In recent years, remote work has been increasingly adopted globally, with manyorganizations adopting working in remote teams. Remote teams are a new phenomenon thathave unique challenges compared to traditional teams. Distance makes it more difficult tocommunicate and collaborate effectively which can lead to misunderstandings andmisinterpretation causing conflicts. There is existing literature specifically on conflictmanagement in remote teams but is to some extent out-of-date as technology has developed.This study aims to complement existing literature to better understand how conflicts inremote teams are best prevented and managed by answering the research question: “Whatare the unique challenges of conflict management in remote teams, main causes of conflictsin remote teams and how can they be resolved effectively?” This study had an inductive qualitative approach, utilizing interviews to answer our researchquestion. Six participants were interviewed, and the data was analyzed using a thematicanalysis. Our findings present unique challenges, with poor communication standing out asa primary concern causing conflicts. To overcome these challenges the findings concludesfour main strategies for leaders and managers to use in conflict management within remoteteams. These strategies are to enhance communication and provide structure, fosterinterpersonal connections and trust, practicing explicit management, and compromising asa method in conflict resolution

The aim of this thesis is to assess Martin Luther King Jr.’s theory, practice, and pragmatic function of Nonviolent Direct Action, and to propose that it must be understood as violent in a substantive way. The purpose of interpreting King’s Nonviolent Direct Action as violent is to show the efficacy of the theory, which is to fend off critiques of futility and to expose the psychological and philosophical depth of the seemingly simple tactic. Nonviolent Direct Action is commonly considered to be a method of civil disobedience that aims to motivate substantial social or political change without a physically violent clash. However, this thesis identifies more fundamentally the presence of an intention to inflict a harmful or painful psychological effect on those it is directed against, to affect a response from the conscience that motivates a change of behaviour. For that, there must be a strategic staging of events by the oppressed and their supporters who are unable and unwilling to overcome the oppressor on traditionally physically violent terms. The unviability of traditional violence for the oppressed group necessitates a reliance on a psychological tactic to invoke negative emotion in the oppressor. After an introductory chapter, this thesis will proceed to reconstruct King’s theory of nonviolence by examining a collection of his written works, written records of his sermons and speeches, and Jonathan Eig’s biography King: A Life. Next, a chapter is devoted to analyzing the novel categorization in this thesis of Nonviolent Direct Action as violent by considering what psychological violence means, and how other nonviolent tactics that exclude psychological violence are insufficient to effect social or political change in contexts of the oppression of Black Americans. The fourth chapter examines Richard Gregg’s book The Power of Nonviolence, which supports the case for the use of nonviolent tactics in the face of physically violent oppression. Maintaining, among other things, that nonviolent tactics promote the well-being of the oppressor and the oppressed and allow for good standing between the groups in the future. The fifth chapter contains an exposition of William James’s work including Principles of Psychology and other essays. Comparisons between James’s theory and King’s practice will be drawn, especially concerning their positions on innate moral feelings of harmony, dissonance, and the moral universe. The sixth chapter will make concluding remarks.

This paper seeks to investigate why did ECOWAS’s AFISMA fail to resolve the Malian conflict between 2012 and 2013. The idea is not to go over the different challenges that ECOWAS faced in handling the Malian conflict but to instead establish the single main challenge that inhibited ECOWAS from achieving its desired goals in resolving and managing the crisis in Mali. This thesis employed the theoretical framework of neoliberal institutionalism. Methodologically, this thesis has utilised critical discourse  analysis method.  The paper will analyse data from both primary sources (i.e ECOWAS’ policy documents, United Nations Security Council (UNSC) resolutions on the Mali crisis, AU documents, Mali’s government documents, speeches and reports) and secondary sources (i.e news articles and media reports). This paper is arguing that the reason why ECOWAS’s AFISMA failed to resolve the Malian conflict with regards to its conflict management quest in Mali is the community’s lack of ownership of its military intervention initiative in the country. In agreement with its hypothesis the paper concluded by positing that indeed the ‘reason why ECOWAS’s AFISMA failed in its conflict management quest in Mali is the community’s lack of ownership of its military intervention initiative in the country’.

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no / Wars, armed violence and insecurity continue to blight Sub-Saharan Africa. Preventing and reducing such conflict has become a key priority not only for African governments and peoples, but also for Europe and the rest of the world. But successes have been limited, and important lessons have not been properly learned. This timely and important book examines the continuing sources and dynamics of violent conflict in Sub-Saharan Africa, and critically analyses policies and programmes to help to prevent, manage and reduce such conflicts

Social science research has consistently revealed that dating violence victims differ in their use of violence against their dating partners. Some victims use violence in mutually violent dating relationships while other victims remain nonviolent in unilaterally violent dating relationships. The present study sought to understand how mutually violent victims, unilateral victims and women in nonviolent relationships differ in their use of conflict resolution resources. Findings indicated that mutually violent victims used more direct and confrontational resources when resolving conflict with their partners than did women in nonviolent dating relationships. However, there were no differences between the mutually violent victims and the unilateral victims, nor between unilateral victims and women in nonviolent relationships. Although conflict resolution resources did not discriminate between mutually violent victims and unilateral victims, broader contextual and systemic factors may contribute to the likelihood that a victim will or will not use violence when resolving violent conflict in her dating relationship. Future research should examine the contextual and systemic factors that may lead to the use of mutual violence by victims in dating relationships. / Master of Science

