromising) were entered as dependent variables. The level of significance was 0.05. Additionally, Pearson's correlation was used to determine if a statistically significant relationship exists between the five conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. The level of significance was set at 0.05. Findings indicated that there were no statistically significant differences in conflict management styles between Saudi and American faculty members. Furthermore there were no significant correlations between any of the conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. Results were discussed in light of literature review. Practical implications, limitations of the study, and recommendations were provided. / by Mohammed Alzahrani. / Thesis (Ph.D.)--Florida Atlantic University, 2013. / Includes bibliography. / Mode of access: World Wide Web. / System requirements: Adobe Reader.

職場排斥指的是工作場合中未能促進人際關係好發展的為，如忽和排擠他人，並會對個體的情感、認知、和為各方面都產生負面的影響。本文提出一個新的研究模型探讨性别、自我建構、任務依賴性和職場排斥及其後果之間的關係。首先，本文提出關係式的自我建構會減少個體被排斥的機會，但是獨型的自我建構則會增加被排斥的可能性。其次，基於性別角色的一致性理論，本文提出在女性群體中，兩種自我建構與職場排斥的關係都會增強。对于排斥在工作场合中的影响，本文提出職場排斥會減少工作場合中的幫助為，並会增强個體的職傾向。除此之外，任務依賴性可以調節職場排斥對幫助為和職傾向的影響。本研究在中國大收集調查問卷，用SPSS 分析資，並通過回歸分析進假設檢驗。数据分析的結果支援本文的大部分假設：首先，性别和關係的自我構建与職場排斥之間存在顯著的相關；其次，任務依賴性可以抵消排斥與幫助為的負相關，但會增強排斥與職傾向的正相關。 / Workplace ostracism is defined as the omission of promotional interaction behaviors in workplace, which results in some detrimental effects on individuals’ emotion, cognition and behavior. This thesis proposes a model to examine the relationships among self-construal, gender, task interdependence, workplace ostracism and its outcomes. Specifically, I suggest that relational self-construal can reduce an individual’s ostracism experience but independent self-construal leads to more of such experience. Furthermore, based on the theory of gender role congruity, I propose that the linkage between selfconstrual and ostracism experience is stronger for women. I also suggest that workplace ostracism may lead to decrease in helping behavior and stronger turnover intentions for employees. Additionally, task interdependence, a jobrelated characteristic, is expected to moderate the above relationships. I collected the data via a survey in China and used SPSS to analyze the data. The hierarchical regression results support most of the hypotheses. Gender and relational self-construal are significant factors affecting workplace ostracism, and task interdependence moderates the relationships between ostracism and its outcomes. / Detailed summary in vernacular field only. / Ji, Mingshuang. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 83-103). / Abstracts also in Chinese; appendix 2 in Chinese. / ACKNOWLEDGEMENTS --- p.i / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.v / Chapter I. --- INTRODUCTION --- p.1 / Background --- p.1 / Objectives of the Study --- p.5 / Significance of the Study --- p.6 / Organization of the Thesis --- p.8 / Chapter II. --- LITERATURE REVIEW --- p.9 / Ostracism --- p.9 / Self-construal and gender --- p.18 / Social Exchange Theory --- p.23 / Summary of this Chapter --- p.25 / Chapter III. --- IHYPOTHESES DEVELOPMENT --- p.26 / Effects of self-construal --- p.29 / Moderating effect of Gender --- p.33 / Outcomes of ostracism in workplace --- p.38 / Moderating Effect of Task Interdependence --- p.42 / Chapter IV. --- DATA AND METHOD --- p.50 / Data Collection --- p.50 / Measures --- p.53 / Analytical Strategy --- p.57 / Chapter V. --- RESULTS --- p.59 / Descriptive Statistics --- p.59 / Factor Analysis --- p.62 / Regression Analyses --- p.62 / Chapter VI. --- DISCUSSION AND CONCLUSION --- p.73 / Summary of Findings --- p.73 / Contributions --- p.76 / Limitations --- p.79 / REFERENCES --- p.83

