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Why do some militarized interstate disputes involve multiple third party attempts to resolve the dispute, while others seemingly end before movement towards peace is possible? This article examines third party commitment to international conflict resolution. I argue that a third party's commitment reflects strategic interests, barriers to entry and the conflict's prospects for peace, which encourage third party involvement while having a dampening effect on their commitment. I also explore the role of bias in management onset and third party commitment. Analysis of conflict management in militarized interstate disputes from 1946 to 2001 offers significant support for the hypotheses. Adapted from the source document.

AbstractIn today's business environment, workplace conflict is a significant issue. Research in the conflict management discipline says that conflict in the workplace is on the rise and will continue to go up; however, many leaders and managers are not fully aware of structures and processes available to manage it. This article presents the results of a pilot study conducted in Broward County, Florida, of workplace leaders' and managers' awareness, perception, and use of conflict management systems and strategies. The findings reflect the lack of a clear definition of the issue, the absence of integrated conflict management systems within most organizations, and dissatisfaction with antiquated grievance systems. There is substantial opportunity for additional research.

Climate change is the largest and most complicated interdependent issue the world has confronted. Yet there is little negotiation and conflict management knowledge within the climate change context. To address this gap, this theoretical article reviews the sparse extant literature and provides a brief overview of the science of climate change public policy. This review establishes a foundation for examining negotiation and conflict management research questions that emanate from current and future climate change negotiations. Such questions are considered for climate change mitigation negotiations and climate change adaptation negotiations. This article demonstrates how the negotiation and conflict management field can make important contributions to the study of interdependency in a context of climate change. Adapted from the source document.

PurposeThe purpose of this paper is to examine the impact of collectivism on conflict management styles in Turkey and to help conflict management researchers and practitioners better understand conflict and conflict management in an international context.Design/methodology/approachSelf‐administered questionnaires with the ROCI scale were used in this study. Data were collected by surveying 244 managerial employees from both public and private organizations. Factor analysis and regression analysis were then used to explore the relationships between conflict management styles and different aspects of collectivism. Differences in demographic factors were also discussed.FindingsThis study shows Turkish people are more likely to use collaborating style, instead of compromising or avoiding as expected from a collectivistic culture. Further, different aspects of collectivism have different effects on Turkish conflict management styles: the importance of competitive success leads to preferences for competing style; the value of working alone leads to less collaboration; the norms of subordination of personal needs to group interest are positively related to more collaborating and accommodating; and the beliefs of the effects of personal pursuit on group productivity are positively related to more compromising.Originality/valueWhile Turkey has become more important in world markets, very few studies have been conducted to explore Turkish conflict management styles. This paper examines the ranking of preferences in conflict management methods in Turkey, as well as the impact of collectivism on different conflict management styles, which extends the understanding of cross‐cultural differences in conflict management.

Nations undergoing rapid economic growth require new institutions-both formal organizations and informal modes of interpersonal behavior. John Powelson develops a theory of institution-building to explain how nations choose such institutions, what kinds they prefer and why, and in what ways the institutions' effectiveness (essentially, their conflict-resolving capacity) may be measured. Originally published in 1972. The Princeton Legacy Library uses the latest print-on-demand technology to again make available previously out-of-print books from the distinguished backlist of Princeton Univer

This research examined the structure of self-construal of Chinese people and further detected the relationship between Chinese people's self-construal and their conflict management styles. Study 1 suggested that there were six types of self-construal in Chinese people, which could co-exist in one person. Study 2 demonstrated that Chinese people's self-construal could better predict their conflict management styles, which included eight styles: integrating style, compromising style, dominating style, obliging style, avoiding style, emotional expressing style, third party help, and neglect style. From the perspective of Ting-Toomey's face-negotiation theory, the present study's theoretical significance and the future research direction were discussed.

This article aims at exploring the conflict management mechanisms through social media that the pastors of the Nigerian Baptist Convention are using in their churches. Twenty pastors were randomly and purposively selected from the pool of Baptist church pastors in the Ibadan metropolis. Five key officers of the Nigerian Baptist Convention at the national level at its headquarters were also interacted with. Each of these pastors was orally interviewed. Some documents were used to substantiate or disprove the assertions of these pastors. It was revealed during the study that church members are faced with a lot of conflicts. It was also revealed that pastors have been unconsciously using various conflict management mechanisms to resolve these conflicts. Furthermore, the study revealed that pastors have started using social media to resolve conflicts. The study, therefore, recommends that Baptist pastors in particular and other pastors, in general, should be introduced formally to more conflict management mechanisms in order to more effectively and consciously resolve conflicts among their church members. The study also recommends that pastors should be more familiar with how to use social media to manage conflicts among their church members.

AbstractThis chapter presents a case study that illustrates the effectiveness of applying mediation techniques to the adoption process in order to maximize success in adoption management.

The 'frozen conflict' between the Moldovan central state and the separatist Transnistrian region has caused numerous security problems in the immediate neighbourhood of the EU – from flourishing criminal networks to a controversial Russian military presence. This article examines how the EU has responded to these security challenges, both on a rhetorical and practical level. The theoretical framework that guides the analysis assumes that in contrast to earlier concepts of the EU as a foreign policy actor, in particular the civilian and normative power Europe concepts, the EU is not a singletype actor. EU foreign policy is rather characterized by two conflicting approaches: on the one hand, by a security provider approach and, on the other hand, a security consumer approach. In the case of EU conflict management in Moldova, it is argued that the EU has turned from a passive security consumer into an emerging security provider, though the possibility exists that due to Russia's influence the EU may become once more a security consumer.

Human-wildlife conflict is increasingly being recognised as containing strong elements of social conflict. The extent to which stakeholders regard a management system as being just and fair is a key social dimension of conflict. This paper investigates the perceptions of justice regarding the carnivore conflict in Norway among sheep farmers, environmentalists and indigenous reindeer herders usingQ methodology. Three significant perspectives on environmental justice were identified, which we labelled the Carnivore Advocates (containing most environmentalists), the Carnivore Sceptics (containing most of the sheep farmers and reindeer herders) and the Bureaucratic Carnivore Sceptics (containing the remaining sheep farmers and a reindeer herder). The widest disagreement was over what constitutes environmental harm and environmental goods and how the costs and benefits should be distributed, indicating that fundamental differences in values and perceptions underlie the intractability of this conflict. However, the results of this study suggest that thewidespread conceptualisation of justice as strictly a matter of equitable distribution of costs and benefits is incomplete. Recognition justice, in the form of acknowledging group identity, lifestyle, knowledge and viewpoints, and seeking mutual respect for differences constituted a good in itself for all stakeholders. It cannot therefore just be viewed as a means to establish equitable distribution of goods and harms. Issues related to participatory justice were also identified, but were not attributed great importance. These results confirm the common assumption that the carnivore conflict in Norway is highly polarised. Because the two poles differ fundamentally in their value perceptions regarding carnivores and how that relates to their sense of identity, we characterise the human-wildlife conflict in Norway as a "wicked problem" where decisions regarding the management of carnivores is going to entail political prioritisation of one viewpoint over the other. Environmental justice Carnivore conservation Human-wildlife conflict Carnivore management and policy ; acceptedVersion