Min essä bygger på tre egenupplevda händelser som speglar den verklighet som jag möter i min vardag som förskollärare. De två första handlar om hur ett barn utesluter och rent av mobbar ett annat barn. Jag har svårt att vara passiv i dessa situationer och vet inte om jag har agerat rätt. Den tredje och sista situationen handlar om mobbarens pappa som kommer arg till förskolan och kräver att vi inte ska låta hans dotter leka med det barn som blir mobbat. När jag vill boka in ett möte för att reda ut vad som har hänt är han inte intresserad av det och det gör mig frustrerad. Jag kommer utifrån mitt dilemma att reflektera kring begreppet demokrati, värdegrund, makt, normen, kamratkulturer, konflikthantering och mobbning. Den metod som jag har valt i mitt arbete är essäskrivande där jag har möjligheten att reflektera och undersöka min erfarenhet och mitt handlande ur olika perspektiv och på så vis få ny kunskap. De teoretiska perspektiven i min essä har jag funnit bland annat hos Rauni Karlsson, Ann Åberg, Hillevi Lenz Taguchi, Love Nordenmark, Maria Rorén, Ann-Marie Markström. William Corsaro, Annika Löfdahl, Arne Maltén, Margareta Carlander, Jesper Juul, Helle Jensen, San Olweus, Gabriella Ekelund och Anna Maria Dahlöf. Alla inspirerande för mina undersökningar. Min undersökning kommer att utgå ifrån tre frågor: Vad innebär det att arbeta aktivt med värdegrundsfrågor när ett barn exkluderas? Hur kan vi på förskolan bemöta barn som medvetet exkluderar andra? Hur använder vuxna sin makt och hur påverkas barnen och verksamheten av detta? Hur kan pedagoger arbeta med konflikthantering i barngruppen? Under skrivandets gång har det dykt upp nya reflektionsområden som har gett mitt dilemma andra perspektiv. Detta skedde till exempel när jag utgick ifrån värdegrundsfrågor och i slutändan hamnade i begreppet mobbning. Att förändra situationen för de två barnen i gruppen har varit drivkraften i mitt skrivande men jag vet inte om de kommer att leka tillsammans i framtiden. Jag som pedagog har fått ny kunskap så att jag kan känna mig säkrare i mitt handlande när jag möter utanförskap i barngruppen.

Thesis (MPhil (Political Science))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: This thesis examines the prospects of an effective African peacekeeping capability in light of the developing peace and security architecture of the relatively new continental body, the African Union (AU). The primary aim is to determine the nature and severity of those challenges that currently face the organization’s ambition of realizing this Pan-African dream. This study is a qualitative analysis that comprises both descriptive and exploratory aspects. The thesis begins by discussing the development of peacekeeping in conflict management. It establishes that peacekeeping emerged as an ad hoc response by the UN to address the growing issue of inter-state conflict during the Cold War, but has evolved into one of the primary tools used by the international community to manage complex crises. The advent of new security threats in the post-Cold War era, spurred on by the dynamic process of globalization, necessitated that peacekeeping adapt and is commonly perceived in contemporary discourse as a multidimensional practice. Central to this development was the shift in focus from international to human security and the recent development of the Responsibility to Protect doctrine. The study then goes on to explore the process that has ultimately led to the establishment of the AU’s proposed peacekeeping capability, the African Standby Force (ASF). With a dramatic increase in incidences of violent conflict across the globe in the 1990s, the UN’s limited resources were pushed to the limit, thus paving the way for regional organizations to play a