Products related to Conflict:
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Conflict Management in Digital Business : New Strategy and Approach
Today's business world is under constant digital threats that can cause unpredictable damage and weaken the competitiveness of businesses.With digital transformation risks and cyber-attacks increased by extraordinary situations such as the recent pandemic, new approaches are needed in the management of these emerging digital conflicts to develop sustainable business strategies and become a robust business of the future. Conflict Management in Digital Business: New Strategy and Approach is a pioneering and innovative guide in the context of digital conflicts in the value chain of businesses and on digital conflicts in business management and strategy.Conflict management is discussed in the context of issues of production and planning, logistics, marketing, procurement, technology development, human resource management, and business infrastructure.Sectoral issues with conflicting businesses, organizational behavior, digital sustainability, cyber business management, cyber-attack, and cyberwarfare strategies for businesses are discussed in detail to bring crucial principles in the context of management and strategy to all businesses that desire to be a business of the future. Providing readers with a unique guide of how businesses can achieve resilience to digital conflict, Conflict Management in Digital Business helps prepare for unexpected situations such as pandemics, to maintain competitive advantage, and illuminating pathways to turn conflicts caused by extraordinary situations into opportunities.
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International Conflict Management
International conflict has long plagued the world, and it continues to do so.With many interstate and civil disputes experiencing no third-party attempts at conflict management, how can the international community mitigate the effects of and ultimately end such violence?Why, in so many cases, are early, “golden opportunities” for conflict management missed? In this book, J. Michael Greig, Andrew P. Owsiak, and Paul F. Diehl introduce the varied approaches and factors that promote the de-escalation and the peaceful management of conflict across the globe—from negotiation, mediation, arbitration, and adjudication to peace operations, sanctions, and military or humanitarian intervention.The history, characteristics and agents of each approach are examined in depth, using a wide range of case studies to illustrate successes and failures on the ground.Finally, the book investigates how the various tools interact—both logically and sequentially—to produce beneficial or deleterious effects.
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Human Wildlife Conflict Management
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Reporting Immigration Conflict : Opportunities for Peace Journalism
In Reporting Immigration Conflict: Opportunities for Peace Journalism, Mariely Valentin-Llopis examines the role of American and Mexican media in promoting harsh views against Central American migrants.This examination focuses on the U.S. southwestern border crossing conflict in 2014 and 2019, both separate consequential periods in time.Valentin-Llopis contextualizes migrants’ plight with careful consideration to unaccompanied minor migrants and the family separation crisis.As a counterpoint, the author also takes the news content analysis through a historical journey to when news reporters seemingly bent traditional journalism principles to protect Cuban children refugees fleeing the Castro regime and communism, showing that it is possible to provide fair depictions of migrants and their struggles.Valentin-Llopis challenges journalism’s traditional approach to news production by introducing the peace journalism rubric to immigration reporting.Scholars of international relations, journalism, history, and minority studies will find this book particularly useful, while media practitioners in the field can also find practical approaches to transforming their work for the benefit of peace solutions to pressing transnational conflicts.
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Is conflict management usually a scam?
Conflict management is not usually a scam, as it involves legitimate strategies and techniques to address and resolve conflicts in a constructive manner. However, there may be instances where individuals or organizations claim to offer conflict management services but do not deliver on their promises, leading to a perception of it being a scam. It is important to research and choose reputable conflict management professionals or programs to ensure effective resolution of conflicts.
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Is the unequal distribution of income and wealth in conflict or in harmony with economic growth?
The unequal distribution of income and wealth is in conflict with economic growth. When income and wealth are concentrated in the hands of a few, it limits the purchasing power of the majority of the population, which can hinder overall economic growth. Additionally, unequal distribution can lead to social and political instability, which can further hinder economic growth. In contrast, a more equal distribution of income and wealth can lead to increased consumer spending, investment, and overall economic prosperity. Therefore, addressing inequality is important for sustainable and inclusive economic growth.
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Is teamwork and conflict management still relevant today?
Yes, teamwork and conflict management are still extremely relevant today. In a world where collaboration and communication are essential for success, the ability to work effectively in a team is crucial. Conflict management is also important as it helps to resolve disputes and maintain a positive working environment. In today's fast-paced and interconnected world, the need for strong teamwork and conflict management skills is more important than ever.
