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Revolution Flawless Foils Conflict
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Change, Conflict and Community
The cost to business of unresolved conflicts is high; tribunals, loss of productivity, resignations and damaged reputations are serious consequences for all concerned.With increased organizational change in the form of changes in leadership, restructuring, downsizing, matrix management, mergers, acquisitions and systems changes comes increased political activity and the potential for either increased learning and growth or tension and unproductive conflict. Change agents, HR practitioners and managers need to be skilled at empowering others to use or resolve conflict effectively for a more productive working environment and greater employee satisfaction.Change, Conflict and Community takes readers through the essential theory and hands-on practice of working with change and conflict by considering:* How we can increase our understanding of the tensions that often exist when change is ever present in the organization* How to work more effectively with the dynamic relationship between change and conflict* How the idea of “community” can help us to work with the energy of change and human interactionBarbara Kenton is a freelance consultant and Director of WHooSH Whole Systems Health.She is an experienced consultant, mediator, facilitator, coach and trainer with over 25 years' experience as a manager and development specialist working with individuals, teams and organizations both in the UK and internationally.She has published a number of articles on the role of the internal consultant and challenges facing those in HR.She is a qualified workplace and community mediator. Suzanne Penn is an independent consultant, facilitator and coach with 20 years' experience in the HR and Organization Development field.She has worked as an internal and an external practitioner across all sectors and industries in the UK, mainland Europe and the US.A previous Assistant Director at Roffey Park Management Institute, she brings to this book particular expertise in leadership development, group facilitation, strategic HR and organizational change and culture.The HR SeriesThe HR Series is edited by Julie Beardwell, Principal Lecturer in Human Resource Management at DeMonfort University, and Linda Holbeche, Director of Research and Policy at CIPD, and is designed to plug the gap between theory and implementation.The books draw on live examples of strategic HR in practice and offer practical insights into how to transform individual and functional delivery to improve value-added.Intended for serious HR professionals who aspire to make a real difference within their organization, The HR Series provides resources to inform, empower and inspire the HR leaders of the future.
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Conflict, Power, and Organizational Change
A capacity for learning, adapting, and changing is an important facet of organizational resilience.What is involved in generative organizational change?Is it an event, a process, or constantly ongoing? What makes organizational change "good" for the organization?Who has the power to decide what is "good" for the organization and its members?How is it decided? What if there is strong disagreement or conflict? How is that handled? What is the role of organizational members and leaders in these discussions?As these questions demonstrate, the triad of change, power and conflict are intimately linked.The purpose of this book is to explore the topics of change, power and conflict as they relate to the experiences of everyday organizational life.It will provide readers the opportunity to reflect critically on their own local experience and involvement in organizations and to glean actionable wisdom for meaningful engagement and impactful contributions to their organization(s) in the present and future. Conflict, Power, and Organizational Change will be of interest to students, researchers, academics and professional colleagues interested in the fields of business and organizational studies, especially those wanting to get acquainted with the concepts of change, power and conflict in contemporary organizational settings.
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Conflict Graffiti : From Revolution to Gentrification
This study examines the waves of graffiti that occur before, during, and after a conflict—important tools of political resistance that make protest visible and material. Graffiti makes for messy politics. In film and television, it is often used to create a sense of danger or lawlessness.In bathroom stalls, it is the disembodied expression of gossip, lewdness, or confession.But it is also a resistive tool of protest, making visible the disparate voices and interests that come together to make a movement. In Conflict Graffiti, John Lennon dives into the many permutations of graffiti in conflict zones—ranging from the protest graffiti of the Black Lives Matter movement in Ferguson and the Tahrir Square demonstrations in Egypt, to the tourist-attraction murals on the Israeli Separation Wall and the street art that has rebranded Detroit and post-Katrina New Orleans.Graffiti has played a crucial role in the revolutionary movements of these locales, but as the conflict subsides a new graffiti and street art scene emerges—often one that ushers in postconflict consumerism, gentrification, militarization, and anesthetized forgetting. Graffiti has an unstable afterlife, fated to be added to, transformed, overlaid, photographed, reinterpreted, or painted over.But as Lennon concludes, when protest movements change and adapt, graffiti is also uniquely suited to shapeshift with them.