more important role in ensuring international peace and security. The establishment of the AU in 2002 was meant to put to bed the inability of its forerunner, the Organization of African Unity (OAU), which had suffered from limited financial, logistical and structural competence, while its political and institutional authority was hampered by dissent and the qualified support of member states. However, as the African Union Mission in the Darfur region of Sudan (AMIS), highlights, the AU’s peacekeeping capacity is hamstrung by a lack of political will on the part of African leaders, weak institutional capacity, severe financial constraints as well as an overly militaristic approach that neglects the essential multidimensional nature of peacekeeping. / AFRIKAANSE OPSOMMING: Die tesis ondersoek die vooruitsigte van ‘n effektiewe Afrika vrede-bewaringsmag, binne die konteks van die huidige Afrika Unie (AU) se raamwerk vir vrede en sekuriteit. Die primêre navorsingsdoel is om vas te stel wat die AU se belangrikste uitdagings is, om die die strewe na Pan-Afrikanisme te bewerkstellig in die area van vrede-instandhouding op die kontinent. Eerstens word ‘n oorsig gegee oor die ontwikkeling van vrede-instandhouding binne die konteks van konflikbestuur. Die afleiding word gemaak dat vrede-instandhouding ontstaan het as ‘n ad hoc proses binne die Verenigde Nasies ten einde inter-staat konflik tydens die Koue Oorlog, te besleg. Dit is later binne die internasionale gemeenskap aanvaar as die primêre strategie vir die oplossing en hantering van internasionale konflik. Na die einde van die Koue Oorlog, en tesame met die dinamiese proses van globalisering, het vredeinstandhouding egter verder ontwikkel en ’n multi-dimensionele proses geword. Hierdie ontwikkeling is hoofsaaklik gekenmerk deur ’n fokus wat wegbeweeg het van tradisionele soewereiniteits-sekuriteit na menslike sekuriteit. Dit het gepaardgegaan met die gelyktydige ontwikkeling van die Verantwoordelikheid om te Beskerm doktrine. Die studie ondersoek verder die prosesse wat bygedra het tot die AU se voorgestelde vredesmag – die Afrika Bystandsmag (ASF). As gevolg van ’n toename in internasionale konflik tydens die 1990s is die Verenigde Nasies se vermoeëns tot die uiterste beproef. Dit het die weg gebaan vir die opkoms van kontinentale en streeks-organisasies om ‘n meer prominente rol te speel in internasional vrede-instandhouding en sekuriteit. Die stigting van die AU in 2002, was veronderstel om die finansiële, logistieke en strukturele tekortkominge van sy voorganger, die Unie vir Afrika Eenheid (OAU) aan te spreek, aangesien laasgenoemde se politieke en institusionele hoedanigheid ondermyn is deur sy lidlande. Daar word bevind – met behulp van ’n gevalle-studie analise van die AU se Sending na Soedan (AMIS) dat die AU se kapasiteit nie na wense is nie, as gevolg van die gebrek aan samewerking tussen leiers, finansiële tekortkominge en ’n neiging om militaristiese benadering te volg, ten koste van die multi-dimensionele aspek van vredes-instandhouding.

Thesis (MA (Political Science))--University of Stellenbosch, 2007. / Private military companies (PMCs)are increasing becoming involved in modern conflicts providing specialised skills such as combat services, planning, intelligence, training, support and technical assistance. They provide an alternative to weak state governments as Western governments have become increasingly reluctant to commit their troops to be involved in the civil conflicts of the developing world. Supporters of the employment of private forces see them as an effective solution to this combination of need from conflict-ridden weak states and reluctance of Western governments and international organisations to intervene in these conflicts ...