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What is a goal conflict in inventory management?
A goal conflict in inventory management occurs when different objectives or goals within the inventory management process are in conflict with each other. For example, the goal of minimizing holding costs by reducing inventory levels may conflict with the goal of ensuring high customer service levels by maintaining sufficient stock levels. This conflict can make it challenging for businesses to find the right balance between cost efficiency and customer satisfaction in their inventory management strategies. Resolving goal conflicts often requires careful planning, communication, and trade-offs to achieve a compromise that aligns with the overall objectives of the organization.
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Conflict Coaching : Conflict Management Strategies and Skills for the Individual
Recent research shows that between 25-85% of conflict disputants referred to mediation choose not to participate (i.e., they resist wanting to meet face-to-face).In the field of conflict resolution, conflict coaching is the only process that has emerged which allows resolution methods to work on a one-on-one basis.Conflict Coaching: Conflict Management Strategies and Skills for the Individual defines this growing area of conflict resolution and distinguishes conflict coaching as a stand-alone resolution technique.In a service society where human relationships are central to our professional as well as personal lives, individuals value one-on-one attention to obtain custom solutions for handling important interpersonal communication. Rooted in research and theory, the text is organized into three sections, Introducing Conflict Coaching, Conducting Conflict Coaching, and Integrating Conflict Coaching, and offers a practical model for coaching.It is a useful volume for students and practitioners in a range of academic disciplines including communication, alternative dispute resolution/conflict resolution, business, education, law, psychology, sociology, and social work. The CD-ROM accompanying the book provides numerous resources for instructors, coaches, and other interested readers, including: worksheets for techniques and approaches presented in the chapters; feedback forms for clients and their organizations; sample syllabi, learning objectives, paper assignments; PowerPoints; additional case studies and readings; and suggested hyperlinks to relevant Web sites. "In Conflict Coaching, Tricia S. Jones and Ross Brinkert have made a timely contribution to the advancement of the field of conflict analysis and dispute resolution.They simultaneously present a clear vision of the role of a conflict coach as well as a persuasive argument for a new and expanded mind set on who it is we say we are and what it is we say we do.The book makes credible arguments about the need for the conflict coach and then clearly blows open a much needed area of practice that has been unnecessarily restrained by outdated and untestable notions.The authors accomplish this by combining first rate scholarship with an easy to read guide on the practice of conflict coaching to create an evolutionary path within the field.From this book expect to see a flurry of other scholars and practitioners follow their lead in both print and practice."—Brian Polkinghorn, Ph.D. Distinguished Professor and DirectorConflict Analysis and Dispute Resolution Wilson Elkins Professor, University System of MarylandExecutive Director, Center for Conflict Resolution, Salisbury University"Conflict Coaching is a book that should be in every corporate library and in every chief human resource officer's desk so others can see it!Moreover, this book should be provided for every young, high-potential corporate manager and be required reading in business school executive education programs." —Frank P.Brennan, JE. Former Chief of staff to the postmaster general of the United States"Jones and Brinkert offer example case studies illustrating the subject of each chapter, scholarly research throughout, a wonderfully approachable text and a companion CD of tools that makes a perfect addition to any Ombudsperson's library.Not only is this a terrific resource for us LTCOs, but also for Organizational Ombuds and other ADR professionals and practitioners seeking to clarify the whats and hows of empowering those we serve to better respond to the conflicts they face."—Drew Strayer, LTCO and NALLTCO's Ohio State Coordinator
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Conflict Prevention and Peace Management
This volume contains some selected papers from the “International Conference on Peace Economics, Peace Science and Development”, held at the Mahatma Gandhi Center for Conflict Prevention and Management in Bangalore, India on July 11 to 13, 2024.The chapters cover the topics of social conflict, socioeconomic inequalities, ethnic animosity, and natural resources accessibility, and more in the Indian Subcontinent and Africa.The authors demonstrate how to use theories and methodologies from Peace Economics and Peace Science as well as cultural spirituality, nature therapy, and art forms to address issues to find more sustainable and productive ways for international and regional communities to cohabitate and collaborate harmoniously. Conflict Prevention and Peace Management appeals to researchers, policymakers and those interested in Conflict Management and Peace Studies, along with politics, sociology, economics, and psychology.
