REFLECTIVE REVIEW - M3.14 MANAGING CONFLICT IN THE WORKPLACE |Centre Number |Centre Name | |Candidate Registration No |Candidate Name | |Please use the headings shown below |Assessment Criteria | |
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com/sites/dl/free/0070979960/894027/lew79960_chapter02.pdf http://polaris.umuc.edu/~bgoodale/admn628/0402/lesson9.html Review the assigned pages of Chapter 5 in your course text‚ The Dynamics of Conflict Resolution. Focus on emotional resolution. Review Chapter 8 in your course text‚ The Dynamics of Conflict Resolution‚ and pay particular attention to the approaches of negotiation (distributive‚ integrative‚ interest-based‚ and positional). Review the article‚ "Address the concern‚ not the emotion." Note the
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Why do disputes over natural resources sometimes turn violent while others don’t? The following analysis will contribute to the debate over why natural resource disputes in particular regions turn into violent conflict in comparison to others. In order to address this question‚ it is crucial to understand the historical‚ economic‚ political and cultural context in which these conflicts arise. The approach taken in this essay is one that sees the exploitation of natural resources as only one of several
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informed people. Three possible causes of conflict and their causes at Willows Discount Stores are discussed below:- * Differences in attitude If there are differences in attitude it is very difficult to overcome in an attempt at conflict resolution‚ because a certain attitude may remain‚ even if there is a proof that the beliefs and values on which is based are false. Conflict can therefore only be resolved by creating new positive attitude‚ and not by altering old‚ negative ones. * Information
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early stage; (c) deciding promptly which issues need full investigation and trial and accordingly disposing summarily of the others; (d) deciding the order in which issues are to be resolved; (e) encouraging the parties to use an alternative dispute resolution(GL)procedure if the court considers that appropriate and facilitating the use of such procedure; (f) helping the parties to settle the whole or part of
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PAMBARANGAY(KP) (Implementing Rules and Regulations (IRR)) • Provides for the amicable settlement of disputes at the barangay level‚ As a compulsory alternative to the formal adjudication of disputes KP IRR SECTION 2. Construction • These rules shall be liberally construed in order to promote their object of assisting disputants to obtain a just‚ speedy and inexpensive amicable settlement of disputes at the barangay level. KP IRR SECTION 3. Scope These Rules shall govern the establishment‚ administration
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is the incidence of land disputes increasing‚ they are becoming increasingly serious too. Many lives have already been lost while property with a value running into hundreds of millions has been destroyed. The stress‚ bereavement impoverishment‚ disruption of social life and insecurity caused by these conflicts is enormous and is inimical to the development of the communities concerned. This article presents a critical analysis of one such conflict - the ongoing dispute between the Aguleri and Umuleri
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Hence‚ Kremenyuk‚ VA (1988) notes that negotiation can therefor be seen as a human process that is related to problem solving and thus “towards a peaceful means of dispute resolution”. In this regards‚ we can view negotiation as a reality of culture as it values a “code of conduct” that is used for “civilized ways of solving disputes”. Perceptions and behaviors Different cultures will have an impact on the way individuals react and behave during international negotiations. We can argue that self-assumptions
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process can occur at a personal level‚ as well as at a corporate or international (diplomatic) level. Negotiations typically take place because the parties wish to create something new that neither could do on his or her own‚ or to resolve a problem or dispute between them.[2] The parties acknowledge that there is some conflict of interest between them and think they can use some form of influence to get a better deal‚ rather than simply taking what the other side will voluntarily give them.[3] They prefer
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MANA 4340‚ Section 00586 TTH: 2:30 – 4:00pm. Room 128 MH Professor: Dr. Roger N. Blakeney Table of Content I. Introduction II. Negotiation A. The Western View: Direct confrontation B. Types of Negotiations: Transactional and Dispute Resolutions C. Forms of Negotiation: Distributive and Integrative III. Culture A. Individualism vs. Collectivism B. Egalitarian vs. Hierarchy C. High vs. Low-Context communication IV. Culture and Context in Negotiation A. Culture as
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