Theoretical Analysis and Practical Reflection on the Role Conflict of Double-Qualified Teachers in University-Affiliated Hospitals

Taking role conflict as the starting point,this article examines and reflects on the development of clinical teachers.In the process of the occurrence,development,and resolution of role conflicts among clinical teachers,there are many hidden issues related to the development of clinical teachers.The development of clinical teacher teaching and role conflict management contain similar educational philosophies and practical issues.This study draws on classic theories and research achievements in the development of university teachers and conducts theoretical analysis and practical reflection on the development of clinical teachers in medical colleges from the perspective of role conflict in social psychology.Policy recommendations are proposed,including strengthening the construction of teaching systems at the hospital organizational environment level,enhancing the role identity and teacher beliefs of clinical teachers,promoting their teaching development and academic learning,and ensuring their normal teaching investment;promoting leadership support at the level of interpersonal interaction and leveraging the role of colleague support in alleviating role conflicts;enhancing individual teacher beliefs,teacher role learning,and role skills.

Conflict management styles of nurse managers and influencing factors in children’s hospital, Vietnam

Objective:This study aimed to describe the conflict management styles and identify factors affecting the conflict management styles of nurse managers.Materials and Methods:A cross-sectional study was conducted by interviewing nurse managers with a questionnaire,including the Rahim Organizational Conflict Inventory-II Form B,used to assess an individual’s approach to conflict management across five styles:cooperating,competing,compromising,obliging,and avoiding.Results:A total of 30 nurse managers participated in this study.The mean scores of the cooperating style were the highest at 4.3±0.4,followed by a compromising style at 3.4±0.5,an avoiding style at 3.1±0.6,an accommodating style at 2.9±0.7,and a competing style at 2.8±0.8(χ^(2)=66.624,P<0.001).The mean scores for avoiding style among bachelor’s degree nurse managers(3.2±0.6)were higher than those of master’s degree nurse managers(2.7±0.6)(P=0.036).Nurse managers over 40 years old,holding a managerial position for≥10 years,and frequent conflict handling rated higher mean scores for the cooperating style than their counterparts(P<0.05).Conclusion:The cooperating style was the most commonly used conflict management style among nurse managers.Factors affecting the conflict management style were age,education level,and experience in management and conflict handling.These findings are useful for developing interventions that enhance the competencies of nurse managers in conflict management.

Research of Conflict Situation Management in Medical Organizations

Introduction: Conflicts are as natural a phenomenon in society as the seasons. It is difficult for a person to avoid them, but he can choose to take part in them or not. In any organization, including medical, this is a normal phenomenon inherent in the work of the workforce. The objective of the study was conflicts in the field of healthcare in the system “medical personnel of a healthcare institution, patients and relatives of patients”. Materials and Methods: The study of conflict in the team was conducted by medical and sociological methods using an anonymous questionnaire developed by us. Results: A study was conducted aimed at identifying the socio-psychological causes of conflicts and methods for their resolution in the organization of health care using the example of medical personnel. Conclusions: Conflict is an integral part of the functioning of any organization. The study confirmed the hypothesis that the conflict management process will be more effective when changing organizational processes as a whole.

Managing Conflict in a Time Critical Environment—A Neglected Non-Technical Skill Submission for Special Edition—Team Management

The aim of this study was to the explore the nature of conflict and increase the understanding of the role of conflict as a non-technical skill, drawing on literature from organizational behaviour, leadership, patient safety and medical simulation. The review highlights the different conflict types in time critical settings, both emotional and constructive. It proposes that it may be possible to use this knowledge to enable team leaders and team members to be aware of “emotional” or “dysfunctional” conflict, and appreciate when it is about to escalate and consider strategies that could be useful in such a setting to defuse it. “Emotional conflict” is often exacerbated by stress and/or previous learned feelings of failure or helplessness. If individuals learn to recognise conflict does not have to be destructive and learn techniques such as reappraising a situation, active listening and good respectful communication with team members, the emotional climate in teams could be improved and useful discussion regarding patient care would ensue. Finally the study hopes to show how teams could make use of “constructive” conflict to improve team function, team member confidence and a flattening of hierarchies within the team.

Water Resources Conflict Management of Nyabarongo River and Kagera River Watershed in Africa

In the process of exploiting and using water resources of river basin, the benefit conflict problems among upper and lower river districts and among different departments restrict to sustainable exploiting and using water resources of river basin. In this paper, the water resources conflict management of Nyabarongo River and Kagera River watershed is studied. The Nyabarongo is a major river in Rwanda, begins in Nyungwe Forest, and flows up to the north-western part of the country, then down through the center to the south-east, eventually forming the main tributary of the Kagera River watershed, the main affluent of Lake Victoria, which drains into the Nile River. The basin is shared among 11 riparian states. This trans-boundary character of the Nile presents a great challenge of water conflicts;national interests have historically been promoted at the expense of regional interests. The framework of this paper is as follows: the water resources bulletin is firstly described, and then the cooperation and regional conflicts are discussed;finally a sustainable framework for governing the water resources is proposed to meet water management in riparian states.