A thesis submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in fulfillment of the requirements for the degree of Doctor of Philosophy March 2015 / The timing of conflict resolution efforts is important in identifying when an intervention is likely to succeed according to ripeness of conflicts theory (Zartman, 1985). Although the ripeness theory appears to be a great contribution to the conflict resolution doctrine, there is no scholarly consensus on its plausibility with criticisms that are centred on: a contest on the variables that should help in its identification; low predictability; lack of cross-case generalisations; and, methodological weaknesses inherited from rational and public choice theories. The study took the position that conditions creating ripeness should be expanded beyond what is currently obtaining in literature, can help in determining the formula for resolution and indicate what to do in the implementation of the agreement so reached. To interrogate the theory’s plausibility, interpretivism was used to gather evidence from the case - the conflict that prevailed in Zimbabwe from 2000 to 2013 - to extrapolate implications for the ripeness theory and suggest improvements through paradigm complementarity. Although the external dimension of the conflict in Zimbabwe remained unaffected, ripeness was found in its domestic setting deriving from the indecisive/disputed elections of 2008 and the threat of a failed economy that triggered a Southern African Development Community intervention and offered a cue to the formula for resolution - the Global Political Agreement. Shared political legitimacy in the Global Political Agreement however saw that ripeness diminishing and it had vanished by 2013, although the conflict which by 2013 was yet to realise complete resolution, was to a large extent transformed to lower levels of hostilities with dysfunctionality temporarily arrested. Ripeness proved to be a product of both perceptual and structural variables that change in intensity over time, thus affecting the implementation of agreements that arise from ripeness. The study proved that ripeness theory in its expanded form is a viable strategic tool in conflict resolution, though success as in military doctrine depends on the accurate identification of the variables creating ripeness, timely intervention and a fitting operational plan to effectively exploit the opportunities so created. / MB2016

The purpose of the present study was to determine how college participants view the success of different conflict management strategies: chance, manipulation, compliance, and confrontation. The success of the conflict management strategies was evaluated by how participants rated female satisfaction, male satisfaction, likelihood of marriage and success of marriage. A MANOVA, and a Roy Bargman step-down procedure were conducted on all dependent variables. A Tukey HSD post hoc test was ran to reveal which conflict management strategies differed from one another. Results indicated that participants thought women were less satisfied than men. For male satisfaction and likelihood of marriage, post hoc testing on the conflict management strategies revealed using compliance was the most satisfying. On the success of marriage variable, participants rated men higher than women on the manipulation and confrontation strategies. The results of the study may be useful in understanding conflict management in dating couples.