A number of behavioral studies have suggested that, where professionals are employed in bureaucratic organizations, there can be serious conflicts between the norms of one’s profession and those of one’s employing organization. Known as organizational-professional conflict (OPC), this conflict has been associated with dysfunctional organizational outcomes, including increased turnover and decreased job satisfaction among professional employees. Previous studies of this phenomenon have been performed with respect to several professions, including public accounting and internal auditing, as well as engineering and other non-accounting professions. Until now, however, the antecedents and consequences of OPC have not been studied in the emerging profession of management accounting. Questionnaires were mailed to 599 members of the National Association of Accountants. A 47-percent response provided a usable sample of 281, of whom 201 are management accountants. Variables measured included organizational commitment, professional commitment, and conflict between accountants and their supervisors regarding the professional status of management accounting (SSCON), which are hypothesized antecedents of OPC; OPC itself; and job satisfaction and turnover intent, which are hypothesized consequents of OPC. The correlation and regression models depicting the hypotheses were supported by the data, and all were significant at alpha=0.05, with the relationships · i in the predicted direction. A path model, which depicts hypothesized relationships as causal linkages was constructed and tested. The model was supported by the data: OPC explained 16 percent of the variance in turnover intent for non·CMAs, 23 percent for CMAS; and it explained 15 percent of the variance in job satisfaction for non-CMAS, ll percent for CMAS. The hypothesized antecedents of OPC explained 38 percent of the variance in OPC for non·CMAs, 45 percent for CMAS. The variable SSCON, which has not appeared in previous studies, was a significant predictor of OPC (p = 0.004) for CMAS, but it was not significant (p = 0.059) for non-CMAS. The most important predictor of OPC turned out to be organizational commitment, which was highly significant for both groups: p < 0.0001 for non-CMAS, and p = 0.0002 for CMAS. / Ph. D. / incomplete_metadata

This thesis develops a strategic leadership plan for lay transitions in the church. While most changeovers occur within a healthy process, this project addresses those occasions when there are systemic problems such as unhealthy power dynamics and parish tension. In this thesis I develop a four-step mentorship program with an accompanying handbook, a conflict management paradigm with effective strategies for four levels of conflict, and four liturgies that celebrate and validate healthy transitions and future work. These rituals are: Reconciliation following parish conflict and the terms for leaders. The plan is incorporated into a three-step structure adapted from the Centre for Creative Leadership. The durability of the model is examined with a Strengths, Weaknesses, Opportunities and Threats (SWOT) analysis.

