Category Archives: conflict management

Case Studies on Conflict Management

A Case Study on Natural Resource Conflict Management

A Case Study about Natural Resource Conflict Management

Introduction: Natural resource management is in many ways a form of conflict management. Traditions, customs, rules, laws and policies dealing with issues of access to, and use and management of, natural resources all aim to bring order and predictability to situations where competition and conflicting interests – even in the smallest communities – are present. Such institutions and practices can be termed “proactive” responses seeking to manage the potential for tension and conflict. Although resource management and conflict management are closely linked, only recently have policy-makers, State resource managers, practitioners, academics and others attempted to address the connection.

Case Study on Natural Resource Conflict Management

This recent attention may reflect a growing awareness of the scope, magnitude and implications of natural resource conflicts. Increased competition for natural resources among multiple stakeholders with diverse interests is occurring worldwide within the current trends of globalization, democratization, decentralization and urbanization. Given this new situation, communities often have a greater need and opportunity to participate in sustainable resource management. Along with these new needs and opportunities there are often tensions and conflicts, including disagreement over access rights and lack of consensus on management objectives. Keep reading…

Comments

Filed under conflict management, HR

A Case Study on Managing Conflict around Contested Natural Resources

Case Study about Managing Conflict around Contested Natural Resources

The case study presented here summarizes conflict management processes around contested forests in Rusitu Valley in Zimbabwe. It illustrates how governments and outside agencies ignore local management systems and institutions and try to impose new ones with the support of national legislation. External actors, both government and non-governmental, are all agreed on the need to save two unique forest patches from destruction by the local people. There is no agreement, however, on how best to do it. For a long period of time (between 1974 and 1993) there was no effective communication between external agencies and the local community. This resulted in a conflict situation that manifested itself in various ways, including arrests and fines being imposed on local people, and local people in turn causing bush fires and cultivating crops on the fringes of the forests.

Case Study on Managing Conflict

The case study presented here helps us understand conflict management processes around protected areas or other contested resources, particularly woodlands. In order to manage such conflict situations, there is need to open up channels of communication between the conflicting parties. In this particular case, participatory methods were adopted in order to initiate dialogue with the local communities and establish the key areas of conflict. This was done mainly through a series of participatory rural appraisal (PRA) sessions facilitated by a non-governmental organization (NGO). These exercises were later complemented by the efforts of a third neutral party, the District Administrator for Chimanimani District, who brought all the parties together for discussions and to plan the way forward. Keep reading..

Comments

Filed under conflict management, HR

A Study for Escalation Dynamics and Conlict Termination in Cyberspace

A Study on Escalation Dynamics and Conlict Termination in Cyberspace

Evolving or Escalating Conlict: he phenomenon of escalation is a change in the level of conlict (where level is deined in terms of scope, intensity, or both) from a lower (perhaps nonexistent) to a higher level. Escalation is a fundamentally interactive concept in which actions by one party trigger other actions by another party to the conlict. Of particular concern is a chain reaction in which these actions feed of one another, thus raising the level of conlict to a level not initially contemplated by any party to the conlict. Escalation can occur through a number of mechanisms which may or may not be operative simultaneously in any instance.6 It includes four basic types: deliberate, inadvertent, accidental, and catalytic.

case study on Cyberspace

Inadvertent escalation occurs when one party deliberately takes actions that it does not believe are escalatory but which are interpreted as escala­tory by another party to the conlict. Such misinterpretation may occur because of incomplete information, lack of shared reference frames, or one party’s thresholds or “lines in the sand” of which other parties are not aware. Communicating to an adversary the nature of any such thresholds regarding activity in cyberspace may be particularly problematic, even under normal peacetime circumstances. keep reading…

Comments

Filed under Computers and IT, conflict management, HR, Technology

A Case Study of India and Norway in Sri Lanka: Role of a Third Party In Conflict Resolution

A Case Study about India and Norway in Sri Lanka: Role of a Third Party In Conflict Resolution

The unremitting communal violence between the Tamil and sinhala populace in sri lanka has been plaguing the country and has claimed more than 60,000 lives over the last 25 years. sri lanka is a multi-ethnic, multireligious and multilingual country inhabited by Buddhists, hindus, Muslims, and Christians. The Tamil population constitutes the largest minority group, i.e. 18 per cent. The prime factor that triggered this conflict was discrimination against Tamils through government policies in five main areas: land, language, education, employment, and power sharing.

Case Study on Third Party In Conflict Resolution

Further developments in this regard sowed the seeds of what has become a protracted and violent conflict that was particularly exacerbated by the antiTamil riots of 1958, 1977–78, and 1983.1 different techniques of conflict management were applied to manage this ethnic conflict, particularly two-party negotiations (i.e. the Bandaranaike–Chelvanayakam Pact, 1957; and the senanayake–Chelvanayakam Pact, 1965), and mediation (the indo-lanka accord, 1987; and the Ceasefire agreement 2002 under norwegian facilitation). Keep reading…

Comments

Filed under Concepts, conflict management, HR

Case Study for Conflict Resolution: Belgium

Case Study on Conflict Resolution: Belgium

Summary : As two Belgians working on conflict resolution at the U.S. Institute of Peace, we were used to receiving numerous questions from colleagues about Belgium’s federalism, constitutional arrangements and language and education policies. In the literature on peace and conflict, Belgium’s creative yet complicated institutional arrangements and policies often serve as a model for multiethnic states emerging from armed conflict. Yet lately colleagues have stopped asking those questions and mostly inquire about the country’s internal tensions, as news about Belgium’s entrenched political impasse has reached this side of the Atlantic.

