This book deals with the inner life of the capitalist firm. There we find numerous conflicts, the most important of which concerns the individual employment relationship which is understood as a principal-agent problem between the manager, the principal, who issues orders that are to be followed by the employee, the agent. Whereas economic theory traditionally analyses this relationship from a (normative) perspective of the firm in order to support the manager in finding ways to influence the behavior of the employees, such that the latter – ideally – act on behalf of their superior, this book takes a neutral stance. It focusses on explaining individual behavioral patterns and the resulting interactions between the actors in the firm by taking sociological, institutional, and above all, psychological research into consideration. In doing so, insights are gained which challenge many assertions economists take for granted.

This study compares same-sex friendships, cross-sex friendships and romantic relationships in young adulthood in terms of the negative effects of various conflict issues, the different conflict management strategies and relationship maintenance strategies employed in these relationships, as well as the perceived rewards and costs, the integration of the networks, and perceived overall quality. The main purpose is to investigate cross-sex friendships and discern its similarities to and differences from romantic relationships and same-sex friendships, as well as the gender differences that emerge. Data is collected by means of questionnaires, from a sample of 298 Middle East Technical University Students. Cross-sex friendships were rated as the poorest relationship in terms of quality, rewards/costs, or the frequency of maintenance behaviors and conflict occurred at very low levels in these friendships. Women employed more relationship maintenance strategies in their same- and cross-sex friendships compared to men. In addition, men preferred the dominating and women the accommodating strategies of conflict management in their same-sex friendships. It was concluded that same-sex friendships remain to be the accepted and approved form of friendship among this sample of Turkish young adults and cross-sex friendships were distant and inferior to the other two relationships. Finally, there were some differences across these relationships as to what predicted relational quality, yet in general the rewards and maintenance strategies predicted quality better than costs and conflict behaviors

This thesis analyzes the impact of the European Union (EU) on the Turco-Hellenic conflict. The theoretical foundation of this thesis is the link between EU enlargement, policies of conditionality and the process of &lsquo / Europeanization&rsquo / . The thesis makes the point that, apart from visible capabilities such as Common Foreign and Security Policy (CFSP), enlargement is a more significant channel through which the EU interacts with the conflicts in its periphery. With this in mind, the thesis makes a survey of EU involvement in the Turkish-Greek conflict starting from the 1960s, emergence of the Cyprus issue between Greece and Turkey and the changing nature of Turkey-Europe relations with Greece&rsquo / s membership in 1981.

This study deals with cultural differences, intercultural misunderstandings, and coping strategies in the context of two specific cultures: German and Taiwanese. Using content analysis of in-depth interviews conducted with 31 German and Taiwanese co-workers in Taiwan (superiors-subordinates and peers), this study attempts to accomplish two goals: (a) Analyze which intercultural misunderstandings are commonly encountered by German and Taiwanese co-workers in their work relationships and examine the nature of these misunderstandings; (b) Explore how German and Taiwanese co-workers cope with these intercultural misunderstandings and determine whether there are cultural differences in coping responses used by Germans and Taiwanese. The coding and content analysis revealed intercultural misunderstandings and conflicts in four areas: Language and Communication, Business Practices: Quality / Thoroughness vs. Speed / Flexibility, Conflict Management: Dealing with Problems and Mistakes, and Leadership and Management Styles: Roles of Managers and Employees. Regarding coping strategies, this study found that Taiwanese co-workers used more emotion-focused coping strategies, in particular acceptance (passive-adaptive coping) and seeking emotional support, whereas Germans used more problem-focused and avoidance coping. The ultimate purpose of this study is to increase awareness of possible problem areas and coping responses and help German and Taiwanese co-workers to collaborate and communicate more effectively. For example, the data provided in this study can be used for designing culture-specific intercultural training modules for the German-Taiwanese business context.

While many non-governmental organizations provide leadership training in inter-ethnic conflict management to Kenyan youth, relatively little is known about what goes into such training. This dissertation is a case study illustrating how the training structure operates. The purpose of this dissertation is to address the challenges associated with youth leadership training in inter-ethnic conflict management, how these challenges are managed, what differences the training makes, and how it is transferred back into the real-life of the youth. To better understand these issues, a two-month qualitative study was conducted divided in two phases involving trainers, youth participants, program designers, and community leaders. Twenty two interviews and 2 focus groups were completed. Results demonstrated four communicative challenges involved in the design of youth leadership training were: (1) audience analysis, (2) material resources, (3) participant challenges, and (4) diversity. Results showed that trainers addressed the communicative challenges by using the following management strategies: needs assessment, financial management, stakeholder education, and dialogue facilitation. The analysis suggested that the conditions that facilitate transfer of training were: participatory models, training organization, and trainee motivation. Similarly, conditions that inhibit training transfer included: resource constraints, youth motivation, environmental conditions, and diversity. Finally, results also suggested that the differences that leadership training made in the lives of the youth were: behavioral transformation, participant input, improved peaceful relationships, and skill development. Successfully managing the communicative challenges in the design and implementation of the training were the main goals of trainers, and the more they took ownership of these goals the more likely the training would be successful. This dissertation suggests that managing the communicative challenges associated with the design and conduct of youth leadership training is the first step to ensuring the training transfer for youth participants and achieving a workable leadership training in inter-ethnic conflict management.

Thesis (M.M.A.S)--US Army Command and General Staff College, 2006. / Title from title screen (viewed on Apr. 9, 2008). Includes bibliographical references (p. 68-71).

Thesis (MPhil)--University of Stellenbosch, 2007. / Bibliography. Also available via the Internet.

Thesis (M.A.)--Lancaster Bible College, 2005. / Includes bibliographical references (leaves 91-95).

Thesis (Psy. D.)--Wheaton College Graduate School, 2005. / Abstract. Includes bibliographical references (leaves 104-106).

Thesis (Ph.D.) -- University of Western Sydney, Hawkesbury, 2000. / A thesis submitted in completion of the degree of Doctor of Philosophy, Department of Social Ecology, University of Western Sydney, Hawkesbury, November, 2000. Bibliography : leaves 351-358.