Conflict’s Emergence and Escalation in Participatory Protected Areas Management in Benin

This paper investigated factors that explain the emergence and escalation of conflict in participatory management of protected areas in Benin. It is based on evidences from three case-studies of conflict emergence and escalation in the implementation of participatory natural resources management in Benin supported with discussion from the literature. The study shows that conflicts in participatory management of protected areas emerge when parties involved co-construct opposing instead of same or at least overlapping frames in interaction. They often escalate when the negotiation fails to stimulate the parties to bring to the fore and address the opposing frames expressed only in “we-groups” of same stakeholders due to their strategic framing in interaction. We conclude that we cannot control the strategic framing of the parties in conflict but we should only be prepared to discover changes in discourse that contribute to the divergence in framing and thus influence them. For that, both formal and informal interactional contexts should be continuously checked during the negotiation process.

Conflict management and perceived team cohesion of nurses in university hospitals

Objective Team cohesion is an essential component in a multidisciplinary team and can inspire the team to perform creative and complex works.This descriptive correlational study aimed to determine the styles of conflict management,levels of team cohesion,and the relationship between each style of conflict management and perceived team cohesion among nurses at affiliated hospitals of Dali University.Methods The sample consisted of 336 nurses from two university hospitals in Yunnan province,selected using the proportionate sampling method.Research instruments included demographic data form,Dutch Test for Conflict Handling(DUTCH)and Group Cohesion Scale.The Cronbach’s alpha coefficient for the five subscales of DUTCH were the following:forcing(0.83),yielding(0.81),avoiding(0.88),problem-solving(0.85),and compromising(0.84).The Cronbach’s alpha coefficient of Group Cohesion Scale was 0.83.Data were analyzed using descriptive statistics and Spearman’s rank-order correlations.Results The results of this study revealed that nurses were most likely to use avoiding conflict management style to deal with conflict situations,followed in rank order by problem-solving,compromising,forcing and yielding conflict management style.Nurses perceived team cohesion at a moderate level(x=4.43,SD=2.01).Additionally,conflict management associated with team cohesion.Conclusion The study findings revealed that avoiding was the conflict management style most frequently utilized by nurses,and nurses perceived team cohesion was at a moderate level.It is required to identify various strategies to improve team cohesion in multidisciplinary teams and develop a support system for nurses.

Conflict Resolution and Management between Local Fishers and Tour Operators in the Okavango Delta’s Panhandle, Botswana

Conflicts among different fisher groups are a global concern, and the Okavango Delta fishery is no exception, which is composed of commercial, subsistence and recreational fishers. Possibly due to conflicting value/use systems, and ill-defined user rights, there have been documented cases of conflict between commercial and recreational fishers, which may affect livelihoods for local fishers. Therefore, this study’s aim was to identify causes of conflict between these groups and to propose management inventions. Primary data collected in three fishing villages showed that lack of access, misconceptions about each other, and overlapping use were identified as some of the major causes of conflict. Subsequently, this paper proposes a spatial and temporal zoning of fishing grounds as a management tool towards conflict resolution. One proposal is that recreational fishers can utilize the main channel, commercial fishers the floodplains and lagoons, while basket fishers can utilize the fringes of floodplains, lagoons and river channel. Moreover, a co-management regime has also been developed in the fishery, upon which a code of conduct was developed to also reduce conflict in the fishery. It is envisaged that this approach will reduce conflict and create an enabling environment for efficient and sustainable fish utilization in the Delta.

Conflict and Emergency Management in a Post-Liberal World

The world is steadily moving to the post-liberal order with the urgent need of novel organizational and security approaches,also new levels of international cooperation,in order to support its stability and prosperity.The developed high-level Spatial Grasp Technology(SGT)and its Spatial Grasp Language(SGL)are briefed which may be particularly useful for solving numerous conflicts and crises problems emerging in different areas during this transitional period,in both local and global scale.SGT employs unlimited spatial scenario mobility and parallel holistic matching of distributed systems,with numerous communicating SGL interpreters potentially installed worldwide.Basic network creation and management operations are described in SGL which may operate on top of existing communication systems or serve individually as high level network protocols in case of non-local crises and disasters.Different operations on social networks are presented in SGL including finding strongest and weakest components with resultant changing of network topologies,also determining distances between different communities for preventing and predicting social conflicts.Fully distributed analysis,and tracing and simulation of multiple mobile objects in distributed spaces with complex routes are shown in SGL related to cruise missiles,defence objects and debris in outer space,as well as massively moving refugees through international borders.The proposed technology had trial implementations and applications in different countries,and its latest version can be readily installed by agreement on any platforms needed.

