A Systematic Approach to Effective Conflict Management for Program

Wang, Nannan; Wu, Guobin

doi:10.1177/2158244019899055

Cited by 15 publications

(12 citation statements)

References 61 publications

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“…The next indicator, namely the fifth is Program Management, this indicator is oriented to the form of organizational services that will be implemented, and has scientific literacy that is in line with Adjekum and Tous (2020) and Wang and Wu (2020) components of this indicator can be developed, but this study contains six components consisting of (5.1) Innovation information, knowledge, and skills; (5.2) Program design and modification; (5.3) Program implementation review; (5.4) Service delivery; (5.5) Sustainability program; and (5.6) Resource mobilization and sustainability.…”

Section: Resultsmentioning

confidence: 99%

Capacity Development of Local Service Organizations Through Regional Innovation in Papua, Indonesia After the COVID-19 Pandemic

Prasetyo¹,

Gartika

Hartopo³

et al. 2022

Front. Psychol.

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This study aims to identify and describe the regional innovations produced in Keerom Regency, Papua Province, Indonesia after the Coronavirus disease 2019 (COVID-19) pandemic, to analyze integrated regional service capacity indicators with a special focus on organizational performance indicators in integrated units that can be measured quantitatively and simply. In addition, to create an understanding of organizational performance in geographic areas. The method approach uses a mixed-methods description to tell the results of the study. Secondary data were analyzed in the form of innovation proposals for as many as 108 regional innovations. The analysis used adopts local service capacity which was developed with additional indicators of innovation. Local Service Indicators used to consist of Leadership and Governance, Structure and System, Human Resources, Financial Management, Program Management, Monitoring and Evaluation Plan, Partnerships, External Relations and Networks, Knowledge Management, and Organizational Innovation. Local services are built using spreadsheet tools to make the process easier to use. The result is that organizational services in regional innovation as a whole still reach a score of 52% on a 100% scale giving the result that organizational services have been carried out amid the limitations of local governments which are characterized by limited knowledge needed, not yet optimally prepared programs, low organizational acceleration. For regional innovation, the harmonization process between planning, evaluation, and monitoring is not yet optimal.

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Section: Resultsmentioning

confidence: 99%

Capacity Development of Local Service Organizations Through Regional Innovation in Papua, Indonesia After the COVID-19 Pandemic

Prasetyo¹,

Gartika

Hartopo³

et al. 2022

Front. Psychol.

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“…The conflict resolution approach can be applied as an effort to resolve ongoing conflict events that require a resolution. Conflict resolution is aimed at controlling, stopping, and preventing the spread of an occurring conflict (Morrill and Rudes, 2014;Wang and Wu, 2020). However, in relation to the objectives of social forestry, which are forest preservation and sustainable community interests, a conflict transformation approach is, thus, necessary.…”

Section: Theoretical Framework: Social Forestry Conflict Transformation and Collaborationmentioning

confidence: 99%

Conflict transformation and collaboration in developing social forestry in Flores, Indonesia

Maring

2022

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Social movements to realize forest tenure reforms have been ongoing since the 1970s, particularly through policies under the broad umbrella of social forestry. In Indonesia, social forestry programs are initiated by the government, communities, NGOs, academics, companies, and donors, and are based on specific socio-economic and ecological interests. Weak synergies, however between programmatic implementation and stakeholder interests, triggers various forest tenure conflicts. The research examines the complexity of these conflicts, namely focusing around the approaches to conflict transformation that can lead to collaboration in realizing forest sustainability that also support interests of people living in and around forests. I employed a qualitative approach by collecting data through in-depth interviews and participatory observations in Flores in 2017 and 2020. The results show that forest tenure conflicts have occurred since the 1970s due to state forest territorialization. Conflicts culminated in the determination of state forest area boundaries through the 1984 state program entitled the “consensus-based forest land use planning” initiative. Until 2008, efforts to resolve conflicts by offering the community access rights through community forestry programs initiated by the government were rejected by NGOs and the local community. NGOs facilitated communities to demand the return of state forest land as customary forest. This conflict presented the opportunity to facilitate multi-stakeholder forestry programs through a conflict transformation approach by building long-term stakeholder collaboration. Since 2010, the collaboration between stakeholders took place through the community forest program. This study shows the need for more direct attention to studying conflict resolution under an integrated and long-term approach to conflict transformation and collaboration. Pragmatically, this study shows the importance of integrated social forestry policies that synergize various schemes initiated by stakeholders to realize forest sustainability and support local community interests.

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“…Woolley, Chabris, Pentland, Hashmi, and Malone (2010), demonstrate that interpersonal perspectives, for example, friendship, and conflicts that differ with the groups and composition of gender diversity may affect their execution. The contradictory nature of conflict as an internal mechanism suggests the need to better comprehend and keep on examining this three-section relationship (Wang & Wu, 2020). Moreover, IPC affects social integration among a diverse workforce.…”

Section: The Mediating Role Of Interpersonal Conflict (Ipc)mentioning

confidence: 99%

The Impact of Gender Diversity on Employees’ Work Performance: The Mediating role of Interpersonal Conflict

Yasmeen

Blouch

Khan

2022

IJMRES

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Building upon institutional, this paper seeks to understand the relationship of gender diversity and employee’s work performance. Specifically, this paper makes a case for interpersonal conflict to mediate the relationship between gender diversity and employee performance. The research is based on survey data from 240 professionals of the Pakistan's private and public hospitals. As per the study’s findings, there is a substantial positive association between gender diversity and employee performance. Further, the study`s results have also established the fact that interpersonal conflict is also a vital intervening mechanism to establish the relationship between gender diversity and employee performance.

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A Systematic Approach to Effective Conflict Management for Program

Cited by 15 publications

References 61 publications

Capacity Development of Local Service Organizations Through Regional Innovation in Papua, Indonesia After the COVID-19 Pandemic

Capacity Development of Local Service Organizations Through Regional Innovation in Papua, Indonesia After the COVID-19 Pandemic

Conflict transformation and collaboration in developing social forestry in Flores, Indonesia

The Impact of Gender Diversity on Employees’ Work Performance: The Mediating role of Interpersonal Conflict

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