Bakgrund och problem: Denna studie diskuterar betydelsen av organisatorisk tillit med fokus på ledarens roll som är avgörande roll i främjandet av tillit bland medarbetare. Tillit är även kopplat till kooperativ konflikthantering och förändringsorienterat ledarskap för att upprätthålla hög kvalitet och effektivitet. Tillit påverkar även samarbetsbeteende, gemenskap, engagemang och lojalitet hos medarbetare. Mellanchefer bör därför sträva efter att främja tillit bland sina medarbetare för att organisationen som helhet ska lyckas. Syfte och metod: Det primära syftet med denna studie är att beskriva och analysera hur mellanchefer arbetar med att främja tillit bland medarbetare. Studien utgår från teorin om situationsanpassat ledarskap med avvägning mellan uppgifts-, relations-, och förändringsorienterat ledarskap. Metoden som har använts är en kvalitativ empirisk ansats i form av intervjuer med sju verksamma mellanchefer i olika kommuner runt om i Sverige. Resultat: Samtliga respondenter utövade situationsanpassat ledarskap och sex respondenter kan relatera till förändringsorienterat ledarskap. Tre av respondenterna gjorde avvägning mellan uppgifts- och relationsorienterat ledarskap. Dock fyra respondenter prioriterade relationen före uppgiften vilket avviker från teorin om förändringsorienterat ledarskap. Samtliga respondenter var eniga om att kommunikation och sårbart ledarskap är viktigt i skapandet av tillit. Alla respondenter arbetade aktivt med medarbetarskapshjulet och lyfte fram vikten av konflikthantering. Dock visade resultaten på avvikelser i respondenternas konflikthanteringsstrategier jämfört med vad som rekommenderas i litteraturen. Slutsats: Ställningstagandet som stöds av tre respondenter bidrar inte bara till att skapa tillit utan också för att nå organisationens mål. Mellanchefer ska arbeta aktivt med kommunikation, men samtidigt göra sig sårbara för att skapa tillit. För att vidare bevara och förstärka tilliten krävs aktivt arbete med medarbetarskapshjulet, men minst lika viktigt är konfliktshanteringsstrategier i främjandet av tillit bland medarbetare. / Background and problem: This study discusses the significance of organizational trust with a focus on the leader's role, which is crucial in fostering trust among employees. Trust is alsolinked to cooperative conflict management and change-oriented leadership to maintain high quality and effectiveness. Trust also influences collaborative behavior, a sense of community, employee engagement, and loyalty. Therefore, middle managers should strive to promote trust among their employees for the overall success of the organization. Purpose and method: The primary purpose of this study is to describe and analyze how middle managers work to promote trust among employees. The study is based on the theory of situational leadership, balancing task-oriented, relationship-oriented, and change-oriented leadership. The method used is a qualitative empirical approach through interviews with seven active middle managers in various municipalities across Sweden. Results: All respondents practiced situational leadership, and six respondents could relate to change-oriented leadership. Three of the respondents balanced task-oriented and relationship-oriented leadership. However, four respondents prioritized the relationship over the task, which deviates from the theory of change-oriented leadership. All respondents agreed that communication and vulnerable leadership are important in building trust. All respondents actively worked with the employee engagement wheel and emphasized the importance of conflict management. However, the results showed deviations in the respondents' conflict management strategies compared to what is recommended in the literature. Conclusion: The approach supported by three respondents not only contributes to building trust but also to achieving the organization's goals. Middle managers should actively work on communication while also making themselves vulnerable to create trust. To further maintain and strengthen trust, active work with the employee engagement wheel is required. However, equally important are conflict management strategies in promoting trust among employees.