The Relationship Between Cross-Cultural Conflict Management Levels and Employee Organizational Performance in Cross-Border E-Commerce Corporations in China

This research focuses on the cross-cultural conflict management of cross-border e-commerce corporations in companies on employee organizational performance under conflict management such as power distance conflict,individualism,long-term orientation,indulgence and avoidance of uncertainty as the independent variables and employee organizational performance such as quality,efficiency,and profitability of organizational tasks as the dependent variable.With the advancement of China’s reform and opening up and the implementation of the“One Belt,One Road”strategy,the globalized economy has penetrated into various countries and regions.China trade exchanges with other countries have become more frequent,and have also set up branch factories and branches abroad.However,there are certain differences between the branch company and the domestic culture in the actual operation process.If the cross-border e-commerce corporations cannot handle these contradictions and differences well,the company may face difficulties such as cultural conflicts.For this reason,this paper makes a deep analysis of this,taking the cross-border e-commerce corporations in Guangxi as an example,and points out the problems existing in cross-cultural management in this region and putting forward personal opinions and solutions to related problems,and putting forward feasible solutions,enhances the understanding of involving conceptualizations of cross-cultural communication conflict and its management in the frame of cross-cultural conflicts management theory and provides references for the formulation of cultural conflict management measures for cross-border e-commerce corporations.So that enterprises can gain a firm foothold in the international market competition,enrich and enhance their soft power,and enhance their international status in the development of multinational regions.The result of this research will not only answer existing research questions,but also introduce new ideas and new questions for future research.

Reflections on the Management of Preventing Interest Conflict among Pharmacopoeia Members

Objective To provide reference for strengthening the management of preventing interest conflicts among pharmacopoeia members.Methods The procedures of the United States Pharmacopoeia (USP) Committee,and the actions taken by members or experts of US food and drug administration to prevent interest conflicts were referred to analyze the problems in the management of preventing interest conflicts in China pharmacopoeia committee,and corresponding suggestions were put forward.Results and Conclusion Although the interest and risk avoidance system and dismissal measures were mentioned in the measures for the administration of Chinese pharmacopoeia commissioners,no detailed rules and specific procedures were formulated to prevent interest conflicts of Chinese pharmacopoeia commissioners.It is suggested that preventing the interest conflicts of pharmacopoeia members should be included into the drug formulation and revision system as soon as possible.In addition,the management measures for pharmacopoeia members should be further perfected to avoid the interest conflicts.The scope of publicity for the formulation and revision of drug standards should be expanded and the supervision and implementation must be strengthened.Therefore,the members of pharmacopoeia can participate in the formulation and revision of drug standards in a fair or just manner.

Human-wildlife conflict:A bibliometric analysis during 1991–2023

The escalating conflict between human and wildlife due to competing demands for limited space and resources has raised concerns worldwide,and understanding the dynamics of this conflict is crucial for devising effective strategies and policies.The present study is an attempt to carry out a bibliometric analysis of the published literature on the topic of human-wildlife conflict(HWC)for the period of January 1991–February 2023.For carrying out the analysis of the data obtained from Web of Science,the‘Bibliometrix'tool,developed through the R programming language,was used.The findings of the study revealed that a total of 1592 documents have been published on the HWC research topic from January 1991 to February 2023 within 338 sources.It is observed that the number of publications has continuously increased since 1991,with an annual growth rate of 5.16%.A total of 4995 authors have contributed to the targeted research field.Of the 388 sources,the journal‘Biological Conservation'is the most relevant and productive,followed by‘Oryx'and‘Human Dimensions of Wildlife'.Based on the country production analysis,authors from 110 countries have contributed to the field,and the USA has the highest frequency of publications on HWC,followed by the UK and Australia.The USA also has the highest multiple country publications and has collaborated with 88 countries,with the highest frequency of collaboration with the UK,followed by India,Australia,and South Africa.The most frequently used keywords include‘human-wildlife conflict',‘conservation',‘conflict',‘human-wildlife',‘wildlife',‘wildlife management',‘livestock',‘management',‘coexistence',and‘carnivore'.The present study identifies the most prolific authors,sources,institutions,and countries,as well as the study hotspots in the subject of HWC,which may assist researchers in finding the best working and publication platforms.Further,it may also help them identify reliable research partners to acquire the best findings and develop more effective strategies and policies to address the issue.