In a review on conflict strategies, Putnam and Poole (1987) conclude that relationship variables such as organisational position and interdependency account for the most variance in the choice of conflict strategies. Despite these findings, however, there is a general lack of attention to relationship outcomes in conflict management by researchers (Knapp, Putnam, and Davis, 1988). This reflects the strong influence of economic theory in conflict studies as well as a Western perspective in which individual outcomes are emphasised above interpersonal relations (Wall & Callister, 1995). To address this problem, in this thesis I chose to assess the effect of Past-Relationship, Other's-Strategy, Hierarchy, and Stake on Chinese manager's behaviour in simulated conflict over welfare issues. The thesis consists of the following seven chapters. Chapter One, Introduction, identifies the need to address relationship considerations in conflict management, and the PRC Chinese were chosen as subjects for this research because of their emphasis on interpersonal relations. Past-Relationship, Other's-Strategy, and Hierarchy were chosen to represent the ongoing interpersonal relationship in the past, present and future; and Stake was used to represent substantive considerations in conflict. These factors were assessed for their effects on people's use of five conflict modes: Dominating (DO), Compromising (CO), Obliging (OB), Integrating (IN), and Avoiding (AV). Although these five conflict modes are based on a model developed in the West, they are applicable to the Chinese as well despite the recent critics by some authors. The limited research on Chinese interpersonal conflict has over-relied on self-report questionnaires and lacks the context and substance of conflict. To avoid these pitfalls, the current research took an experimental approach to solicit subject response to simulated conflict of interests. Chapter Two, Hypotheses and research design. Five sets of hypotheses were developed. Stake, Past-Relationship, and Other's-Strategy were expected to affect the use of conflict modes in their own respective ways; Hierarchy's effects were to be moderated by Stake; and an interaction between Other's-Strategy, Past-Relationship, and Hierarchy was also expected. To test these hypotheses, three sources of data were collected: behaviour in conflict simulation, behaviour rationales, and cases of real-world conflict. The conflict issues in the simulation were limited to the allocation of welfare benefits. The range of options and potential outcomes were made explicit to the subjects. Hierarchy, Past-Relationship, and Stake were operationalised through 12 conflict scenarios, which were then combined with Other's-Strategy, giving rise to a total of 48 experimental conditions. A total of 384 Chinese managers participated in the conflict simulation. Chapter Three, Conflict Mode Simulation (CMS). This chapter introduces the development of the experimental instrument, the CMS. Based on the analysis of Mode Game (Cosier & Ruble, 1981), the CMS was created as an experimental instrument for research of the five conflict modes in general and for the hypothesis testing in this study in particular. It allows participants five conflict modes to deal with conflict scenarios; the payoffs of different combinations of modes were logically derived; the 3-2-2 settlement structure enables the CMS to accommodate complex behaviour patterns; and the combination of unitary rules with multiple conflict scenarios controls confounding effects, and gives CMS the flexibility for different research topics. Chapter Four, Data collection and analysis of the simulation data, discusses hypothesis testing through the conflict simulation. The data fit the theoretical model satisfactorily in general. The five sets of hypotheses were largely supported by the simulation data. 1) As the Stake increased, the use of DO and IN increased and the use of OB decreased. The use of AV peaked on Medium-Stake issues. 2) Hierarchy strongly affected the use of DO and OB on High-Stake issues, but that effect diminished as Stake decreased and no difference between hierarchy groups was found at the Low-Stake level. 3) The Indebted group used more OB and fewer DO than the Wronged group, but the uses of IN and AV were not related to Past-Relationship. 4) Other's-Strategy affect behaviour through reciprocating, suppressing, promoting, and learning effects. 5) The same mode (Compromsing) used by different people under different situation had different results. It was also shown in post hoc analyses that relationship concerns played important roles even when faced with the rivalry of substantive concerns. Moreover, the negative effect of combative behaviour was stronger than the positive effect of good deed. Several other important behavioural patterns were also discussed. Chapter Five, Analysis of the rationales of CMS behaviour. Twenty-six major rationale themes were reported by subjects to account for their behaviour in CMS. The report of competitive vs. conciliatory themes depended mainly on Past-Relationship and Stake. The Indebted group reported more conciliatory themes and fewer competitive themes than the Wronged group; and the High-Stake group reported more competitive themes and fewer conciliatory themes than the Med/Low-Stake group. Hierarchy's effect on subject rationale was weak. It was also discovered that subject sensitivity towards Past-Relationship shifted according to Stake. The four modes of CO, OB, IN, and AV shared the same pool of conciliatory themes, which distinguished them from DO, but there were important differences among them as well. Chapter Six, Analysis of self-reported cases of conflict. Fifty-two cases of real world conflict comparable to the CMS conflict scenarios were collected. Analysis shows that Past-Relationship, Stake, and Other's-Strategy affected behaviour in these conflict cases in ways in-line with their respective hypotheses. Hierarchy, however, did not show reliable effects on subject behaviour. Subject description on different types of competing enables the in-depth analysis of the DO mode. The nonsymmetrical effects of Past-Relationship, Stake, and Other's-Strategy manifested in CMS are also observed in these real conflict cases. Chapter Seven, Discussion and conclusion. After an overview of the results of hypothesis testing in different data sources, the implications of some particular issues are discussed. 1) Although the two-dimension model fitted the CMS data well when a variety of different conflict situations were assessed together, in particular situations a hierarchical model is more accurate. 2) Evidence from different data sources confirms that relationships in the past, present and future all have a role to play in the conflict of interests. 3) In terms of the relative importance of different factors, Past-Relationship and Other's-Strategy are at least as important as Stake, whereas Hierarchy is the least important in the given situation of this study. 4) The weak effect of Hierarchy reflects the constraint by status ethics (Hwang, 1991), the interdependence between superior and subordinates, and the broader power base of the highly educated subordinates. 5) Although avoidance was perceived positively, it was not used much when specific conflict issues were given. 6) The Conflict Mode Simulation (CMS) has proved to be indispensable for many of the findings in this study, and it has great potential as an experimental tool for research of conflict modes in general. Finally the limitations of this study and the direction of future research are discussed.

Thesis (Ph. D.)--State University of New York at Binghamton, Department of Systems Science and Industrial Engineering, 2005. / Includes bibliographical references (leaves 255-272).