In this study, the purpose is to make visible how the principal works with conflicts that arise within the work teams at the preschool, what strategies/ methods the principal uses in conflict management and what the principal´s leadership contributes to the work with conflict managment. Five principals from three diffrent municipalities in Sweden were interviewed in the work. The study is a qualitative study based on semi-structured interviews where the results are then analyzed through thematic analysis. The theoretical starting point in the study is based on Kurt Lewin´s leadership theories. Results showed how the principals use methods/ strategies such as team contracts, tripartite discussions and mapping in conflict management, although also that these methods/ strategies are both conscious and unconscious. It is also clarified in the results how central key roles in conflict management and in the principal´s leadership turn out to be communication and relationships. How these two are highly relevant for the operations, the work teams and the principal´s leadership to function well. Finally, a disussion is conducted regarding the results of the study and based on previous research. Discussions regarding the study´s starting point Lewin´s leadership theory and method analysis are also conducted. Finally, the study is summarized in a conclusion where examples of further research are also taken up. / I denna studie är syftet att synliggöra hur rektorn arbetar med konflikter som uppstår inom arbetslagen på förskolan, vilka strategier/metoder använder sig rektron av vid konflikthantering och vad bidrar rektrons ledarskap till arbetet med konflikthantering. Fem rektorer ifrån tre olika kommuner i Sverige intervjuades i arbetet. Studien är en kvalitativ studie som bygger på semistrukturerade intervjuer där sedan resultatet analyseras genom tematisk analys. Den teoretiska utgångspunkten i studien utgår ifrån Kurt Ledwins ledarskapsteorier. Resultatet visade på hur rektorerna använder sig utav metoder/strategier som arbetslagskontrakt, trepartssamtal och kartläggning vid konflikthantering, dock även att dessa metoder/ strategier är både medvetna och omedvetna. Det tydliggörs även i resultatet hur centrala nyckelroller inom konflikthnatering och i rektorns ledarskap visar sig vara kommunikation och relationer. Hur dessa två är högst relevatna för att verksamheten, arbetslagen och rektorns ledarskap ska vara välfungerande. Slutligen så förs en dikussion gällande studiens resultat och utifrån tidigare forskning. Dikussioner gällande studiens utgångspunkt Lewins ledarskapsteori och metodanalys genomförs även. Slutligen sammanfattas studien i en slutsats där även exempel på vidare forskning tas upp.

Indiana University-Purdue University Indianapolis (IUPUI) / As greater numbers of women throughout the past few decades have assumed managerial roles in organizations, the question of whether gender differences exist in the ability to manage effectively has become an important concern. According to Korabik, Baril, and Watson (1993), conflict management skills are a fundamental aspect of leadership effectiveness and “perceptions of how females handle crisis and conflict often are cited as blocks to the female manager’s ascent to the executive suite” (Shockley-Zalabak, 1981, p. 289). Additionally, the importance of likability of supervisors by their subordinates has become of greater importance in the past few years as researchers have discovered that more people leave their job because they do not like their supervisor than for any other reason (Agrusa, Spears, Agrusa, & Tanner, 2006; Joyce, 2006). The purpose of this study was to examine gender differences in supervisor’s conflict management styles and to determine how they relate to both effectiveness and likability among their subordinates. Specifically, research was conducted to reveal a) what differences exist between conflict management styles chosen by women and men leaders, b) if a relationship exists between conflict management styles and likeability among subordinates, c) what influence conflict management styles have upon perceived effectiveness among subordinates, and d) what correlation exists between likability and perceived effectiveness.

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The NSF Center for e-Design, Brigham Young University (BYU) site has re-architected Computer Aided Design (CAD) tools, enabling multiple users to concurrently create, modify and view the same CAD part or assembly. This technology allows engineers, designers and manufacturing personnel to simultaneously contribute to the design of a part or assembly in real time,enabling parallel work environments within the CAD system. Multi-user systems are only as robust and efficient as their methods for managing conflicts and preserving model consistency. Conflicts occur in multi-user CAD when multiple users interoperate with the same or dependent geometry. Some conflicts can lead to model inconsistencies which means that each user's instance of the model are not identical. Other conflicts cause redundant work or waste in the design process. This dissertation presents methods to avoid and resolve conflicts which lead to model inconsistency and waste in the design process. The automated feature reservation method is presented which prevents multiple users from simultaneously editing the same feature, thus avoiding conflicts. In addition, a method is also presented which ensures that copies of the model stay consistent between distributed CAD clients by enforcing modeling operations to occur in the same order on all the clients. In cases of conflict, the conflicting operations are preserved locally for manual resolution by the user. An efficient model consistency method is presented which provides consistent references to the topological entities in a CAD model, ensuring operations are applied consistently on all models. An integrated task management system is also presented which avoids conflicts related to varying user design intent. Implementations and results of each method are presented. Results show that the methods effectively manage conflicts and ensure model consistency, thus providing a solution for a robust multi-user CAD system.

This study applies a qualitative approach in examining the stakeholder perspectives on the causes and impacts of, and responses to, the farmer-pastoralist conflicts. The study is primarily a response to the broader stakeholder concerns surrounding the farmer-pastoralist conflicts in the Kilosa district of Tanzania. The interdisciplinary approach and, more importantly, the environmental security and political ecology theories, were used for conflict analysis in a bid to determine the gaps in the existing body of the literature. Specifically, the study aimed at determining: first, the causes of the conflicts in question driven by the growing concern around the increasing land conflicts between farmers and pastoralists in the district; second, the impacts of the conflicts and respective implications to the causes and conflict management mechanisms; third, the relevance of the conflict management mechanisms in place. The study adopted a case study design drawing from a range of qualitative methods involving semi-structured interviews and thematic analysis for collecting and analysing the stakeholder perspectives obtained from the field. The study then reveals that farmer-pastoralist conflicts in Kilosa district are mainly grounded in the broader domestic and external socio-political forces. The escalation into violence, however, depends mostly on resource scarcity driven by climate change manifesting as drought. In this regard, the lone environmental scarcity-conflict nexus is found to be less significant in causing farmer-pastoralist conflicts in Kilosa, a finding underpinning the political ecology’s structural influence. The study finds that the use of multistakeholder bricolage institutions is more relevant for addressing these conflicts in Kilosa district. / Commonwealth Scholarship Commission

