<p>En allmän uppfattning bland lärare i skolan är att mycket tid läggs på konflikthantering. Studien lyfter lärares uppfattningar kring konflikter och konflikthantering, då syftet är att studera konflikthanteringen i två klassrum. Syftet är även att se vilka uppfattningar lärare har kring förebyggandet av konflikter samt hanterandet av dessa. Studien bygger på observationer samt kvalitativa intervjuer där två lärare har intervjuats. Uppfattningen bland lärarna i studien är att en konfliktfri skola är till fördel för eleverna och undervisningen. Tolkningen är även att hanterandet av konflikter är ett måste i skolans vardag, samt att det tas tid från den planerade undervisningen till att hantera konflikter. Resultatet visar att det finns skilda uppfattningar om vilken nytta konflikthantering kan ha för elever. Tidigare dokumenterad forskning visar, i motsats till det resultat som framkommit i studien, att konflikthantering kan ge eleverna värdefulla verktyg för att klara av sociala problem som de ställs inför nu och i framtiden. Resultatet presenterar även att konflikter kan vara av olika karaktär där vissa konflikter blir konstruktiva och andra destruktiva. I resultatet lyfts även att det oftast är samma elever som hamnar i konflikt och att det finns en gemensam nämnare kring dem. I studien diskuteras resultatet. Här tas konflikthanteringens frånvaro i klassrummet upp, varför det är relevant att lyfta konflikter i klassrummet samt att barn behöver trygghet för att kunna hantera konflikter. Slutligen diskuteras de valda metoderna för genomförandet av studien.</p> / <p>A general opinion among teachers in school is that a lot of time is spent on conflict handling. In the study, teachers opinions about conflict and conflict handling will be discussed though the purpose is to study conflict handling in two classrooms. The purpose is also to see what opinions teachers have when it comes to preventing and handling conflicts. The study is built on observations and qualitative interviews with two teachers. The opinion among teachers in this study is that a school without conflicts gives the pupils advantages and is something that the school teaching take benefits from. The interpretation is that the handling of conflicts in school is unavoidable and time is taken from planned education to conflict handling. The result of the study shows that different opinions of pupils benefits from conflict handling. Earlier documented research shows, unlike the result of the study, that conflict handling may give pupils valuable tools to handle social problems they may experience now and in the future. The results even presents conflicts of different type of character, some of them can be constructive and some destructive. Focus of the result in the study is also that the same pupils often end up in conflicts and that there are a common denominator among them. In the study the result is discussed. Subjects that are in focus are the lack of conflict handling in the classroom, why it is relevant to discuss conflicts in the classroom and also that children need a security to be able to handle conflicts. Finally, are the chosen methods of the study discussed.</p>

In South Africa, private and public sector organizations have been experiencing conflict at an increasing rate during the past few decades and especially the last ten years. The prominence and high level with which conflict is regarded in this new democracy has made the study of this phenomenon more relevant. Especially within business organizations, between individuals, groups, and at management level, the influence of transformation and affirmative action has steadily affected interpersonal and intergroup relations. This situation makes it more difficult to handle or to manage. The lack of knowledge experienced in many business organizations causes mismanagement of conflict which eventually (directly or indirectly) affects the productivity of the employee corps and subsequently, the effectivity or profitability of the organization. The objective of this study was to establish by means of a comparative theoretical and empirical analysis, the nature, causes and handling/ management styles of conflict within a public and a private sector organization. Being respectively non-profit and profit driven organizations and having introduced affirmative action and transformation at different degrees, it was possible to evaluate the effect with regard to conflict. The research method followed in this study was both qualitative and quantitative. In the first five chapters a theoretical, qualitative approach was applied. Different theories of conflict, from the classical, neo-classical to modern systems, were analysed in order to establish sources of conflict. From this discussion, an analysis of conflict which was viewed by the theories of both Karl Marx and Ralph Dahrendorf to be a social interactive process characterized by force, strife and animosity, was accepted to form the basis of the study regarding the sources of conflict. Departing from this basis the various concepts of conflict as developed in the literature were studied in a comparative way. This was followed by a comparative analysis of conflict handling processes for which an adapted conflict process model was presented. The elements of this model form the core research of this study. Analysis of three key conflict handling style models (Thomas-Killman, ROC-II and CMS) were consequently compared to decide which one would be the most suitable for the empirical survey. The second part of this study consisted of a quantitative comparison of causes, handling styles and manifestation of conflict on an interpersonal basis within a local authority and an agricultural company. This was done by means of questionnaires containing designed variables obtained from the qualitative section of the study and a standardized section borrowed from Rahim's ROC-II model questionnaire. The descriptive statistical analysis was done with the SPSS-program in consultation with the STATCON Bureau of the Rand Afrikaans University. The empirical survey validated the viewpoints brought forward in the qualitative part of the study. By way of the results obtained from the analysis, the four hypotheses which were linked to the set objectives of the study were validated. The four hypothesis are: - A significant difference exists with regard to the causes of conflict between a local authority and agricultural organization. - A significant difference exists between employees of the local authority and the agricultural organization's perception of what effect conflict has on them. - A significant difference exists in the frequency with which different conflict-handling styles are used when compared to different background variables in both organizations. - A significant difference exists in the frequency with which different conflict-handling styles are used amongst employees of the agricultural organization and local authority Explicit findings with regard to the literature (qualitative) and empirical (quantitative) study were brought forward, and practical recommendations for management as well as recommendations for further research were made. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2005.