Thesis (DTh)--Stellenbosch University, 2005 / ENGLISH ABSTRACT: In his analysis of conflict resolution in the church sector, Professor Coertzsen (1998:69) points out that disputes occur also within the churches. While some of the disputes are purely doctrinal, others fall into the category of civil disputes. Professor Rik Torfs in an article (1998:27) observes that the Catholic Church is increasingly becoming a site of civil dispute. These include delict claims. Examples of these are: financial loss as a result of unfair suspension or dismissal from a clerical position; financial loss or loss of reputation resulting from unfair dismissal from a religious congregation; damage to a child or adult arising from being sexually abused by a priest or religious or lay person. When delictual disputes occur, state courts have civil jurisdiction over them. At the same time, the South African Arbitration Act 42 of 1965 allows the parties to a delictual dispute to arbitrate their case as an alternative to civil litigation. This trend is gaining currency in the post-apartheid South Africa. In principle, therefore, church members may refer their delictual disputes for arbitration, instead of entering into civil litigation. Church members, thus, have the choice to have their case arbitrated, and church leaders need to make it clear to members that they also have the right to bring their case to the state courts. This study highlights the need for the churches to have an office of contlict resolution. The office may then advise church members who have a delictual dispute on the options available to them. The office may have a list of lawyers (Christian lawyers) who are willing and able to arbitrate on matters referred to them by other Christians. When the parties decide to have their delictual case arbitrated by lawyers, the determination as to whether a person is legally liable for damage repair requires a legal framework. Unlike the situation in civil litigation, the parties who opt for arbitration have the freedom to decide on the legal framework that the arbitrator should use in determining liability. Catholic Church members who are parties to a dispute may, for example, jointly agree that the arbitrator employ the internal law of the Catholic Church, namely the canon law framework. This study envisages a situation where the parties have jointly agreed to the employment of canon law for the arbitration of their case. When the disputants and the arbitrators engage in discussion and decide on whether to use canon law, they need to ask themselves the following questions: (I) What principles and rules of law has canon law established for the determination of the issue at dispute? (2) How do the standards of justice in canon law differ from those in secular law? What provisions invoked by the arbitrators would result in gross injustice to the claimant? (3) If the provisions of canon law would result in gross injustice to the claimant, the church members who are parties to a dispute may choose to rectify and supersede the limitation inherent in canon law. The question arises: to what provisions in secular law are the arbitrators and Church members able to resort to compensate for the limitations of canon law? (4) How do the standards of justice in canon law differ from Biblical standards? To what biblical messages might the arbitrators and the church members resort to overcome the limitations in canon law? While recognising the value of the fourth question, this study limits itself to the first three. It is hoped that future studies will address the fourth question. The present study attempts to answer the first three questions by means of a critical comparative analysis of the framework that canon law has established for determining the various possible issues at dispute. In the study it is argued that the employment by an arbitrator of some of the provisions in canon law would result in gross injustice. The disputants need to take note of these before they mandate the arbitrator to apply canon law in their case. / AFRIKAANSE OPSOMMING: In sy analise van kontlikoplossing in die kerk, wys professor Coertzen (1998:69) daarop dat geskilpunte ook binne kerke plaasvind. Terwyl sommige hiervan suiwer leerstellig is, ressorteer ander onder die kategorie van siviele dispute. In 'n artikel verwys Professor Rik Torfs (1998:27) daarna dat die Katolieke Kerk toenemend 'n plek van siviele dispuut word. Hieronder word onregmatige eise ingesluit . Voorbeelde hiervan sluit in: finansiele verlies as gevolg van onregverdige skorsing of afdanking van 'n geestelike pos; finansiele verlies of verlies aan reputasie wat spruit uit