Inspired by the article Special support on dubious grounds published in Teachers News (2010), we chose to examine the methods and procedures regarding acting out children without diagnosis. In preliminary work, we discussed the various forms and causes of acting out behavior among children in preschool and supervision and conflict management. The topic seemed relevant since we on several occasions experienced a feeling of inadequacy and lack of knowledge in our educational role both in teacher training placement time and during our working years as supply teacher and graduated child minders. Based on our past experiences and interests of acting out children without the diagnosis, work limited extent and time aspect for the course of the work we chose to only interview three pedagogues. Through the interviews, we wanted to compare these three pedagogues description of their work around acting out children without diagnosis in relation to accepted theories such as structure and clarity. The purpose of our study was based on previous research and relevant literature, to find out what supporting possibilities, available methods and tools, and the methods and tools the interviewed pedagogues say they use in the meeting with acting out children.

This study investigated the effects of group and individual incentive structures as well as collaborative and competitive conflict management strategies on consensus and perceived decision quality. Results showed group incentives encouraged collaborative conflict management while group incentives and collaborative conflict management both encouraged the perception of consensus and decision quality. At the same time individual incentives encouraged competitive conflict management while individual incentives and competitive conflict management each reduced the perception of consensus and decision quality. I used questionnaires to measure the perception of conflict management strategies, consensus, and decision quality with a sample size of 120. I wasn't able to substantiate the same hypotheses relating to actual consensus, which I measured mathematically on the group level through a rank procedure. The sample size for actual consensus was 30 groups. In an exploratory effort to understand a behavioral aspect of decision making groups, I found that individuals I verbal behaviors concerning how often they had spoken during the group process correlated significantly with individuals' perception of how influential individuals were on the final group ranking. In the experiment, I used 120 students from an introductory psychology class at Virginia Tech. The sample consisted of 63 males and 57 females. All subjects watched the movie called "12 Angry Menll and were asked to decide by themselves on the order in which the 12 jurors would change their vote from guilty to not guilty. I formed groups of four, and exposed them to either group incentives or individual incentives before they were asked to make a group decision on the same ranking. I intended group and individual incentive structures to cause collaborative and competitive conflict management strategies, respectively. / Master of Science

This dissertation examines the effectiveness and political support surrounding third-party interventions in civil wars, which have increased in frequency, type, and number of actors since the collapse of Cold War bipolarity. The existing literature has mainly examined the individual effects of third-party strategies, though the growing presence of concurrently occurring types of third-party interventions necessitates exploration of their interactive effects. Thus, this thesis seeks to understand different actions from multiple actors dependently rather than independently. Understanding the effectiveness of these strategies is only one step towards realizing whether third-party interventions are desirable. The motivation and the will of the actors responsible for the policy execution are crucial in realizing the full picture. The ubiquitous problem arising from the third-party interventions requires a multipronged methodological approach. This thesis, therefore, combines both observational and experimental data to explore this issue. While the primary results show that peacekeeping and mediation are the most effective and supported strategies of engagement, both effectiveness and support appear to be highly context-dependent. Further, this thesis surveys American public and political elites to delve into the determinants of support for third-party interventions. It nds that both the public and the political elite are sensitive to civilian casualties, yet in the face of a political rivalry these humanitarian concerns dissipate. Additionally, political elites are interested in ending hostilities only as long as their national security interests are at stake. By filling a gap in the literature, generating original data, and utilizing novel methodological approach, these results have underlined the need for improvement of policy decisions in the area of international confict management and, at the same time, build upon the new direction of research in the eld of confict dynamics.

This study is based on how preschool teachers relate to conflicts from a learning perspective and how they themselves work with conflict management. Based on this, the focus in this study has been to make visible the preschool teachers’ methods, tools and approach in the work with conflict management. The study has been done through written questionnaire interviews with 8 certified preschool teachers. Based on a relational perspective, the study has been compiled based on previous research and the respondents’ answers. The results show how the preschool teachers’ in the study works with constructive methods to create learning opportunities in teaching. The preschool teachers’ methods turn out to be similar in several cases, where communication and relationships are in focus. But it differs in some cases in how this is implemented in teaching, often depending on external circumstances and the fact that all children have different needs.