It is broadly accepted that there is a need for better security management and protocols for hostage incident management, there is currently a lack of basic empirical knowledge about the existing security management protocols with reference to existing policies, knowledge and the capability of International Non-Governmental Organisations (INGOs) to handle hostage incidents. Many INGOs have successfully managed high-profile hostage crises, but there is still a considerable level of uncertainty about the way these crises have been solved and the way their success can be seen in relation to other crises. This study aimed to understand how INGOs prepare themselves for hostage incidents, whether policies, procedures are in place, how they manage hostage situations, and also how INGO staff are trained and prepared. The methodology adopted for this study was qualitative and comprised of indepth interviews with sixteen INGOs and ten industry experts and a review of INGO documents, policies and plans. The study sheds light on some of the less talked-about aspects for INGO security management in general, as well as preparedness and responsibility towards their staff. The study suggests that while most organisations have a level of preparedness in place, enhancing each agency’s respective policies may assist the organisation in better management. The study also found that there is a higher use of ransom payment than expected, and that there is an increasing willingness to engage external expertise to assisting in managing a hostage crisis. The study makes several recommendations that may have policy implications, including pre-deployment hostile environment training, reviewing potential cooperation between INGOs and United Nations, and the use of external resources to assist in managing a hostage crisis. It also recommends a revision of existing negotiation models, as the current models are lacking in addressing protracted hostage cases. The establishment of an accurate database of incidents to allow for improved interpretation of trends and scope of hostage cases is also recommended.

Several Alternatives to Violence Project (AVP) training workshops have been established to help transform correctional institutions worldwide. There is no evidence of any research on AVP conducted in the context of South African Schools to date. This research therefore aims to evaluate AVP training by the Quaker Peace Centre at five high schools on the Cape Flats. Taking a qualitative approach, the study provides a literary contextualization of the problem of violence in South African schools as well as the history of AVP programmes in South Africa and abroad. In respect of his data collection, the researcher used both evaluation forms submitted at the completion of training events, as well as a purpose-designed questionnaire, mailed to a convenience sample of 635 past participants in the training. The results of the study indicate that the AVP workshops have had an impact on the lives of the participants, and there is an acknowledgement of feelings of empowerment experienced by recipients, which enables sound recommendations to be made.

The purpose of this study was to compare the dispute resolution systems of Botswana and South Africa. As far as the South Africa dispute resolution system is concerned extensive literature on the system was carried out to describe its functioning. As for the Botswana dispute resolution system there was not much written about it in the literature, so in order to find out more about this system semi-structured interviews with labour relations experts which include mediators, arbitrators, lecturers, labour lawyers, trade unionists, employers and government officials held. The framework of comparison was developed to compare the elements of dispute resolution systems against each other and secondly to compare each system against the criteria of performance to the system. The two labour relations systems were compared in terms of elements of the system and the performance of the two systems. In the comparisons of the elements of the systems it was found out that in both systems the nature of disputes was collective and individual disputes both of which can be referred to the initial process of mediation or conciliation. However, in Botswana collective disputes can only be referred to arbitration if they remain unresolved in mediation while in South Africa only collective disputes on essential services go to arbitration while others lead to a strike or lockout if unresolved at conciliation. As for coverage both systems have incorporated public service sector employees in the systems after being excluded from the system for a very long time. The only difference is that in Botswana the Police force is not included while in South Africa they are included in the system. Differences in the avenues of disputes in the two countries were noted, in Botswana the rights/individual disputes go to either arbitration or Industrial Court if unresolved at mediation, inter-est/collective disputes can only go to arbitration while in South Africa the route of disputes is specified in the legislation. As for the human resources of the two countries it was found that the South African system has more qualified, trained and sufficiently experienced staff than the Botswana system. As for the processes it was found that for South Africa the initial process is conciliation while in Botswana it is mediation but these two processes were similar in many ways, from mediation/conciliation the next step in both systems is arbitration and just like the conciliation/mediation, arbitration in both countries was found to be similar except that in South Africa it is a public hearing. The two systems were also compared in terms of their performances and the research has established that between the two systems the South African system proved to be more superior on three of the criteria; efficiency, accessibility and legitimacy than the Botswana system. Therefore, the research proposes a number of recommendations for Botswana to implement namely; establishment of a legislated mixed process of mediation-arbitration, making the dispute resolution system independent from government, recruitment of high qualified and experienced staff for mediation and arbitration, accreditation to private agencies, effective case management system and proper routing of disputes.