onregverdige ontslag van 'n godsdienstige gemeente; skade aan 'n kind of volwassene wat spruit uit seksuele mishandeling deur 'n priester, 'n godsdienstige of leke persoon. Wanneer onregmatige dispute plaasvind, het staatshowe siviele jurisdiksie daaroor. Terselfdertyd laat die Suid-Afrikaanse Arbitrasie Wet 42 van 1965 toe dat partye tot 'n onregmatige dispuut hul saak kan laat arbitreer as 'n alternatief tot siviele litigasie. In Suid- Afrika het hierdie neiging toegeneem in die postapartheid era. Ous, in prinsiep, mag kerklidmate hul onregmatige dispute verwys vir arbitrasie, in plaas daarvan om hul te wend tot siviele litigasie. Ous het kerklidmate die keuse om hul sake te laat arbitreer, en kerk leiers moet dit aan lidmate duidelik stel dat hulle ook die reg het om hul sake na die staaathowe te neern. Hierdie studie bring die noodsaaklikheid na yore die vir kerke om 'n kantoor te he vir kontlikbeslegting. Die kantoor mag dan kerklidmate wat 'n onregmatige dispuut het adviseer aangaande die alternatiewe wat vir hulle beskikbaar is. Die kantoor mag 'n lys hou van Christel ike prokureurs wat gewillig en bevoeg is om te arbitreer 001' sake wat deur ander Christene na hulle verwys word. Wanneer die partye besluit om hul onregmatige saak deur prokureurs te laat arbitreer, het die vasstelling of 'n persoon wetlik aanspreeklik is vir reparasie van skade 'n wetlike raamwerk. Anders as in die geval van siviele litigasie, het die partye wat besluit op arbitrasie die keuse om te besluit watter wetlike raamwerk die arbiter rnoet gebruik om aanspreeklikheid vas te stel. Lidmate van die Katolieke Kerk, wat partye tot 'n dispuut is, mag, by voorbeeld, gesamentlik besluit dat die arbiter die interne reg van die Katolieke Kerk gebruik, naamlik die kanonieke regsraamwerk. Hierdie studie beoog 'n situasie waar die partye gesamentlik besluit het om die kanonieke reg vir die arbitrasie van hul saak te gebruik. Wanneer die disputante en die arbiters in gesprek tree en besluit of die kanonieke reg gebruik sal word, moet hulle hulself die volgende vrae afvra: (I) Watter prinsiepe en reels van die reg het die kanonieke reg ingestel om die saak van dispuut wat ter sprake is, te bepaal? (2) Hoe verskil die standaarde van die reg in kanonieke reg van die in burgeri ike reg? Watter voorsienings ingestel deur die arbiters sou uitvloei in erge onreg aan die eiser? (3) As die voorsienings van die kanonieke reg sou lei tot erge onreg aan die eiser, mag die kerklidmate, wat partye tot die dispuut is, kies om in die kanonieke reg die beperkings reg te stel en te vervang. Die vraag ontstaan: na watter voorsienings in die kerklike reg kan die arbiters en kerklidmate verwys om te vergoed vir die beperkinge van die kanonieke reg? (4) Hoe verskil die standaarde van die reg in kanonieke reg van die bybelse standaarde? Na watter bybelse boodskappe mag die arbiters en die kerklidmate verwys om die beperkinge in die kanonieke reg te oorkom? Terwyl die waarde van die vierde vraag erken word, word hierdie studie beperk tot die eerste drie. Daar word gehoop dat toekomstige studies die vierde vraag sal aanspreek. Die huidige studie poog om die eerste drie vrae te beantwoord deur middel van 'n krities-vergelykende analise van die raamwerk wat die kanonieke reg ingestel het 0111 verskeie rnoontlike sake van dispuut vas te stel. In hierdie studie word aangevoer dat die indiensneming deur 'n arbiter van sommige van die voorsienings van kanonieke reg sou kon lei tot erge onreg. Die disputante moet kennis neem hiervan voordat hulle die arbiter die mandaat gee om die kanonieke reg in hul geval toe te pas.

Thesis (MBA)--Stellenbosch University, 2000. / Some digitised pages may appear cut off due to the condition of the original hard copy. / ENGLISH ABSTRACT: This assignment explores the issues surrounding conflict resolution in the South African Public Service and the expression of organised conflict with reference to the 1999 Public service wage dispute and strikes. The public service being part of the generic framework of the public sector is, in terms of employment, South Africa's single, largest employer. National Departments and Provinces reflect almost 70% of the Public Sector. Employment in the public sector used to be considered relatively stable and secure. Public sector employees were thus not seen as requiring protection from retrenchment. Employees had no bargaining rights and functioned outside the ambit of the Labour Relations Act (No 24 of 1956). In 1994, the Government of National Unity realized the importance of the South African public service, the major role it had to play in the reconciliation, reconstruction and development process