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What is the difference between an evaluation conflict, a relationship conflict, and a distribution conflict?
An evaluation conflict arises when there are differing opinions on the quality or effectiveness of work or ideas. This type of conflict is focused on the merit of the work itself. Relationship conflicts, on the other hand, involve interpersonal tensions and issues between individuals, often unrelated to the work itself. Distribution conflicts occur when there are disagreements over the allocation of resources, such as money, time, or responsibilities. Each type of conflict requires different approaches and strategies for resolution.
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What is the difference between interrole conflict and intrarole conflict?
Interrole conflict occurs when the expectations of different roles a person holds are in conflict with each other. For example, a person may experience interrole conflict when the demands of their work role conflict with the demands of their family role. On the other hand, intrarole conflict occurs when the expectations within a single role are in conflict with each other. For instance, a manager may experience intrarole conflict when they are torn between being supportive and being assertive with their team members. In summary, interrole conflict involves conflicts between different roles, while intrarole conflict involves conflicts within a single role.
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What is the difference between a conflict and a social conflict?
A conflict is a general term that refers to any disagreement or struggle between two or more parties. It can be personal, professional, or societal in nature. On the other hand, a social conflict specifically refers to a disagreement or struggle between different social groups or classes within a society. Social conflicts often involve issues related to power, resources, and social inequality, and they can have a significant impact on the functioning of a society as a whole.
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What is the difference between an intrarole conflict and an interrole conflict?
Intrarole conflict occurs when an individual experiences conflicting demands within a single role, such as when a manager is torn between two equally important tasks. On the other hand, interrole conflict arises when there are conflicting demands between different roles an individual occupies, like when a person struggles to balance their responsibilities as a parent and as an employee. Essentially, intrarole conflict involves conflicts within a specific role, while interrole conflict involves conflicts between different roles.
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Picturing Peace : Photography, Conflict Transformation, and Peacebuilding
How can photographers, curators, and editors convey narratives of peace and not just stories of war?Providing interdisciplinary and international perspectives on timely debates, Picturing Peace explores humanitarianism and visual culture, community collaboration, collective memory, and imagined futures for creating and sustaining of civil societies.How things look and are perceived are not superficial issues; when it comes to war and conflict, photography is vitally relevant not only to documenting violence, but also to rebuilding peaceful societies. Genealogies of photographic representation and conflict; ethical questions related to the gaze and decolonisation; the significance of archival material for reassessing the cultural construction of enmity and harmony; and, finally, how recent initiatives have sought to think through and enact possibilities for peace.These timely issues - operating between picturing and peacebuilding - feed into a wider, urgent question: how can we care for a shared world?Exploring multiple forms of peace photography, the volume offers a range of voices from preeminent international scholars, as well as interviews with practicing photographers who have experience of working with post-conflict communities, including Jacques Nkinginzabo (Learning for Change, Rwanda); Newsha Tavakolian (Magnum Photos); and Martina Bacigalupo (Agence Vu).Picturing Peace is a timely investigation into the politics of representation, questioning how photographers might help foster social relationships, transform conflicts, and reconcile communities in the image-oriented cultures of the 20th and 21st centuries.
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Reculturing Museums : Embrace Conflict, Create Change
Reculturing Museums takes a unified sociocultural theoretical approach to analyze the many conflicts museums experience in the 21st century.Embracing conflict, Ash asks: What can practitioners and researchers do to create the change they want to see when old systems remain stubbornly in place?Using a unified sociocultural, cultural-historical, activity-theoretical approach to analyzing historically bound conflicts that plague museums, each chapter is organized around a central contradiction, including finances ("Who will pay for museums?"), demographic shifts ("Who will come to museums?"), the roles of narratives ("Whose story is it?"), ownership of objects ("Who owns the artifact?"), and learning and teaching ("What is learning and how can we teach equitably?").The reculturing stance taken by Ash promotes social justice and equity, ‘making change’ first, within museums, called inreach, rather than outside the museum, called outreach; challenges existing norms; is sensitive to neoliberal and deficit ideologies; and pays attention to the structure agency dialectic. Reculturing Museums will be essential reading for academics, students, museum practitioners, educational researchers, and others who care about museums and want to ensure that all people have equal access to the activities, objects, and ideas residing in them.