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Conflict Management and Peacebuilding: Pillars of a New American Grand Strategy (Enlarged Edition)
The authors examine the utility of the U.S. Government's whole-of-government (WoG) approach for responding to the challenging security demands of operations in Iraq and Afghanistan.They specifically discuss the strategic objectives of interagency cooperation particularly in the areas of peacebuilding and conflict management.Discussions range from the conceptual to the practical, with a focus on the challenges and desirability of interagency cooperation in international interventions.Shared were experiences and expertise on the need for and future of an American grand strategy in an era characterized by increasingly complex security challenges and shrinking budgets.All agreed that taking the status quo for granted was a major obstacle to developing a successful grand strategy and that government, the military, international and nongovernmental organizations, and the private sector are all called on to contribute their best talents and efforts to joint global peace and security efforts.
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Portfolio Management : Delivering on Strategy
Portfolio management is becoming the ‘must have’ for organizations to prosper and survive in this decade and beyond.No longer can the organizational focus be one of following best and repeatable practices as resource limitations mean only those programs, projects, and operational work that add business value can and should be pursued.Executives are focusing on strategic ability and managing complexity, which can only be done through a disciplined portfolio process in ensuring the best mix of programs, projects, and operational work is under way.In turn, the portfolio is constantly in flux as difficult decisions are made if a project, for example, is no longer contributing to business value and providing benefits and should be terminated to reallocate resources to one of higher priority.Commitment to this difficult approach is necessary at all levels, and communication is required so everyone knows how their work contributes to the organization’s strategic goals and objectives. Portfolio Management: Delivering on Strategy, Second Edition focuses on the benefits of portfolio management to the organization.Its goal is to provide senior executives a view on how portfolio management can deliver organizational strategy.The emphasis is on the specific aspects within the portfolio management discipline and how each aspect should be managed from a business perspective and not necessarily from a portfolio management perspective.Highlights of the book include:Agile portfolio management Delivering organizational value Portfolio management and uncertainty Portfolio governance Marketing a portfolio Portfolio management success Starting with a review of the project portfolio concept and its development, this book is a reference for executives and practitioners in the field, as well as a students and researchers studying portfolio management.
Price: 44.99 £ | Shipping*: 0.00 £
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What is the difference between an evaluation conflict, a relationship conflict, and a distribution conflict?
An evaluation conflict arises when there are differing opinions on the quality or effectiveness of work or ideas. This type of conflict is focused on the merit of the work itself. Relationship conflicts, on the other hand, involve interpersonal tensions and issues between individuals, often unrelated to the work itself. Distribution conflicts occur when there are disagreements over the allocation of resources, such as money, time, or responsibilities. Each type of conflict requires different approaches and strategies for resolution.
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What is the difference between interrole conflict and intrarole conflict?
Interrole conflict occurs when the expectations of different roles a person holds are in conflict with each other. For example, a person may experience interrole conflict when the demands of their work role conflict with the demands of their family role. On the other hand, intrarole conflict occurs when the expectations within a single role are in conflict with each other. For instance, a manager may experience intrarole conflict when they are torn between being supportive and being assertive with their team members. In summary, interrole conflict involves conflicts between different roles, while intrarole conflict involves conflicts within a single role.
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What is the difference between a conflict and a social conflict?
A conflict is a general term that refers to any disagreement or struggle between two or more parties. It can be personal, professional, or societal in nature. On the other hand, a social conflict specifically refers to a disagreement or struggle between different social groups or classes within a society. Social conflicts often involve issues related to power, resources, and social inequality, and they can have a significant impact on the functioning of a society as a whole.
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What is the difference between an intrarole conflict and an interrole conflict?
Intrarole conflict occurs when an individual experiences conflicting demands within a single role, such as when a manager is torn between two equally important tasks. On the other hand, interrole conflict arises when there are conflicting demands between different roles an individual occupies, like when a person struggles to balance their responsibilities as a parent and as an employee. Essentially, intrarole conflict involves conflicts within a specific role, while interrole conflict involves conflicts between different roles.
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