Yes / The objective of this study is to provide an evidence base concerning the costs and benefits of conflict prevention (CP) activities (defined as those activities undertaken primarily to reduce the risk of conflict), compared with those of engaging after large-scale conflict has begun.

yes / P1. The purpose of the Portfolio Review is to describe the programmes and associated activities that are being evaluated. Since its main purpose is descriptive, it draws heavily on existing official documents as appropriate. It should be noted that Her Majesty¿s Government (HMG) has not previously commissioned a comprehensive overview of the Conflict Prevention Pools (CPPs) from the perspective required for the Evaluation. Though various forms of overview of each of the two CPPs have been prepared, the purposes and therefore the content of these have been different from the purpose at hand. P2. This brief `analytical history¿ of the Conflict Pools will provide an account of how and why the CPP¿s have developed in the way that they have. The Portfolio Review does not aim to provide the analytical framework for meeting the key objectives of the evaluation, as set out in the Terms of Reference (ToRs). This has been done in the Inception Report, and this Portfolio Review should not be read in isolation from the Inception Report. P3. The Portfolio Review provides a description of the CPPs, their funding, their projects, and their administrative processes to a level of detail appropriate to the purposes of the Evaluation and the agreed length of the document. For a document of this length (a planned 20 pages plus annexes) to address a program of more than 600 million operating in some 100 countries, and involving the interests of five separate departments of state in the UK, not to mention significant other stakeholders outside the UK, difficult choices about the scope and detail of material to be included had to be made. As we crystallize our priorities for what to include in the final version of the Portfolio Review, given the constraints of length, we would invite comments as to further material that could be included. P4. The Portfolio Review has involved London-based research, including interviews with officials as well as review of documentary sources. This work has included collection of preliminary information on the perceived strengths and weaknesses of current programming effectiveness and administration. In respect of existing CPP activities, it supplements the Inception Report as a guide to the authors of the case studies. For the Portfolio Review, we interviewed some 25 officials across five departments. The main purpose of interviews in the Portfolio Review stage was to support the effort of getting down on paper, for the first time, a comprehensive description, with an appropriate level of consistency, of all of the purposes, all of the key processes, and all of the activities of the CPPs.

yes / P1. The Conflict Prevention Pools (CPPs) are a joint Foreign and Commonwealth Office (FCO), Ministry of Defence (MOD) and Department for International Development (DFID) mechanism for funding and managing the UK¿s contribution towards violent conflict prevention and reduction. The Africa Conflict Prevention Pool (ACPP) covers sub-Saharan Africa while the Global Conflict Prevention Pool (GCPP) covers the rest of the world. The CPPs were established by Her Majesty¿s Government (HMG) in April 2001, following a government-wide review of UK conflict prevention work in 2000. The rationale behind the CPPs is that by bringing together the interests, resources and expertise of FCO, MOD and DFID, greater effectiveness can be achieved.

yes / Improving the effectiveness of the UK contribution to conflict prevention and management ¿ an assessment of 6 geographical areas and 2 thematic areas of the Conflict Prevention Pools with recommendations for HMG to consider in future strategic planning.

No description available.

No / The practices and conceptions of peace and war have been highly gendered throughout world history. Indeed, the defining of genders has often itself been rooted in ideas and experiences of war and violence, with men as warriors, and women as the embodiment of peace. It is certainly the case that throughout human history the majority of war combatants have been men. By contrast many women have used their gendered identities, as mothers and guardians of life, in their activism in global peace movements, and in peacemaking at very local levels all over the globe. These gendered experiences of women and men have resonance everywhere in the world, but are also stereotypes. As well as being warriors and the bearers of violence, men have also resisted dominant social pressures to fight, and been active in movements to build peace. Women have also cajoled men, and socialised boys, to fight, and shamed those who did not. Thus, whereas a focus on the stereotypes suggests that the differences between women and men are due to their violent or peaceful natures, paying attention to the full range of behaviour of women and men makes it self-evident that these differences cannot be explained by biological differences alone, because they are so varied. Nonetheless, the roles played by women and men that go beyond the simple stereotypes are persistently regarded as transgressive or insignificant in many cultures, making it difficult to keep the broader picture in mind. That is not to say that gender differences are not significant however; gender remains one of the most important lenses through which to understand war and peace.

