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Today's married employees are typically part of dual career couples. This makes it increasingly difficult for married female employees to find the time to fulfill the commitment to home, spouse, children, parents and friends. They are increasingly recognizing that work is infringing on their personal lives, and they are not happy about it. For example, recent studies suggest that employees want jobs that give them flexibility in their work schedules so that they can better manage work-life conflicts. Organizations that don't help their female employees achieve work-life balance will find it increasingly difficult to attract and retain the most capable and motivated employees. The present study intends to identify the major causes and remedies of work-life conflict which the working married women face in the current scenario. Married female professionals with children (n=100) were interviewed to examine the grave issues related to work-family conflict and HR remedies. It also intends to make the organizations realize the importance of family friendly work arrangements so as to have a joyful organization. Basic descriptive statistics were conducted and qualitative data from the interviews were evaluated. This data analysis produced a set of pie charts that illustrated respondents' concern for work-family balance.

Intro -- CONTENT -- Introduction -- Zdeněk Kříž 1. THE NEVER ENDING INTERNATIONALRELATIONS STORY: THEORIES DEALING WITHTHE CAUSES OF WARS -- 1.1 Introduction -- 1.2 Biological and psychological theoriesabout the causes of wars -- 1.3 Marxism and neo-Marxism -- 1.3.1 Key assumptions of the Marxist Social Theory -- 1.3.2 The causes of war in the political theory of Marxism -- 1.3.3 The neo-Marxist varieties -- 1.4 Liberal theories -- 1.4.1 General features -- 1.4.2 The impact of economic cooperation -- 1.4.3 The role of international institutions -- 1.4.4 The Democratic Peace Theory -- 1.5 Realism and neorealism -- 1.5.1 Realism -- 1.5.2 Neorealism -- 1.6 Conclusion -- Kateřina Fridrichová 2. HUMANITARIAN INTERVENTION -- 2.1 Introduction -- 2.2 Legalist approach -- 2.3 Sovereignty -- 2.4 Solidarists' approach -- 2.5 Responsibility to Protect -- 2.6 Humanitarian intervention criteria -- 2.7 Short history of humanitarian interventions -- 2.8 Conclusion -- Zinaida Shevchuk 3. TOWARDS A TYPOLOGY OF ARMED CONFLICT -- 3.1 Introduction -- 3.2 Typology of conflict by its actors -- 3.3 Conflict typology by process - violence intensity -- 3.4 Competing goals: typology of issues at stake in armed conflicts -- 3.4.1 Ethnic conflict -- 3.4.2 Conflict over political arrangements -- 3.4.3 Ideological confrontation and its consequences -- 3.4.4 Economic conflict -- 3.4.5 Territorial cross-border conflict -- 3.5 Conclusion -- Jana Urbanovská 4. THE ROLE OF INTERNATIONALORGANIZATIONS IN CONFLICT RESOLUTION -- 4.1 Introduction -- 4.2 The United Nations -- 4.3 The North Atlantic Treaty Organization -- 4.4 The European Union -- 4.5 The Organization for Security and Co-operation in Europe -- 4.6 Conclusion -- Martin Chovančík 5. MANAGING ARMED CONFLICTAND THE USE OF ARMS EMBARGOES -- 5.1 Introduction -- 5.2 Conflict management -- 5.3 Arms embargoes.

Purpose– This paper aims to present findings from a research project that examined the contribution of a third partner in an encounter among three groups: Palestinian/Arab–Israelis, Jewish–Israelis and Germans. In recent decades, planned intergroup encounters have played an important role in conflict management, reconciliation and peace-building. Nearly all models use a dyadic structure, based on an encounter between two rival groups mediated by a third party.Design/methodology/approach– The study was based on a year-long academic collaboration and two encounters between social work students from Israel and Germany (15 each). The central issues addressed were personal and collective identity; personal, familial and collective memory; and multicultural social work practice that were present in the encounter with the "other". Participants were heterogeneous in terms of gender, ethnic background and religion, inviting exploration of personal and professional meanings. Using 15 in-depth interviews with Israeli participants, we identified and analyzed the personal and interpersonal processes occurring during these encounters.Findings– Jewish and Arab participants positioned themselvesvis-à-visthe German group in two main configurations (singular identities and multiple multifaceted identities), which alternated according to the contexts to which the larger group was exposed, and in congruence with the developmental stage of group work.Originality/value– The findings suggest that a "third" partner can significantly contribute to an intergroup encounter by reflecting on the relationship created between rival parties to a dyad, thereby helping them deconstruct their binary "us-versus-them" relationship.