The research problem addressed in this study is to determine what effect current labour legislation has on small and medium enterprises (SME’s), in particular with regard to handling conflict and disciplinary procedures in the workplace. To achieve this objective a literature study was undertaken to ascertain what labour relations practices are recommended and/or enforced by law. The literature study included a look at the effect of conflict on the workforce and the resultant cause and effect of the stress that conflict causes. The literature study was then used to develop a questionnaire to test the degree to which small to medium sized business managers, in the coastal city of George in the Western Cape, complied with the law and application of the necessary regulations governing labour relations. The empirical study results indicated a healthy adherence to labour legislation in general. The results indicated that the role-players, namely owners and managers of small to medium sized businesses, had valid arguments both for and against the weight of the labour legislation imposed on small businesses. Those businesses that had not indicated a strict adherence to regulation run the risk of costly fines and penalties being imposed on them. Such enterprises would do well to employ an independent consultant to “audit” and update employee records on a regular (6 monthly) basis. Failure to take the time to have all the correct documentation prepared could result in costly labour disputes and government intervention, which far outweighs the cost of a professional ensuring that all the necessary paperwork is correct and in place

Intergroup conflicts are rife in public schools and often the bone of contention is promotional posts. These conflicts can affect the quality of teaching and learning if the focus of the teachers moves from the primary purpose of teaching to contesting senior posts. In addition, such contestation often splits the teaching staff into groups or factions. One such split is between the group made up of teachers belonging to the politically-aligned union and the group of teachers from non-politically aligned teacher unions or those not unionised at all. The School Governing Body parent-wing is often caught in conflict between these two groups as it has the legislative power to recommend appointment to the District Director. It is within this context that this study explores the perceptions of stakeholders in selected schools in Diepkloof with regard to intergroup conflict and investigates whether cadre deployment plays a role in this conflict. The findings of this study reveal stakeholders' perceptions that politically-aligned unions tend to exert influence to have their members promoted and, in the process, often overlook better qualified educators.

The purpose of this thesis is to evaluate alternative processes for resolving conflicts between mineral development, and park preservation interests in British Columbia. The peculiarities and variation within the generic conflict illustrate the divergence between two main interest groups, and the representative provincial resource agencies. A brief examination of eight cases demonstrates the conflict is manifest with different intensities, over a wide time range, and with geographic variety. By comparing the supposed weakness of the litigation model and the claimed advantages of the bargaining model for processing of conflict to resolution, five criteria for efficiency are developed: time and delay; cost; capacity for technical issues; opportunity for participation; and flexibility of outcomes. Examples of conflict dialogue illustrate cognitive, value, interest and behavioral conflict in the parks / mines situation with the aim that the reader and the researcher can have a communality of experience and tools for understanding in assessing the detailed case evidence. Detailed examination of the Wells Gray Provincial Park case and Chilko Lake Wilderness Park Proposal illustrate strong British Columbia examples of both litigation and bargaining models under the same time and political circumstance. Not all of the allegations of strength or weakness are substantiated in either case. The promise demonstrated in the unstructured version of bargaining found in the Chilko example may be improved through innovation and commitment. / Applied Science, Faculty of / Community and Regional Planning (SCARP), School of / Graduate

There is a paucity of research studying variables which influence emotional reactions in response to conflict between intimates. The present study examined the roles of power and gender as determinants of affective response to audiotaped scenarios of intimate conflict. Sixty male and 60 female subjects were randomly assigned as either a group leader (high power condition) or group member (low power condition) for the performance of a group task. After receiving their group assignments, subjects completed an affect check list and then listened to an audiotape of a heated conflict between a man and a woman concerning sexual jealousy. Two tapes were presented to control for gender of initiator (i.e., who started the conflict) so that subjects heard either a male-initiated or a female-initiated conflict. After exposure to the conflict stimulus, subjects again completed an affect check list. It was hypothesized that subjects in the high power condition would report more anger than those in the low power condition. In addition, participants in the low power condition would report more anxiety than participants in the high power condition. Also, men were predicted to report more anger than women and women more anxiety than men. The highest anger ratings were found for participants in the low power condition listening to a person of the opposite gender initiate the conflict. This difference was significant for females, although a similar pattern for males was not. Furthermore, an interaction effect was found, with females who had listened to a female-initiated conflict in the high power condition reporting more anger than those in the low power condition, a response pattern that was in the opposite direction to the other three groups. A main effect was found for power, with participants in the low power condition reporting more anger than their high power counterparts. In addition, the results partially supported the hypothesis-regarding anxiety, with subjects in the low power condition reporting significantly more anxiety than those in the high power condition. These results, however, were limited to the male-initiated conflict. A significant gender difference was found for both the anger and anxiety ratings with women reporting more of both affect clusters than men. The results support the basic contention that power and gender are important determinants of affective responses to intimate conflict. The results are discussed in terms of the expectations and cognitions created by power and gender stereotypes and their influence on the process of labelling emotions within the context of intimate conflict. / Arts, Faculty of / Psychology, Department of / Graduate