Det gemensamma intresset för konflikter grundade idén att studera väl ansedda ledares perspektiv på arbetsplatskonflikter och hur dessa ledare löser konflikter konstruktivt. I grunden finns en undran om väl ansedda ledare har förmågor som gör att de löser konflikter mer konstruktivt. Konflikter utgör en stor del av en ledares arbetstid. Konflikter kan förmodligen inte undvikas men hur konflikter hanteras är avgörande för att en organisation och dess anställda skall mogna och utvecklas. Det har utövats forskning inom konflikthantering utifrån ett ledarskapsperspektiv men de studierna har haft en kvantitativ ansats. Studiens syfte är att undersöka hur väl ansedda chefer ser på arbetsplatskonflikter och hur dessa chefer hanterar konflikter. Ett delsyfte är att erhålla kunskap om vilka metoder ansedda ledare använder i konflikthantering. För att besvara syftet har följande frågeställningar använts: Vilka typer av arbetsplatskonflikter uppstår i en organisation? Vad är avgörande om konflikter blir konstruktiva eller destruktiva? Vad har ledarskapet för inverkan på konflikthantering och hur ska ledaren ta sig an konflikter? Vilka förmågor och egenskaper har ledare som hanterar konflikter effektivt? Studien grundar sig på en kvalitativ ansats med semistrukturerade intervjuer som insamlingsmetod. Det införskaffade materialet kodades och tematiserades. Resultaten analyserades med hjälp av teoriramen. Slutligen användes Rahims (2002) teori om conflict management i diskussion då det i resultatet framkom stöd för modellen, dock med en utveckling vilket presenteras i slutsatsen. I studiens analys framkom att ledare som hanterar konflikter konstruktivt behärskar tre huvudområden. Dessa förmågor är människoorienterad, uppgiftsorienterad och lärande- och kulturorienterad. Väl ansedda ledare manövrerar emellan dessa förmågor beroende på situation. I studiens resultat framkom också att undvikande och dominant ledarskapsbeteende skapar barriärer i konflikthantering. / The authors' joint commitment conflicts produced the idea to study highly-regarded leaders' perspective on workplace conflicts and their constructive resolution. Basically there was a curiosity about how such leaders resolve conflicts so effectively. Workplace conflicts are a major part of a leader´s time at work. While probably unavoidable, how conflicts are handled is crucial for the growth and development of an organization and its employees. There has been practical conflict management research from a leadership perspective, but the studies have had a quantitative focus. This study aims to examine the various ways respected managers address and resolve workplace conflicts. The study seeks to answer the following questions: What kinds of workplace conflict exist in an organization? What are the critical factors in conflicts? How are conflicts viewed constructive/destructive? What is a leader's role when managing/resolving workplace conflict? What abilities and qualities have leaders who manage conflict effectively? The study is based on a qualitative approach using semi-structured interviews. The material was thematic and coded. Results were analysed using the theoretical framework. The empirical data was analysed using Rahims (2002) theory of conflict management. Building on the results, the model which has been developed will be presented at the study’s conclusion. The study's analysis reveals that leaders who deal with conflicts constructively mastered the three main areas of concern, depending on the situation. These are people-oriented, task-oriented, and learning- and culture-oriented. The study's results also revealed that evasive and/or dominant leadership in particular creates barrier store solving conflict.

Conflict over territory is a major concern to scholars and policymakers, and much of conflict over territory is driven by the issues that make territory more or less attractive, or salient, to states. I examine the impact that tangible and intangible issue salience has on territorial claims, and in particular, how it drives both conflict and conflict escalation. I argue that intangible issues, such as ethnic or religious kin, plays a greater role in driving more severe forms of armed conflict and conflict escalation, compared to tangible factors such as natural resources. This is theorized to be due to the difficulty in dividing territory with intangible elements, as well as domestic political pressure driving leaders to escalate. These suppositions are supported, with the finding that identity plays a particularly crucial and unique role in driving states to more severe forms of armed conflict. Further, I examine how natural resources may be viewed by states by their type and form of utilization, with certain resources likely to be more valuable or strategic to states based on their rarity, concentration, or ease of substitution, based in part on a state's level of development. The results support a fairly uniform role of natural resources, with particular resources and combinations of resources serving to drive low level conflict, but with generally little impact on severe forms of armed conflict. Development also is found to play a role, driving poorer states to dispute natural resources of certain types. Lastly, I return to the topic of conflict over territory with an ethnic dimension by examining the role of issue indivisibility in the negotiations process, and find that negotiated settlements are harder to reach, and states more likely to favor unilateral action when disputing territory with an ethnic or religious component compared to other types of issues in claimed territory.

Local government has to face new challenges and demands as they approach the 21st century, especially in view of the fact that the South African system of local government has been significantly altered since the first democratic local government elections which were held in November 1995 and July 1996. The integrated development plan (IDP) of a municipality reflects on the municipal council's vision for the long-term development of the municipality with special emphasis on the municipality's most critical development for service delivery purposes. The integrated development plan consists of separate plans developed for new initiatives to fit into the overall strategic planning framework as distinct from the normal operating and capital business plans for each of a Council's existing functions. The plans do not necessarily relate to completely new functions but may relate to changing the way a function operates, enhancing service levels of existing functions or even cutting back services provided by an existing function. Some IDP initiatives may stand apart as individual projects and some may have wide-spread impact across existing functional areas. Emanating from the above is a resultant conflict between administration management of a municipality and the rest of the workforce of the municipality. As a result of the lack of knowledge regarding conflict in a local authority within the framework of an integrated development plan for labour and the need for it to be managed correctly, it was decided to embark on this study and contribute to the existing knowledge on this subject. / Thesis (M.Com. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.

Interpersonal conflict in organizations has been recognized as a leading social stressor across occupations with detrimental effects on employee well-being and organizational outcomes. However, reliable and valid measures of conflict are scarce and even the most widely used scales are limited by weaknesses in construct definition. In order to address the need for an improved measurement tool, the 63-item Interpersonal Conflict in Organizations Scale (ICOS) was developed. The ICOS was based on a comprehensive conceptualization of conflict that defines the construct on the basis of three definitional components: disagreement, interference, and negative emotion (Barki & Hartwick, 2004). In addition, the ICOS reliably measures four conflict types, including task outcome, task process, relationship, and non-task organizational conflict. Data were collected in two phases. The phase I sample included 126 participants from a variety of occupations whose data were used for the purpose of refining the scale. The scale validation (phase II) sample consisted of 260 full-time employees, who were also representative of various occupations. Initial validity results supported significant relationships with various organizational and personal outcome variables, including depression, job satisfaction, somatic symptoms, negative emotions, turnover intentions, counterproductive work behaviors, and cardiovascular disease risk factors. Factor analytic results for the four subscales, as well as, evidence for convergent validity are reported. Overall, the ICOS is a promising new measure of conflict that offers researchers the flexibility of assessing various types of conflict while addressing the conceptual limitations of existing scales.