In South Africa, private and public sector organizations have been experiencing conflict at an increasing rate during the past few decades and especially the last ten years. The prominence and high level with which conflict is regarded in this new democracy has made the study of this phenomenon more relevant. Especially within business organizations, between individuals, groups, and at management level, the influence of transformation and affirmative action has steadily affected interpersonal and intergroup relations. This situation makes it more difficult to handle or to manage. The lack of knowledge experienced in many business organizations causes mismanagement of conflict which eventually (directly or indirectly) affects the productivity of the employee corps and subsequently, the effectivity or profitability of the organization. The objective of this study was to establish by means of a comparative theoretical and empirical analysis, the nature, causes and handling/ management styles of conflict within a public and a private sector organization. Being respectively non-profit and profit driven organizations and having introduced affirmative action and transformation at different degrees, it was possible to evaluate the effect with regard to conflict. The research method followed in this study was both qualitative and quantitative. In the first five chapters a theoretical, qualitative approach was applied. Different theories of conflict, from the classical, neo-classical to modern systems, were analysed in order to establish sources of conflict. From this discussion, an analysis of conflict which was viewed by the theories of both Karl Marx and Ralph Dahrendorf to be a social interactive process characterized by force, strife and animosity, was accepted to form the basis of the study regarding the sources of conflict. Departing from this basis the various concepts of conflict as developed in the literature were studied in a comparative way. This was followed by a comparative analysis of conflict handling processes for which an adapted conflict process model was presented. The elements of this model form the core research of this study. Analysis of three key conflict handling style models (Thomas-Killman, ROC-II and CMS) were consequently compared to decide which one would be the most suitable for the empirical survey. The second part of this study consisted of a quantitative comparison of causes, handling styles and manifestation of conflict on an interpersonal basis within a local authority and an agricultural company. This was done by means of questionnaires containing designed variables obtained from the qualitative section of the study and a standardized section borrowed from Rahim's ROC-II model questionnaire. The descriptive statistical analysis was done with the SPSS-program in consultation with the STATCON Bureau of the Rand Afrikaans University. The empirical survey validated the viewpoints brought forward in the qualitative part of the study. By way of the results obtained from the analysis, the four hypotheses which were linked to the set objectives of the study were validated. The four hypothesis are: - A significant difference exists with regard to the causes of conflict between a local authority and agricultural organization. - A significant difference exists between employees of the local authority and the agricultural organization's perception of what effect conflict has on them. - A significant difference exists in the frequency with which different conflict-handling styles are used when compared to different background variables in both organizations. - A significant difference exists in the frequency with which different conflict-handling styles are used amongst employees of the agricultural organization and local authority Explicit findings with regard to the literature (qualitative) and empirical (quantitative) study were brought forward, and practical recommendations for management as well as recommendations for further research were made. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2005.