Case Study on Conflict Resolution

The negotiation process in Belgium faces significant challenges. After many months of tense closed-door negotiations and mudslinging in the media, the mutual trust has dissipated, reducing the parties’ willingness to compromise. Moreover, the maximum degree of reform Walloon parties can settle with is by far insufficient to Flemish nationalists, whose package of demands is considered unacceptable in Wallonia.The presence of sufficient political will also remains questionable. A successful agreement could remove identity politics—Flemish nationalists’ electoral bread and butter—off the political agenda. keep reading…

Comments

Filed under conflict management, HR

A Case Study of Intolerance in Contemporary African Societies

A Case Study about Intolerance in Contemporary African Societies: Conflict Resolution in the Sudan

Abstract: Intolerance in the contemporary African societies has been best manifested in bitter wars, loss of lives and property, rampant violation of human rights and in some cases total lack of law and order creating chaos in the continent. The complexities of such conflicts vary from one country to another making it impossible for the organizations concerned to find one single mechanism for conflict resolution. A lot more is to be done by the churches and the world bodies to explore common factors in social conflicts; to sensitize the participants in matters of religious tolerance, justice and peace; to highlight support and encourage the role of churches and other groups in promoting dialogue among the warring protagonists.

Case Study on Conflict Resolution

Introduction: The Sudan case is rather unique and more intricate than the rest of the African countries in similar situations. For example, Sudan became independent in 1956, forty one (41) years ago, and ever since it has been in conflict with itself. Many serious peace negotiations and agreements have been initiated but in vain. A question is usually asked: what is the problem bothering the Sudan? The case of the Sudan conflict centres on the question of “Self determination” demanded by the African South but rejected by the Arab North since British colonial rule (1898 – 1952) until to date. The reasons behind this demand arose from conflict of interests between the North and the South. The Southerners have always strongly believed that the Northerners have been subjugating them politically: exploiting them socially and economically; dominating and assimilating them culturally, racially and religiously. Keep reading…

Comments

Filed under conflict management, HR

Conflict with a funder: the Kaleidoscope experience


‘We dug our heels in and decided to fight. We lobbied our local MP and local Councillors, explaining that we were in conflict with the health authority and why. Clients also helped by writing personal letters. We held public meetings and managed to get press coverage.’ All in all the conflict lasted for two years. The health authority owed Kaleidoscope over £150,000, which put a severe strain on the organization. Some services were cut. But the management committee and staff were both behind the decision to fight, and the health authority eventually honored its contract.

refer to the case

Register to mark your comments

Comments

Filed under conflict management

The Entente in World War I: A Case Study in strategy formulation in an Alliance

The purpose is to stimulate thought on the management of business alliances by considering the mismanagement of relationships between the allies. read ahead

Register to mark your comments

Comments

Filed under Business Strategy, conflict management, How To, International Business

Case Studies In Communication Challenges And Conflict Management for Clinicians

Can We Talk? Is a case based small group activity (6-10 students, 1 faculty facilitator) designed to promote thought, discussion and skill development regarding conflict management and problematic communication that can occur in clinical settings. Each case begins with a provocative, scene setting video.




Communication Challenges

The module is embedded in PowerPoint, with questions posed to prompt discussion, followed by take home messages and suggested approaches. Users can pick amongst the case, selecting those that fit their curricular needs. The topics covered include: communicating with angry family members, unprofessional interactions between clinicians, initiating discussions about code status, dealing with hard to meet patient expectations, culture and health care decision making, disclosure of medical errors, and providing care outside the typical MD-patient relationship. Click here to read more…



Register to mark your Comments




Comments

Filed under conflict management, HR

Maruti Suzuki Faces Costly Shutdown After Factory Riot

Mumbai: Carmaker Maruti Suzuki, a manager killed and 90 employees in jail after workers rioted at its second-largest factory, faces a lengthy shutdown that could cost it $15 million a day and disrupt supplies of its most popular hatchback, the Swift.


Police said they want to detain the entire workforce of 3,000 at the Manesar factory in Haryana, where workers rampaged on Wednesday after a disciplinary incident with a single employee. Scores were injured and a portion of the factory’s vehicle assembly line was burned out.


“This definitely mars the overall investment sentiment for the stock,” said Navin Matta, auto analyst at Daiwa Capital Markets in Mumbai, adding that the lack of clarity on the length of the slowdown was a cause for concern. Click here to read more…

Maruti Suzuki Faces Costly Shutdown After Factory Riot

Register to mark your Comments

Comments

Filed under conflict management, Employee Relations, Exclusive Articles, HR