in South Africa and thus the need for administrative transformation. The Public Service Labour Relations Act 1994 was replaced by the new Labour Relations Act (No 66 of 1995) in 1995. This Act now covers both the private and the public sector workers. The new legislation was an important step towards the creation of a machinery for collective bargaining. The Act made provision for the establishment of a Public Service Coordinating Bargaining Council and provided a model for collective bargaining, based on effective negotiating structures. According to the International Labour Organization, mediation and conciliation procedures are still the most frequent methods for settling economic disputes in the public service. In South Africa, the new Labour Relations Act introduced the Commission for Conciliation, Mediation and Arbitration. Since 1994, several problems have beset most public service workers because of the transformation process and workers started showing increasing interest in unionisation, mostly for the protection and the fulfillment of their needs. Wages were the single most important factor causing labour action and in 1999, a total of 3,1 million man-days were lost due to labour action. According to Ms Geraldine Fraser- Moleketi, minister of the Public Service and Administration, government and the unions should share the process to design a more suitable and manageable system of remuneration policy to prevent disputes such as the 1999 wage dispute in the future. The negotiations on the 1999 wage dispute took place over a record of 140 days. Public service unions rejected government's wage offers several times until the minister unilaterally implemented government's final offer of an average of 6,3% increase. This sent a tremor through the alliance and prompted joint action by Cosatu and Fedusa affiliated unions. Unions were caught completely unaware and dropped their demands from a 10% increase to 7,3%. Public servants took industrial action again, but the government still did not make a new offer. Minister Trevor Manuel warned that the government could not afford further increases. By September, union leaders still had faith that president Thabo Mbeki would indicate that talks would be resumed, but doors for future negotiations did not open. Ms Geraldine Fraser-Moleketi maintained that the government had gone out of its way to ensure a settlement. At the time of writing, the dispute is still continuing. Note: As most of the information regarding the Public Service Wage strike was obtained from the press, all articles referred to are included as an appendix. To facilitate the reference to these articles, a specific form of reference, namely 'PC n', was used in the relevant sections, the prefix 'PC' denoting that a press cutting has been referred to and the subscription 'n' denoting the relevant page number of the article contained in the appendix. The sources of the press cuttings (PC) are contained in the list of sources. / AFRIKAANSE OPSOMMING: Hierdie werkstuk ondersoek die aangeleenthede rondom konflik hantering in die Suid-Afrikaanse Staatsdiens en die uitdrukking van georganiseerde konflik met verwysing na die 1999 Staatsdiens Salaris Dispuut en Stakings. In terme van indiensneming is die staatsdiens in Suid-Afrika as deel van die publieke sektor die grootste enkel werkgewer. Nasionale Departemente en Provinsies reflekteer ongeveer 70% van die Publieke Sektor. Arbeid in die publieke sektor was voorheen redelik stabiel en verseker; dus was daar geen nut vir die beskerming van amptenare teen afdanking. Werkers het geen onderhandelingsregte gehad nie en het buite die raamwerk van die Arbeidswetgewing (No 24 of 1956) gefunksioneer. In 1994 het die nuwe regering van nasionale eenheid die belangrikheid van staatsamptenare en die rol wat hulle moet speel in die rekonstruksie en ontwikkelingsproses in Suid-Afrika besef en dus ook die behoefte vir transformering van die diens ingesien. Die Staatsdiens Arbeidswetgewing van 1994 is vervang deur die nuwe Arbeidswetgewing (No 66 van 1995) in 1995, wat beide staatsamptenare sowel as die privaatsektor insluit. Dit was ook 'n belangrike stap in die bevordering van kollektiewe bedinging. Die wet het voorsiening gemaak vir die vestiging van die Staatsdiens Koordinerings Bedingings Raad en 'n model vir kollektiewe bedinging, gebasseer op effektiewe onderhandelingsstrukture. Volgens die Internasionale Arbeidsorganisasie is mediasie en konsiliasie prosesse steeds die mees algemene metodes vir die hantering van ekonomiese dispute in die staatsdiens. In Suid-Afrika het die nuwe Arbeids Wetgewing voorsiening gemaak vir die instelling van die Kommissie