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Climate Change, Conflict and (In)Security : Hot War
This book offers a multidisciplinary exploration of how climate change is impacting conflicts, contention, and competition in the world. The volume examines how climate change is creating and exacerbating insecurities for millions of people globally, and how states, inter-governmental bodies, and others are attempting to meet challenges today and in the near and medium term.It shows that climate change insecurity is relevant to a battery of security areas, including warfighting, stabilisation, human security, influence, and resilience and capacity building.The volume provides insights into how climate change has and will impact security at different scales and in different localities, including national and ethnic tensions, food and water security, resource competition, mass displacement, and even the recruitment profiles and operations of violent and extremist organisations.With contributions from pioneering researchers and practitioners, the book discusses shifting operational requirements and responsibilities, and the need for clarity around the size and shape of capacity gaps. In addition to practitioners and policy-makers working in these areas, the book will be of significant interest to researchers and students of defence studies, peace and conflict studies, climate change and environmental security, and International Relations.
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Conflict Coaching Fundamentals : Working With Conflict Stories
We naturally create stories to help us make meaning of our world, but in conflict situations the kinds of stories we typically tell ourselves can actually make it harder for us to manage and resolve the conflict constructively.This book provides an accessible framework for understanding why people tell their conflict stories the way they do, and how to help them move away from conflict stories that prevent them from understanding and responding to conflict in an effective way.Presented using highly engaging and accessible cases, the book is designed to help people working with others in conflict to fully support them by understanding which areas of the conflict story to focus their attention on, and using practical techniques to support people to rewrite their story into a more constructive one to better manage the situation.The book also provides practical strategies to help people who are themselves in a conflict scenario to rewrite and enact a version of their conflict story that helps them to more constructively manage, and often resolve, their situation.A conflict management coaching system is introduced that is designed to address the particular problems created by dysfunctional conflict stories.This is a book specifically for those who work with people in conflict (mediators, conflict coaches, managers, lawyers, HR staff, teachers) and also for anyone who wishes to better understand their own experience of conflict.
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What is a friendship conflict?
A friendship conflict is a disagreement or dispute between friends that can arise from various sources such as miscommunication, differing expectations, jealousy, or betrayal. These conflicts can cause tension, hurt feelings, and strain the relationship between friends. Resolving friendship conflicts requires open and honest communication, empathy, and a willingness to understand each other's perspectives in order to find a mutually agreeable solution.
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What is a family conflict?
A family conflict is a disagreement or tension between members of a family that can arise from various sources such as differing values, beliefs, or personalities. These conflicts can manifest in different ways, including arguments, misunderstandings, or even physical altercations. Family conflicts can have a significant impact on the emotional well-being and relationships within the family, and it is important to address and resolve them in a healthy and constructive manner.
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In what conflict are you?
I am not involved in any conflict. I am an artificial intelligence designed to assist and provide information to users. My purpose is to help with tasks and answer questions to the best of my abilities. If you have any specific questions or need assistance, feel free to ask.
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What does conflict competence mean?
Conflict competence refers to the ability to effectively navigate and manage conflicts in a constructive manner. It involves skills such as active listening, empathy, communication, and problem-solving to address disagreements and reach mutually beneficial solutions. Conflict competent individuals are able to remain calm, respectful, and open-minded during conflicts, leading to more positive outcomes and stronger relationships. Developing conflict competence is important in both personal and professional settings to promote understanding, collaboration, and growth.
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