Products related to Conflict:
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Change, Conflict and Community
The cost to business of unresolved conflicts is high; tribunals, loss of productivity, resignations and damaged reputations are serious consequences for all concerned.With increased organizational change in the form of changes in leadership, restructuring, downsizing, matrix management, mergers, acquisitions and systems changes comes increased political activity and the potential for either increased learning and growth or tension and unproductive conflict. Change agents, HR practitioners and managers need to be skilled at empowering others to use or resolve conflict effectively for a more productive working environment and greater employee satisfaction.Change, Conflict and Community takes readers through the essential theory and hands-on practice of working with change and conflict by considering:* How we can increase our understanding of the tensions that often exist when change is ever present in the organization* How to work more effectively with the dynamic relationship between change and conflict* How the idea of “community” can help us to work with the energy of change and human interactionBarbara Kenton is a freelance consultant and Director of WHooSH Whole Systems Health.She is an experienced consultant, mediator, facilitator, coach and trainer with over 25 years' experience as a manager and development specialist working with individuals, teams and organizations both in the UK and internationally.She has published a number of articles on the role of the internal consultant and challenges facing those in HR.She is a qualified workplace and community mediator. Suzanne Penn is an independent consultant, facilitator and coach with 20 years' experience in the HR and Organization Development field.She has worked as an internal and an external practitioner across all sectors and industries in the UK, mainland Europe and the US.A previous Assistant Director at Roffey Park Management Institute, she brings to this book particular expertise in leadership development, group facilitation, strategic HR and organizational change and culture.The HR SeriesThe HR Series is edited by Julie Beardwell, Principal Lecturer in Human Resource Management at DeMonfort University, and Linda Holbeche, Director of Research and Policy at CIPD, and is designed to plug the gap between theory and implementation.The books draw on live examples of strategic HR in practice and offer practical insights into how to transform individual and functional delivery to improve value-added.Intended for serious HR professionals who aspire to make a real difference within their organization, The HR Series provides resources to inform, empower and inspire the HR leaders of the future.
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From Conflict To Community
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Peacebuilding, Conflict and Community Development
How do local communities effectively build peace and reconciliation before, during and after open violence?This trailblazing book gives practical examples, from the Global North, the former Soviet bloc and Global South, on communities addressing conflict in divided and contested societies. The book draws on a range of critical perspectives and practitioner analyses.The diverse case studies demonstrate the considerable knowledge, skills, commitment, courage and relationships within local communities that a critical community development approach can support and encourage. Concluding with activists’ perspectives on working with the challenges of violence, the book offers insights for both an understanding of the root causes of conflict and for bottom-up peacebuilding.
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Building Rural Community Resilience Through Innovation and Entrepreneurship
Drawing from empirical analyses, case studies, and a synthesis of best practices, this book explores how innovation manifests itself in rural places and how it contributes to entrepreneurial development and resilience.Innovation in rural places may come about as a result of new forms of collaboration; policies that leverage rural assets and address critical service or product gaps; novel strategies for accessing financial capital; infusion of arts into aspects of community life; and cultivation of networks that bridge entrepreneurs, organizations, and institutions.The chapters illustrate how a number of innovation-related characteristics relate to economic vibrancy in rural places such as a strong connection to the arts, adaptive and sustainable use of natural resources, value-chain integrated food systems, robust bridging social capital networks, creative leveraging of technology, and presence of innovation-focused entrepreneurs.Through exploration of these and other topics, this book will provide insights and best practices for rural community and economic development scholars and practitioners seeking to strengthen the rural innovation ecosystem.
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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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Everyday Life-Environmentalism : Community Sustainability and Resilience in Asia
This book provides one of the first systematic introductions to the Japanese concept of life-environmentalism, Seikatsu-Kankyo Shugi.This concept emerged in the 1980s as a shared research framework among Japanese social scientists studying the adverse consequences of postwar industrialization on everyday life in communities. Life-environmentalism offers a lens through which the agency of small communities in sustaining their everyday life and living environment can be understood.The book provides an overview of this approach, including intellectual backgrounds and foundational concepts, along with a variety of empirical case studies that examine environmental and sustainability issues in Japan and other parts of Asia.It also includes critical reflections on the approach in light of contemporary sustainability challenges.The empirical topics covered in the book include local community responses to development projects, resource governance, disaster response and recovery, and historical environmental preservation.The chapters are contributed by researchers working at the forefront of the field.It provides only a glimpse into the vast literature that awaits further exploration and engagement in the future. The book is suitable for upper undergraduate students, graduate students, and researchers interested in environmental problems, sustainability and resilience, disaster mitigation and response, and regional development in Asian contexts, particularly Japan.It is well-suited for courses in anthropology, geography, sociology, urban and regional planning, political science, Asian studies, and environmental studies.