M.Ed. (Educational Management) / In this study, conflict as a management task is placed in the context OT special education and more specifically in the context of the special school. Special education makes provision Tor pupils who have an intellectual disability. They repeatedly find that they have an intellectual shortcoming and a handicap in this area. These pupils are usually pupils with a contrasting lifestyle and experience. a different emotional life and different social adjustment. In spite of their intellectual shortcomings, the intellectually retarded pupils are persons who are able, and who should shoulder responsibility. Such responsibilities must not be hampered by conflict; therefore provision must be made for the handling of conflict in the special school where these pupils are educated. This study endeavours to identity the areas that have such conflict potential. Problems experienced with regard to the pupil the parent the teacher and the principal were investigated and guidelines are proposed which can serve as an aid in the handling of conflict to ensure that intellectually retarded pupils develop their Tull potential in the unfolding of their personalities. Adequate educational management is OT great value For pupils in special schools in order to limit conflict to the minimum. The situation necessitates the management of conflict by means of a team effort initiated by the principal. The principal should be able to inspire and motivate his staff in order to cultivate a positive attitude amongst them. A positive and harmonious relationship between the principal and his staff will lead to an open and healthy educational climate with stimulating working conditions. Such a positive attitude will be transferred by the teacher to the pupil and this will eventually determine the Quality of the education and teaching.

Synergy among departments is increasingly considered vital for organizations to use their full resources to deal with threats and explore opportunities in the rapidly changing marketplace. Although valuable, developing synergy among departments is a difficult management challenge. Departments within organizations often have their own business goals, yet the coordination of these goals is a precondition for overall organizational effectiveness. The need for goal coordination makes departments interdependent (Thompson, 1967), but this interdependence may become particularly problematic when the different departmental goals are incompatible (St. John & Hall, 1991). Because of the value of cooperative goals for coordination, managers want to understand the conditions that lead people to believe their interests are basically positively associated in an organizational setting. In this study, we explore what factors increase the likelihood of having broad role identities, in which employees not only care for the goals characteristic of their own department, but also for goals of other departments. This gives rise to the question of not whether, but under what circumstances, departments develop organizational cohesion. That is the key question that must be approached by theories of intergroup relations in order to successfully understand the dynamics of interdepartmental coordination, cooperation, and conjunction. In this study, we propose that the degree to which people have concern for the organizational goals is partly rooted in interdepartmental goal interdependence. This study assumes that high departmental and interdepartmental effectiveness will be promoted by constructive cooperation between departments within organizations. In doing so, we connect the theory of cooperation and competition and social identity theory to test what interdepartmental structures will improve organizational effectiveness. Accordingly, we consider a congregation of structures by which coordination between departments can be managed. The study suggests that interdepartmental relationships are influenced or determined by contextual structures, especially task interdependence, shared rewards, and interdepartmental groups, operating first upon goal interdependence and social identity, with the effects on the interdepartmental coordination as subsequent outcomes. In practice, if each group were producing its own product or service, there might be little need for significant intergroup coordination. In most cases, however, identifiable groups in organizations are producing only a segment of the organization’s product or service. Coordination between such groups is a necessity. As professional firms that provide multiple services are well suited to exploring interdepartmental relationships (Tomasic, 1991; Eccles and Crane, 1988), this study collected the questionnaires from financial companies in mainland China. As a result, we found that three factors promoted effective interdepartmental coordination and thus high organizational performance. First, coordination will be more effective if there are compatible or cooperative goals between departments. Second, coordination will be more effective if the departments are addressed and rewarded on over-all performance measures embracing the activities of the several departments. Third, interdepartmental coordination will be more effectively achieved and over-all organizational performance will be higher to the extent that departments have salient organizational identities rather than departmental identities. This research has both theoretical and practical contributions. Theoretically, this study provides a test of whether interdepartmental structures promote synergy in financial companies in China. This study adds to research on cooperation and competition by identifying the interdepartmental structures as important antecedents to goal interdependence. This study adds to research on social identities by identifying the interdepartmental structures such as motivational and affective antecedents to organizational identities. This study also adds to research on intergroup relationships by developing the model to enhance the coordination relations among formal departments in organizations. Practically, this study has implications for developing interdepartmental relationships in the company, especially in those financial companies in mainland China; this study also provides empirical evidence of the utility of the interdepartmental structures and suggests that cooperative goals and organizational identity mediate their effects on organizational effectiveness.

The case of Syria presents an example of a regime performing authoritarian norms of peacebuilding that is indicative of new forms of geographical power implementing alternative models of post-conflict order. Bashar al-Assad utilises authoritarian conflict management to intensify its strategy of binary othering on which to exercise sectarian- infused practices of discrimination and violence to consolidate its power and subsequent legitimacy. The process of authoritarian upgrading left the Assad regime with vulnerabilities that were exploited during the uprising in 2011. Unable to control the protests, Assad intensified authoritarian and illiberal practices as a means to manage the civil war that emerged. Through discursive, spatial and economic practices, Assad was able to retain his seat of power. For example, drawing upon sectarianism as a tool of control, Assad put into place a process of binary othering that classifies citizens as loyal or disloyal. Citizens deemed disloyal are punished through a variety of measures. The authoritarian practices have led to dire conditions for the Syrian people, and are becoming entrenched into very structure of society through the process of reconstruction. However, liberal forms of peacebuilding lack the leverage to counter these practices. Keywords Syria;...