vir Konsiliasie, Mediasie en Arbitrasie. Sedert 1994 het verskeie probleme vir staatsamptenare ontstaan as gevolg van die transformasie proses en amptenare het meer en meer belangstelling getoon in unie lidmaatskap om hulle belange te beskerm. Salarisse is dié belangrikste enkel faktor wat arbeidsonrus veroorsaak. In 1999 het daar 'n totaal van 3,1 miljoen werksdae verlore gegaan as gevolg van stakings. Die 1999 salaris dispuut en onderhandelings het oor 'n tydperk van 'n rekord getal, naamlik 140 dae, geduur. Unies wat staatsamptenare verteenwoordig het op verskeie geleenthede aanbiedinge van die regering van die hand gewys, totdat die minister 'n eenparige besluit geneem het om die finale aanbod van 6,3% salarisaanpassing in te stel. Dit het 'n skudding in die alliansies veroorsaak en het tot die gesamentlike aksie van Cosatu en Fedusa geaffillieerde unies gelei. Die unies is onkant betrap en het hul versoek van 'n 10% verhoging na 7,3% verminder. Staatsamptenare het weereens oorgegaan tot arbeidsaksie; terwyl die regering by hul finale aanbod gebly het. Minister Trevor Manuel het gewaarsku dat die regering nie meer kon bekostig nie. Teen September was vakbondleiers nog steeds hoopvol dat president Thabo Mbeki 'n aanduiding sou gee om met onderhandelings voort te gaan, maar die deure vir onderhandelings was gesluit. Minister Geraldine Fraser-Moleketi het volgehou dat die regering uit hul pad gegaan het om 'n ooreenkoms te bereik. Ten tye van skrywe was die geskil nog nie opgelos nie. Nota: As gevolg van die feit dat die meeste inligting aangaande die 1999 Staatsdiens Salaris Dispuut en Stakings uit die pers verkry is, word die artikels waarna verwys word, ingesluit as 'n bylae. Om die verwysing na hierdie artikels te vergemaklik, is 'n spesifieke formaat van verwysing gebruik, naamlik 'PC n'. In hierdie verwysing verwys die voorskrif 'PC' na 'n media artikel. Die letter 'n' verwys na die relevante bladsy nommer wat aan die artikel toegeken is. Die bronne van die persartikels verskyn in die bronnelys.

This thesis aims to conceptualize what is often referred to in diplomacy, as a policy of “constructive engagement”, by employing neoliberal-institutionalist theories and conflict resolution approaches. The adopted “model for constructive engagement” serves as the theoretical framework and centres on the basic assumption that non-coercive diplomacy coupled with the offer of incentives is best suited at resolving conflict as well as promoting human rights in international relations. Rather than looking at determinants of foreign policy making, the thesis focuses, therefore, on the actual exercise of power and influence in international relations. As such, power, both in terms of a state’s available assets as well as seen as a form causation, is considered the crucial variable in determining diplomatic manoeuvring and negotiation behaviour. The empirical context for the research project is provided by the case of British-Iranian relations during the period from 1989 to 2004. The narrative is divided into two parts: the first one deals with the impact of the fatwa against Salman Rushdie by Ayatollah Khomeini on bilateral relations and investigates British diplomacy towards Tehran, which followed the European Union’s policy of “Critical Dialogue” with Iran. Whilst the promotion of human rights was on the agenda of the “Critical Dialogue”, findings indicate that contrary to other EU member states, most notably Germany, Whitehall was able to genuinely pursuing a policy of “constructive engagement”, demanding meaningful changes in Iranian behaviour. However, findings also show that Britain’s priority was at resolving the “Rushdie affair” and not necessarily at promoting and protecting human rights in Iran. The second part of the narrative looks at the “Comprehensive Dialogue” which was implemented by the European Union in 2000 and established a direct linkage between economic rewards and the improvements of human rights in Iran. Whilst the Iranian government and parliament met EU demands, the country’s maze of power centres, most notably those dominated by hardliners and conservatives, worked against any meaningful improvements in the protection and respect of human rights. Both narratives indicate to what extent diplomacy and negotiations were influenced by domestic constituents, referred to as the Two-Level Game, as well as by asymmetries of interdependence between the EU and Iran. Overall, the data implies that constructive engagement, whilst subject to political and economic interdependence, constitutes an effective form of human rights diplomacy.

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.