PurposeThis study examines the structure and dimensionality of organizational justice in a workplace mediation setting. It has three purposes: to determine whether the procedural and interpersonal justice factors in the four‐factor model of organizational justice can be split, thereby providing support for a six‐factor model; to identify how the split factors relate to other factors in the model; and to uncover any differences in employee and supervisor perceptions of organizational justice in workplace mediation.Design/methodology/approachConfirmatory factor analysis is used to explore the fit of four different models of organizational justice. The paper examines cross factor correlations to assess the strength and relationships among factors and to look for differences between employees and supervisors.FindingsIt is found that a six‐factor model of organizational justice provides the best fit for the data and that factor relationships differ little for employees and supervisors.Research limitations/implicationsThis is a field test of REDRESS®, the USPS employment mediation program which uses transformative mediation. The study has important theoretical and research implications for organizational justice and workplace mediation.Practical implicationsThe study has practical implications for organizational conflict management and dispute system design.Originality/valueOrganizational justice has not been adequately explored within the context of workplace mediation. The study is unique in that it concurrently examines multiple factors of organizational justice, using a large, longitudinal dataset from an internationally recognized workplace mediation program.

There is a tendency of similar idea that caught the conflict prevention and management efforts nowadays to the articles of the Charter of Medina which was religious-based and containing the theory of civil society. It I mostly on the handling of conflict which tends to take preventive measures and to stop the conflict directly, as well as making a comprehensive synergistic effort to mange conflict. Conflict prevention is a core component of a comprehensive Conflict Management Program. This paper explores the conflict that occurred in Ponianak between a group of people from ethnic Dayak and members of an Islamic organization in 2012 which includes an important lesson for the people of West Kalimantan, both for the government and the community elements especially in dealing with a dispute between different groups of people. An integrative prevention has been proven to be able to answer the question of handling a conflict that has a potential to escalate into a full-scale riot. This work concludes that an integrative conflict handling model may become a viable alternative model to be adopted by the community of West Kalimantan in particular and other societies in general. A synergic integrative conflict handling model that reflects local wisdom of the people of Pontianak is expected to inspire real peace for various communities with a multicultural background. Key words: multicultural, religious-based conflict, ethnicity, religion

The role of preventive diplomacy is to prevent the emergence of violent conflicts, to prevent on-going conflicts from spreading and to prevent the relapse of an already settled conflict. The purpose of this article is to critically assess the existing gaps within the concept of preventive diplomacy that render it less appropriate in preventing and managing African conflicts in the post-Cold War era. The article gives an overview of the historical development of preventive diplomacy, referred to as orthodox preventive diplomacy. It examines the existent missing link within the concept of orthodox preventive diplomacy, and explains why the concept was ineffective in resolving African conflicts and preventing their recurrence. In conclusion, it is asserted that, given the fact that both the character and the agents of conflicts changed from interstate to intrastate, a new preventive diplomacy is needed to successfully prevent deadly conflicts before they occur. A qualitative research method, with an exploratory approach, was adopted.

Argues that war is a social construction. In so doing, it unsettles the definition of intervention, as a coercive interference by one state in the affairs of another, to examine the range of communicative or 'diplomatic' practices which through their presence modify the experience of war

During their presidencies, both Virgilio Barco Vargas (1986-90) and Cesar Gaviria Trujillo (1990-94) sought to end the long-running armed disturbance by the leftist guerillas, narcotics traffickers, and paramilitary groups who were controlling many parts of Colombia. Their attempts to use peaceful means - including indirect bargaining, changes to the constitution to increase democracy, and modifications in the judicial system to make it more effective in suppressing the country's lawbreaking elements - marked a strategic break with the government's 150-year reliance on force.