Objective: The primary objective of this study was to investigate the perception and handling of interpersonal conflict within the gender spectrum compilation of biological sex and gender identity. Methods: The research of this study was conducted by means of a theoretical study and a quantitative empirical analysis. Literature analysis and scientific theories form the basis for the first three chapters of this study. These include the philosophies of Karl Marx and Max Weber, followed by a detailed discussion on the dynamics of conflict. The empirical analysis utilized cross-sectional survey design, with a combined convenience quota sample of employees (n=133) within the company taken. This consisted of top management, middle management and lower management. The empirical study utilized the Bem Sex Role Inventory (BSRI) and the Rahim Organisational Conflict Inventory-II (ROCI-II). The Bem Sex Role Inventory (BSRI) provided self-determining assessments of masculinity and femininity in terms of the respondent’s self-reported control of socially desirable, stereotypically masculine and feminine personality characteristics. The Rahim Organisational Conflict Inventory-II (ROCI-II) measured the present methods of conflict management specifically within an organizational environment. Results: It was noted that there was no difference in how pure biological sex (males and females) perceived and handled conflict within the workplace; but there was a difference in how the different gender identity groups (masculine males vs. feminine males and feminine females vs. masculine females) perceived and handled conflict. Conclusion: This study highlighted the conflict-dynamics within the gender-spectrum of a large South African sugar manufacturing company. Results of the study proved that the motivation towards this study was achieved in the sense that, although there were no differences in how different genders perceive and handle conflict, differences were found in the different gender identities within each of those genders. It is recommended that further research include a comparative study between two or three manufacturing companies to see how different companies within the same industry deviate from or resemble the results of this study. Further research could also determine whether there are differences, by cross-checking all four gender identity groups (masculine males, feminine males, feminine females and masculine females) using the MANOVA statistical procedure. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2015

Objective: The primary objective of this study was to investigate the perception and handling of interpersonal conflict within the gender spectrum compilation of biological sex and gender identity. Methods: The research of this study was conducted by means of a theoretical study and a quantitative empirical analysis. Literature analysis and scientific theories form the basis for the first three chapters of this study. These include the philosophies of Karl Marx and Max Weber, followed by a detailed discussion on the dynamics of conflict. The empirical analysis utilized cross-sectional survey design, with a combined convenience quota sample of employees (n=133) within the company taken. This consisted of top management, middle management and lower management. The empirical study utilized the Bem Sex Role Inventory (BSRI) and the Rahim Organisational Conflict Inventory-II (ROCI-II). The Bem Sex Role Inventory (BSRI) provided self-determining assessments of masculinity and femininity in terms of the respondent’s self-reported control of socially desirable, stereotypically masculine and feminine personality characteristics. The Rahim Organisational Conflict Inventory-II (ROCI-II) measured the present methods of conflict management specifically within an organizational environment. Results: It was noted that there was no difference in how pure biological sex (males and females) perceived and handled conflict within the workplace; but there was a difference in how the different gender identity groups (masculine males vs. feminine males and feminine females vs. masculine females) perceived and handled conflict. Conclusion: This study highlighted the conflict-dynamics within the gender-spectrum of a large South African sugar manufacturing company. Results of the study proved that the motivation towards this study was achieved in the sense that, although there were no differences in how different genders perceive and handle conflict, differences were found in the different gender identities within each of those genders. It is recommended that further research include a comparative study between two or three manufacturing companies to see how different companies within the same industry deviate from or resemble the results of this study. Further research could also determine whether there are differences, by cross-checking all four gender identity groups (masculine males, feminine males, feminine females and masculine females) using the MANOVA statistical procedure. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2015

The thesis presents a conceptual study engaging the theories emerged in the philosophy of language and the theories of international relations and negotiations into a single framework. The framework comprises the concepts developed by L. Wittgenstein, J. L. Austin, and J. Derrida whose relevance has been identified through searching for the zone of common grounds in which they could contribute to the theoretical knowledge on international negotiations in crisis and conflict handling contexts. It has accordingly been developed following the lines of the IR/negotiations theoretical set, but also adjusted by considering two relevant empirical cases. The said Wittgenstein-Austin-Derrida framework has been assigned the mission to study language as a tool in crisis/conflict negotiations, but likewise to consider crisis/conflict negotiations in the framework of language. This implies the post-structuralist approach to the international affairs, which enables the possibility of deconstructing the matter on its textual/discursive components. On such grounds, it perceives the ‘text’ as a source of political power, i.e. as a pattern which comprises the present institutions. By virtue of assigning new meanings to the ‘text’, it regards discourses as that what creates agencies in international relations.