South African organizations experienced more conflict in the past ten years because of all the changes in the management of labour relations. Employees at lower, middle and upper management levels within organizations are not well informed about the different types of conflict, the functionality and dysfunctionality of conflict, how conflict takes place within the different job-levels and how to manage and resolve it. Dysfunctional conflict can be destructive and it can affect the productivity of the organization. Because of the lack of knowledge regarding conflict within the steel organization and the necessity for it to be handled correctly, it was decided to seize the opportunity to contribute to the existing knowledge of conflict. Objectives of the study The major objectives of this study are as follows: To determine how literature conceptualizes conflict dynamics by examining theory, industrial sociology, organizational behaviour and general management. To determine the following aspects by means of an empirical study: - What the main reasons are for conflict within the steel organization. - How the handling of conflict differs among the middle and lower job levels within the organization. Research study and methodology The research study is divided into a theoretical and an empirical framework. Chapters 2, 3 and 4 outline the theoretical basis. Various aspects of conflict and handling or managing it are discussed in detail. The study employs the conflict theories of Ralph Dahrendorf and Karl Marx as points of departure, as found in chapter 2, in an attempt to provide a framework for the problem statement and to attempt the attainment of the set of objectives. This chapter discusses conflict and analyzes it as a social interaction characterized by force, strife and animosity. It also offers and analysis of Dahrendorf s and Marx's theories to determine their suitability to the study. Chapter 3 discusses conflict within a business context with reference to functional and dysfunctional conflict. different approaches to conflict. types of conflict, different reactions to conflict as well as its different stages. Chapter 4 addresses the course, handling and management of conflict by analyzing the conflict process while it keeps the theories of Marx and Dahrendorf in mind. Chapter 5 analyzes and describes the data and results found by means of empirical research according to specific statistical methods. The empirical study was conducted among the employees of a steel company. A standardised questionnaire and personal interviews were used. Major findings Chapter 6 consists of analysed information about the assembled data. The major findings of the study support the set of research objectives and prove all of them. Major findings include the following: Cooperation, discipline and communication are problem areas within the steel organization. A large number of employees show dissatisfaction about the nature and extent of their work. Some of the employees misuse their authority and this is a major cause of conflict. A total of 95% of the population show that they would like further training in the dynamics of conflict management. Half of the population show that they are unaware of any policies and procedures of conflict management in the steel company. Conclusion In conclusion as found in chapter 6 the study makes a number of recommendations centring on the training of employees to handle conflict and policy-making about conflict-handling and management. / Thesis (M.A. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2006.

There is a need to determine the real reasons for conflict in the South African context. because it seems that the transformation process brought forth a reduction in work opportunities, workers losing their jobs, an increase in workplace violence, increasing dissatisfaction amongst workers, more strikes occuring, affirmative action, discrimination, recruitment of workers without the appropriate skills, corruption, workers who are too lazy to work, and professionals going overseas, etcetera. Personnel in the companies must be adequately informed about the nature of conflict, the causes of conflict, the types of conflict and the management of conflict, because conflict is increasing and it must be managed correctly otherwise it will be destructive and inhibit the functioning of a company. The objectives of the research study are as follows: a) To determine how conflict dynamics are conceptualised in literature through the application of industrial sociological theories, organizational principles and general management theories. b) To determine the main sources of conflict within the Engineering Company. c) To determine if personnel on the horizontal and vertical levels in the Engineering Company are influenced differently by conflict. d) To determine if there is a significant difference between the personnel in the Engineering Company in the manner in which they handle conflict with their superior and subordinates. The research study consists of a theoretical and an empirical framework. Chapter 1 covers the introduction, problem statement, the method and purpose of the research, and the description of relevant terms. In Chapter 2, the philosophies of Georg Friedrich Hegel and Immanuel Kant, and the theories of Karl Marx and Max Weber are used to serve as a basis on which the study can be built. In Chapter 3, the nature of conflict is discussed in terms of the following types of conflict: interpersonal conflict, intrapersonal conflict, intergroup conflict, and intragroup conflict. The management of the different types of conflict is also discussed. Chapter 3 covers the empirical data of the research, and the empirical research results of the study. The most important results of this study and recommendations are given in Chapter 5. / Thesis (M.A. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2006

Conflict is inevitable in school and in life. Many children lack skills necessary to resolve daily conflicts constructively. Without knowledge of positive ways to manage conflicts, violence may result. Limited research suggests that involvement in a peer mediation program may have a positive influence on children. This study assessed effects peer mediation training and mediation experience had on student mediators. The pretest-posttest, control-group, and quasi-experimental study investigated the effects of a year long peer mediation program implemented in a suburban elementary school.