Exploring the Integrated Conflict Management System in China

The perfection of labor law and enhanced legal awareness among employees have caused an increase in labor disputes in China.However,there are only a few studies that systematically analyzed conflict resolutions within organizations in China.In attempt to address this research gap,this study used the conflict management theory and classified the various mechanisms of the conflict management system using a quantitative research design approach,focusing on positing tools specific to the situation in China,as well as analyzed the effect of different conflict management mechanisms on employee outcomes,in hope that the findings would provide constructive suggestions for improving the management of Chinese organizations.

Predictive Model to Evaluate Accommodation of Conflict Management Strategies and Board Performance of Oil and Gas Companies in Port Harcourt

This paper evaluates accommodation of conflict management strategies and board performances in oil and gas sector.The study details the re­flection of effectiveness,efficiency and productivity as the answer to thorough efficiency in accommodation of conflict management in oil and gas sector,these parameters in the system express their efficacy on con­flict management in these multinationals,this implies that for thorough efficiency,these variables must work simultaneously for effective and efficient in structural organization that can be a leading multinational sector in oil and gas environment.The study observed Linearized result from graphical representation explaining predominant lower efficiency and little higher efficiency in accommodation of conflict management in oil and gas companies.These experiences from the study monitor the system from generated simulation values that describe the growth rates in exponential phase of accommodation conflict strategic management.Despite exponential phase the results experienced lower parameters,when comparing on its variations showing its poor efficiency as observed in the study.Few periods observed higher effective accommodation on conflict strategic management.The developed model stimulation values were subjected to validation and both parameters generated favourable fits correlation,the study expressed the deficiency on accommodation of conflict management strategy thus developed models that can monitor the fluctuation and progressive state of accommodation on conflict manage­ment strategy,it defines the reflection of other parameters that express the behaviour of the system in terms of conceptual approach to monitor these type of strategic management in oil and gas companies.

Analysis on Potential Conflict Frequency of Intersected Air Routes in Terminal Airspace Design

In order to obtain accurate conflict risks in terminal airspace design,the concept and calculation model of potential conflict frequency for intersected routes are proposed.Conflict frequency is represented by the product of horizontal conflict frequency and vertical conflict probability.The horizontal conflict frequency is derived from the probability density distribution of conflicts in a period of time.Based on the recorded radar trajectory data,the concept and model of ROUTE distance are proposed,and the probability density function of aircraft height at a specified ROUTE distance is deduced by kernel density estimation.Furthermore,vertical conflict probability and its horizontal distribution are achieved.Examples of three intersected arrival and departure route design schemes are studied.Compared with scheme 1,the conflict frequency values of the other two improved schemes decrease to53% and 24%,respectively.The results show that the model can quantify potential conflict frequency of intersected routes.

Peculiarities of Medical Personnel Behavior Styles in Conflict Situations

Introduction: Leadership style is a way, a system of methods of influence of the leader on subordinates. This is one of the most important factors of the effective work of the institution, the full realization of the potential capabilities of people in the team. Leadership style, as an individual way of carrying out management activities, is mostly associated with the person of the manager. The management style is formed under the influence of the relationship between the manager and the team in the process of making and implementing management decisions, individual characteristics and preferences of the manager. The objective of the study was conflicts in the field of healthcare in the system “medical personnel of a healthcare institution—patients and relatives of patients”. The objective of the study was to determine management styles in conflict situations among medical workers. Materials and Methods: With the help of a direct individual survey, according to an anonymous questionnaire developed by us, the opinion of 582 medical workers (422 doctors and 160 nurses) of general hospitals and primary care centers of Chernivtsi and Chernivtsi region regarding the ceilings of behavior in conflict situations was studied. Results: In a conflict situation, the leading form of behavior for medics, both doctors and medical personnel, is the subordinate type (29.6% and 38.1%, respectively). The second most frequent method of conflict resolution is an authoritarian strategy (20.6% for doctors and 15% for nurses), in which personal aspirations and the achievement of one’s own goals come to the fore. Dependent style (17.8% for doctors and 13.75% for nurses) ranks third. A selfish style of behavior in a conflict situation is characteristic of 13.7% of doctors and 13.1% of nurses. A friendly style of behavior during the resolution of conflict situations is characteristic of medical workers at a rather low level (12.3% for doctors and 12.5% for nurses). Aggressive style (5.9% for doctors and 7.5% for nurses) is the least popular as a model of behavior in a conflict situation among respondents. Conclusion: The style of behavior of doctors and nurses in conflict situations is ambiguous, which is due to personal qualities, the degree of leadership, professional relationships and the specifics of the work environment.

Managing Conflict in the Workplace

All organizations experience some conflict. One interesting topic in the workplace is how to deal with it. Managers need to analyze the conflict and implement the appropriate conflict management technique. If addressed in healthy ways, conflict can be a key element in achieving a high degree of organizational effectiveness.