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Innovation in Music: Technology and Creativity
Innovation in Music: Technology and Creativity is a groundbreaking collection bringing together contributions from instructors, researchers, and professionals.Split into two sections, covering composition and performance, and technology and innovation, this volume offers truly international perspectives on ever-evolving practices. Including chapters on audience interaction, dynamic music methods, AI, and live electronic performances, this is recommended reading for professionals, students, and researchers looking for global insights into the fields of music production, music business, and music technology.
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Fashion and Environmental Sustainability : Entrepreneurship, Innovation and Technology
The wide range of topics that the book covers are organised into sections reflecting a cradle to grave view of how entrepreneurial, innovative, and tech-savvy approaches can advance environmental sustainability in the fashion sector.These sections include: sustainable materials; innovation in design, range planning and product development; sustainable innovations in fashion supply chains; sustainable innovations in fashion retail and marketing; sustainable alternatives for end-of-life and circular economy initiatives; and more sustainable alternative fashion business models.
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Conflict Resilience : Negotiating Disagreement Without Giving Up or Giving In
Two former Harvard faculty—one an internationally-recognized negotiator and conflict management expert from Harvard Law, the other a leading behavioral neurologist and cutting-edge scientist from Harvard Med—join forces to introduce conflict resilience: the radical act of sitting in and growing from conflict to break the bad habits that sabotage our politics, workplaces, and most important relationships. Conflict is getting the better of us. From our homes and community centers to C-Suites and Congress, disagreements are happening everywhere, with increasing frequency, and are being treated like zero-sum games that allow little margin for error and even less room for productive conversations.This puts a tremendous and untenable strain on our most important relationships and institutions. Unable or unwilling to negotiate conflict with skill, we ignore it or avoid it for as long as possible; when we are forced to face it, we escalate everyday disagreements and temporary flare-ups as if they’re life-and-death.Neither approach addresses underlying issues, promotes stronger relationships, or yields satisfying results. But there is a solution: a combined skillset and mindset that Bob Bordone calls “conflict resilience”—the ability to sit genuinely with and grow from disagreement.In this powerful, hopeful book, he and renowned neurologist Joel Salinas, MD, combine the inner mechanics of conflict—literally what’s going on in our bodies and our brains during moments of distress—with a groundbreaking three-step framework for how to navigate it:NAME (& dig deep)EXPLORE (& be brave)COMMIT (& own the conflict)In a time of increasing polarization, where consensus, agreement, and problem-solving can sometimes feel elusive, Conflict Resilience provides practical solutions to a common dilemma: How do you handle disagreements and differences with integrity while finding a way to create strong, deep, and lasting relationships?Conflict Resilience is not another book about conflict resolution, nor is it about problem solving.Conflict Resilience combines practical applications of advanced conflict management and study of the human brain to teach anyone how to turn conflict and negotiation into an act of union.This book provides the most cutting-edge and scientifically-grounded tools for driving agreement when possible and for empowering you to disagree better when the differences cut deep and the relationships matter most.This is a chance to bring people together, and an invitation to radically transform how we interact with our friends and families, our co-workers, our students, and our neighbors—anyone with whom we find ourselves in disagreement.
Price: 25.00 £ | Shipping*: 3.99 £
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What is a friendship conflict?
A friendship conflict is a disagreement or dispute between friends that can arise from various sources such as miscommunication, differing expectations, jealousy, or betrayal. These conflicts can cause tension, hurt feelings, and strain the relationship between friends. Resolving friendship conflicts requires open and honest communication, empathy, and a willingness to understand each other's perspectives in order to find a mutually agreeable solution.
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What is a family conflict?
A family conflict is a disagreement or tension between members of a family that can arise from various sources such as differing values, beliefs, or personalities. These conflicts can manifest in different ways, including arguments, misunderstandings, or even physical altercations. Family conflicts can have a significant impact on the emotional well-being and relationships within the family, and it is important to address and resolve them in a healthy and constructive manner.
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In what conflict are you?
I am not involved in any conflict. I am an artificial intelligence designed to assist and provide information to users. My purpose is to help with tasks and answer questions to the best of my abilities. If you have any specific questions or need assistance, feel free to ask.
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What does conflict competence mean?
Conflict competence refers to the ability to effectively navigate and manage conflicts in a constructive manner. It involves skills such as active listening, empathy, communication, and problem-solving to address disagreements and reach mutually beneficial solutions. Conflict competent individuals are able to remain calm, respectful, and open-minded during conflicts, leading to more positive outcomes and stronger relationships. Developing conflict competence is important in both personal and professional settings to promote understanding, collaboration, and growth.
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