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PurposeThe purpose of this study is to test how individuals' emotion reactions (fear vs anger) to expressed anger influence their intended conflict management styles. It investigates two interventions for managing their reactions: hot vs cold processing and enhancing conflict self-efficacy.Design/methodology/approachHypotheses were tested in two experiments using an online simulation. After receiving an angry or a neutral message from a coworker, participants either completed a cognitive processing task (E1) or a conflict self-efficacy task (E2), and then self-reported their emotions, behavioral activation/inhibition and intended conflict management styles.FindingsFear is associated with enhanced behavioral inhibition, which results in greater intentions to avoid and oblige and lower intentions to dominate. Anger is associated with enhanced behavioral activation, which results in greater intentions to integrate and dominate, as well as lower intentions to avoid and oblige. Cold (vs hot) processing does not reduce fear or reciprocal anger but increasing individuals' conflict self-efficacy does.Research limitations/implicationsThe studies measured intended reactions rather than behavior. The hot/cold manipulation effect was small, potentially limiting its ability to diminish emotional responses.Practical implicationsThese results suggest that increasing employees' conflict self-efficacy can be an effective intervention for helping them manage the natural fear and reciprocal anger responses when confronted by others expressing anger.Originality/valueEnhancing self-efficacy beliefs is more effective than cold processing (stepping back) for managing others' anger expressions. By reducing fear, enhanced self-efficacy diminishes unproductive responses (avoiding, obliging) to a conflict.

"This book addresses the challenges of international intervention in violent conflicts and its impact on groups in conflict. When the international community intervenes in a violent internal conflict, intervening powers may harden divisions, constructing walls between groups, or they may foster transformation, soften barriers and build bridges between conflicting groups. This book examines the different types of external processes and their respective contributions to softening or hardening divisions between conflicting groups. It also analyses the types of conflict resolution strategies, including integration, accommodation and partitioning, and investigates the conditions under which the international community decides to pursue a particular strategy, and how the different strategies contribute to solidification or transformation of group identities."--

This study aims to explore the principal's role in the resolution of conflicts and in the management of human resources. The basic purpose of this article is to study the issue of conflict in primary schools and the role of the principal in resolving it. In addition, it aims to clarify the role and the contribution of the principal as a school leader from the viewpoint of the principals themselves but also from the viewpoint of the teachers. The analysis was conducted based both on theoretical and empirical approaches. The basic research questions of this study were: i) the frequency and the reason for the conflicts, ii) the participants personal opinions about the conflicts and iii) the description of the main role and the characteristics that an effective school-leader should exhibit. The results revealed that there are conflicts between principals and teachers to a large extent. Finally, according to the analysis of the results it was ascertained that there are inconsistencies between the views of teachers and principals, in several parts of the research, and this probably can be attributed to the differences in their roles.

This article attempts to assess the role of courts and other adjudicative institutions in the definition, interpretation, and management of conflict. Understanding the function of courts requires an understanding of a society's entire range of conflict management mechanisms. Particular emphasis is placed on those variables most likely to determine where and how conflicts will be solved.Adjudicative institutions can be effectively differentiated by a typology which measures the level of formality in procedures and the degree of "publicness." The structure of a dispute-resolving institution will have an important effect on which disputes are presented to it and how they are decided. The nature of the dispute, goals of the disputants, social context, and political culture are also important variables.Government has an important stake in the manner in which disputes arise and are resolved. It may promote or require the resolution of some disputes in the courts while allowing others to be resolved in less public and formal arenas. Formal litigation may provide a model for private dispute resolution. It may also absorb and deflect grievances before they escalate into more organized and intense demands on the political system. Finally, litigation may have an important effect on system stability by promoting support for regime values.

Intro -- Contents -- Acknowledgments -- Organizations and Acronyms -- 1 Introduction -- 2 Deconstructing the Discourse of Conflict and Culture -- 3 Auto-Narrative -- 4 Competing Narratives -- 5 Negotiating a New Narrative -- 6 Rendering the Past into Meaning -- 7 Turning Points of Reason -- 8 Conflict and Terrorism: Lessons for the Practitioner -- Appendices -- A: Survey of Bombings and Burnings -- B: Doukhobor Groups and Their Representatives -- C: Non-Doukhobor EKCIR Representatives -- D: Rules of Procedure for the EKCIR -- Notes -- References -- Index -- A -- B -- C -- D -- E -- F -- G -- H -- I -- J -- K -- L -- M -- N -- O -- P -- R -- S -- T -- U -- V -- W -- Y -- Z.

As cities become more diverse, interminority relations are increasingly important. An examination of the controversy between blacks and Korean Americans over liquor stores in South Central Los Angeles reveals some obstacles to rainbow coalitions. But the ability of key leaders to sustain a nonracial discourse also allowed the conflict to be managed within certain bounds. This case study indicates the need for more subtle distinctions than simply coalition and conflict in interminority relationships and the value of more fully exploring the different ways in which interminority conflict can be managed.