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对于转型期中国的劳动争议，为何国家一边推动以法律规则为本位的劳动监管体系，另一边又不断恢复各种软化法律规则约束力的调解机制？为何从中央到地方再到各部门官僚都偏好于以调解的方式来处置劳动争议？而且，为什么90年代以来大规模的建章立制没有提升准司法的裁决率和司法的判决率，反而使得劳动争议的调解率长期居高不下？国家是如何维持强大的调解能力的？劳资双方又为何愿意接受国家的调解？最后，国家对调解的偏好又会对工人维权行动带来什么样的影响？对于上述问题，本文提出一种“司法化与“政治化并行的双向运动的解释框架。虽然转型期的中国国家在司法机构建设、法律制定、等方面显示出一定的“司法化特征，但是与此同时国家也不断将司法体系“政治化，不仅干预和限制司法权力的行使，也在实际执行过程中软化法律规则的约束力。这种双向运动既根源于革命根据地时期和计划经济时期的制度遗产，也因转型期威权政体内部利益分化而不断强化。这两者也给劳资双方塑造了特殊的政治机会结构，既默许资方规避司法诉讼来压制工人维权，也促使工人高度依赖于国家调解来获得有限的经济赔偿。结果，“调解优先成为劳动争议处置的支配性策略，调解机制逐渐替代了劳动监察、行政裁决和司法判决等直接诉诸国家强制性权力的处置方式。这也是长期以来中国劳动争议调解率居高不下的主要原因。这种双向运动分别在宏观层面和微观层面带来了不同的后果。在宏观层面，“调解优先的策略发挥了分化工人的功能，使得制度化维权渠道中的劳动争议日益个体化和原子化。在微观层面，工人们“准司法化的维权观与国家“去司法化的维稳观之间产生了激烈的张力，形成了“挤出效应，迫使越来越多的维权工人退出法庭并走向街头，采取直接的、对抗性的、激进的、乃至暴力化的抗争行动。 / An expansion of mediation in China’s labor disputes resolution has gathered significant momentum since the middle of the 2000s. This tendency stems from the state’s long-term dependency on politicized mediatory measure to contain labor’s disruptive impulses. And the fragmentation of interests inside the authoritarian regime further marginalizes laws and judicial institutions in resolving grievance. These two factors have together shaped a political opportunity structure as “mediate first for both the labor and capital, and consequently, given a great impetus to the Grand Mediation campaign. By mobilizing grass-roots and non-judicial mediatory agencies to proactively intervene in labor conflict, the Grand Mediation has reinforced the state’s capacity in managing contentious issues without resorting to either heavy handed repression or adversarial litigation. However, regarding the contradiction of the politicized mediation with workers’ judicialized preference, the state’s over-reliance on mediation may impel workers to alienate from institutionalized channel and subsequently deteriorates China’s industrial relation. It is further argued that the prevailing of Grand Mediation may trigger off disruptive and violent labor protests in the long run. All in all, the tendency of “mediate first reveals a dual trajectory as strong politicization and weak judicialization in contemporary China. / Detailed summary in vernacular field only. / 庄文嘉. / "2013年6月". / "2013 nian 6 yue". / Thesis (Ph.D.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 245-264). / Abstract in Chinese and English. / Zhuang Wenjia. / Chapter 第一章 --- 研究设计 --- p.1 / Chapter 1.1 --- 研究问题 --- p.1 / Chapter 1.2 --- 概念界定 --- p.2 / Chapter 1.3 --- 研究方法 --- p.4 / Chapter 1.4 --- 论文结构 --- p.7 / Chapter 第二章 --- 文献评述 --- p.12 / Chapter 2.1 --- 中国研究中有关劳资关系中国家角色的讨论 --- p.12 / Chapter 2.2 --- 中国研究中有关调解机制的讨论 --- p.18 / Chapter 2.3 --- 比较政治学中有关威权政治司法化的讨论 --- p.28 / Chapter 第三章 --- 制度遗产 --- p.38 / Chapter 3.1 --- 1912-1948年:“调而不停的工潮 --- p.39 / Chapter 3.2 --- 1949-1955年:理想国的改造 --- p.49 / Chapter 3.3 --- 1956-1985年:人民内部矛盾 --- p.56 / Chapter 3.4 --- 1986-1992年:先发制人 --- p.61 / Chapter 3.5 --- 1993-2007年:内忧外患 --- p.69 / Chapter 3.6 --- 2008-2012年:抗争与维稳 --- p.80 / Chapter 3.7 --- 小结 --- p.87 / Chapter 第四章 --- 地方利益结构 --- p.93 / Chapter 4.1 --- 保护地方投资环境和扩大财稅收益 --- p.95 / Chapter 4.2 --- 回应上级维稳压力 --- p.99 / Chapter 4.3 --- 克服行政资源不足和改善治理能力 --- p.103 / Chapter 4.4 --- 应付绩效考核和缓解工作压力 --- p.106 / Chapter 4.5 --- 走向“大调解 --- p.108 / Chapter 4.6 --- 小结 --- p.114 / Chapter 第五章 --- 法律(潜在)使用者的支持程度 --- p.117 / Chapter 5.1 --- 对调解者的强政治信任 --- p.119 / Chapter 5.2 --- 操作化 --- p.125 / Chapter 5.3 --- 经验发现 --- p.135 / Chapter 5.4 --- 小结 --- p.138 / Chapter 第六章 --- 调解何以优先 --- p.142 / Chapter 6.1 --- 不运用法律的法律运用 --- p.142 / Chapter 6.2 --- 操作化、数据与方法 --- p.146 / Chapter 6.3 --- 经验发现 --- p.153 / Chapter 6.4 --- 小结 --- p.161 / Chapter 第七章 --- “调解优先的宏观影响：分化效应和制度内抗争的个体化 --- p.164 / Chapter 7.1 --- 转型期中国的集体性劳动争议 --- p.167 / Chapter 7.2 --- 假设与操作化 --- p.172 / Chapter 7.3 --- 经验发现 --- p.182 / Chapter 7.4 --- 小结 --- p.186 / Chapter 第八章 --- “调解优先的微观影响:挤出效应和制度外抗争的暴力化 --- p.188 / Chapter 8.1 --- “准司法化的维权观和“去司法化的维稳观 --- p.189 / Chapter 8.2 --- 操作化与方法 --- p.196 / Chapter 8.3 --- 经验发现 --- p.201 / Chapter 8.4 --- 小结 --- p.210 / Chapter 第九章 --- 结论：调而不解的劳动争议 --- p.211 / Chapter 9.1 --- 研究发现 --- p.211 / Chapter 9.2 --- 研究贡献 --- p.219 / Chapter 9.3 --- 研究局限性与下一步研究计划 --- p.225 / Chapter 附录1 --- 2012年广州四区外来工抽样调查执行问卷 --- p.228 / Chapter 附录2 --- 2008年至2012年在广东省田野调查中的访谈目录 --- p.243 / 参考文献 --- p.245