Abstract in English, Afrikaans and Zulu / The general aim of the research was to investigate the components and nature of a psychosocial framework for conflict management in organisations. The research investigated the way in which such a framework manifests by exploring the relationship dynamics between the antecedents (leadership, organisational culture and employee voice), mediators (employee engagement and organisational trust), and outcome variables (conflict management – conflict types and interpersonal conflict handling styles), as moderated by socio-demographic factors (race, gender, age, qualification, job level, income level, tenure, employment status, trade union representation, trade union membership, sector, employee numbers, organisational size, employee engagement programme). The associations between individuals’ personal and organisational characteristics were further explored to determine significant differences between these variables. A quantitative cross-sectional survey was conducted amongst a non-probability sample of adult workers who were employed in South African-based organisations (n = 556). Canonical correlation analysis, mediation modelling, and structural equation modelling were conducted to identify the core empirical components of the framework. A critical review of the interrelated dynamics of the framework components revealed that the mediating variables of employee engagement (job engagement and organisational engagement) and organisational trust (commitment, dependability, integrity) were vital in intensifying the direction and strength of the link between leadership behaviour, organisational culture, conflict types (task, relational, process and status conflict, group atmosphere and conflict resolution potential), and various interpersonal conflict handling styles (integrating, avoiding, dominating, obliging, compromising). Stepwise multiple regression revealed that number of employees, a formal employee engagement programme, and job level were the three most important socio-demographic variables to consider in a conflict management framework, followed by age. The hierarchical moderated regression analysis showed that age, union membership, job level, number of employees, and formal employee engagement programme were important moderating factors to consider in the framework. Tests for significant mean differences indicated significant dissimilarities in terms of the socio-demographic variables. Theoretically, the study advances the understanding of conflict management behaviour and its antecedents in the South African workplace. The empirically tested psychosocial framework informs workplace conflict management interventions from an employment relations perspective which may contribute to enhanced organisational performance. / Die algemene doel van die navorsing was om ondersoek in te stel na die komponente en aard van ʼn psigososiale raamwerk vir konflikbestuur in organisasies. Die navorsing het die manier waarop so ʼn raamwerk manifesteer, bestudeer – deur verkenning van die verhoudingsdinamika tussen die voorgangers (leierskap, organisasiekultuur en werknemer se stem), bemiddelaars (werknemerbetrokkenheid en vertroue in ʼn organisasie), en uitkomsveranderlikes (konflikbestuur – tipes konflik en hanteringstyle ten opsigte van interpersoonlike konflik), soos getemper deur sosiodemografiese faktore (ras, geslag, ouderdom, kwalifikasie, posvlak, inkomstevlak, ampsbekleding, aanstellingstatus, vakbondverteenwoordiging, vakbondlidmaatskap, sektor, werknemergetalle, organisasiegrootte, werknemerbetrokkenheidprogram). Die assosiasies tussen individue se persoonlike en organisasiegebonde eienskappe is verder bestudeer om betekenisvolle verskille tussen hierdie veranderlikes te bepaal. ʼn Kwantitatiewe deursnee-opname is gemaak onder ʼn nie-waarskynlikheidssteekproef van volwasse werkers in diens van Suid-Afrikaans-gebaseerde organisasies (n = 556). Kanoniese korrelasie-ontleding, bemiddelingsmodellering, en strukturele vergelykingsmodellering is gedoen om die kern- empiriese komponente van die raamwerk te identifiseer. ʼn Kritiese beskouing van die onderling verwante dinamika van die raamwerkkomponente het getoon dat die bemiddelende veranderlikes van werknemerbetrokkenheid (werksbetrokkenheid en organisasiebetrokkenheid) en vertroue in die organisasie (toewyding, betroubaarheid, integriteit) deurslaggewend was in die intensifisering van die rigting en sterkte van die skakel tussen leierskapsgedrag, organisasiekultuur, konfliktipes (taak-, relasionele, proses- en statuskonflik, groepatmosfeer en konflikoplossingspotensiaal), en verskillende hanteringstyle ten opsigte van interpersoonlike konflik (integrerend, vermydend, dominerend, inskiklik, kompromitterend). Stapsgewyse meervoudige regressie het getoon dat die aantal werknemers, ʼn formele werknemerbetrokkenheidsprogram, en posvlak die drie belangrikste sosiodemografiese veranderlikes was om mee rekenskap te hou in ʼn konflikbestuursraamwerk, gevolg deur ouderdom. Die hiërargiese gemodereerde regressie-ontleding het getoon dat ouderdom, vakbondlidmaatskap, posvlak, aantal werknemers, en formele werknemerbetrokkenheidsprogram belangrike modererende faktore was om in gedagte te hou in die raamwerk. Toetse vir noemenswaardige gemiddelde verskille het aansienlike ongelyksoortighede ten opsigte van die sosiodemografiese veranderlikes getoon. Teoreties bevorder die studie die begrip van konflikbestuursgedrag en die voorgangers daarvan in die Suid-Afrikaanse werkplek. Die empiries getoetste psigososiale raamwerk vorm konflikbestuursintervensies in die werkplek vanuit ʼn werksverhoudingeperspektief wat kan bydra tot verbeterde organisasieprestasie. / Inhloso jikelele yocwaningo kwaba ukuphenya izingxenye nemvelo yohlaka lwezengqondo lokuphathwa kokungqubuzana ezinhlanganweni. Ucwaningo luphenye indlela lapho uhlaka olunjalo lubonisa ngokuhlola amandla obudlelwano phakathi kwezinqumo (ubuholi, isiko lenhlangano nezwi lesisebenzi), abalamuli (ukuzibandakanya kwesisebenzi kanye nokwethembana kwenhlangano), kanye nemiphumela eguquguqukayo (ukuphathwa kokungqubuzana - izinhlobo zokungqubuzana nezindlela zokuphatha ukungqubuzana phakathi kwabantu), njengoba kuhlaziywe yizici zenhlayo yeningi labantu (uhlanga, ubulili, ubudala, imfanelo, izinga lomsebenzi, izinga lomholo, ukusebenzisa umhlaba, isimo somsebenzi, ukumelwa yinyunyana, ubulunga benyunyana, imboni, izinombolo zabasebenzi, ubungako benhlangano, uhlelo lokuzibandakanya kwesisebenzi). Ukuhlangana phakathi komuntu siqu kanye nezici zenhlangano kuphinde kwahlola umehluko omkhulu phakathi kwalokhu okuguquguqukayo. Inhlolovo esezingeni eliphansi yesigaba yenziwe phakathi kwesampula elula yabasebenzi abadala abebeqashwe ezinhlanganweni ezisekelwe zaseNingizimu Afrika (n = 556). Ukuhlaziya kokuxhumanisa kohlu lwezincwadi, ukulamula kwesifanekiso, kanye nesifanekiso sesakhiwo kwenziwa ukukhomba izingxenye ezisemqoka ezinokwehla kohlaka. Isibuyekezo esibucayi samandla ahambisana nezingxenye zohlaka siveze ukuthi ukulamula okuguqukayo kokuzibandakanya kwesisebenzi (ukuzibandakanya komsebenzi nokuzibandakanya kwenhlangano) kanye nokwethembana kwenhlangano (ukuzinikela, ukwethembeka, ubuqotho) kwakubalulekile ekwandiseni ukuqondiswa namandla oxhumano phakathi kokuziphatha kwabaholi, isiko lenhlangano, izinhlobo zokungqubuzana (umsebenzi, ezingubudlelwano, inqubo nesimo sokungqubuzana, isimo sokuzwana eqenjini kanye namandla okuxazulula ukungqubuzana), kanye nezindlela zokuphatha ukungqubuzana okuhlukahlukene phakathi kwabantu (ukuhlanganisa, ukugwema, ukubusa, ukubopha, ukuyekethisa). Ngokuhamba kwesinyathelo ekuhlehleni okuningi kwaveza ukuthi inani labasebenzi, uhlelo lokuzibandakanya olusemthethweni lwesisebenzi, kanye nezinga lomsebenzi kwakuyizinguqunguquko ezintathu ezibaluleke kakhulu zenhlalo yeningi abantu okufanele bazicabange ohlakeni lokuphathwa ukungqubuzana, kulandelwe ubudala. Ukuhlaziywa okuphezulu kokuhlehla kokuhlaziya kubonise ukuthi ubudala, ubulunga benyunyana, izinga lomsebenzi, inani lezisebenzi, kanye nohlelo lokuzibandakanya olusemthethweni lwesisebenzi kwakuyizici ezibalulekile zokulinganisa okufanele zicatshangwe ohlakeni. Uvivinyo lokwehlukahlukana lukhombise ukungafani okubalulekile ngokuya kweziguquguqukayo zenhlalo yeningi labantu. Ngokucatshangwayo isifundo sikhuthaza ukuqondisisa ukuphathwa kokungqubuzana kokuziphatha kanye nezinqumo zako endaweni yomsebenzi eNingizimu Afrika. Ukuhlolwa okunamandla kohlaka lwezengqondo lwazisa ukungenelela kokuphathwa kokungqubuzana endaweni yomsebenzi ngombono wobudlelwano emsebenzini okungaba nomthelela ekwenzeni ngcono ukusebenza kwenhlangano. / Human Resource Management / D. Phil. (Human Resource Management)