A text-critical analysis of potentially conflict-provoking genres of the Christian bible
- Authors: Grigor, Pierre
- Date: 2016
- Subjects: Church history , Transformation groups , Conflict management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/11289 , vital:26906
- Description: This dissertation wants to understand the church history regarding the divide which resulted in the so called fundamentalist and the liberal movements in the church being birthed in identifying the reasons for the conflict between the aforementioned groups. It then presents principles of conflict transformation and management in order to understand and to help transform and manage potential confrontational situations between the aforementioned groups effectively. It further propose alternative interpretations to potential conflict-generating Bible texts by extrapolating new information from those texts in order to stir the potential of birthing a second naïve love for the discredited texts by offering new meanings to those same texts. Unfortunately, this objective can’t effectively be measured within the scope of this dissertation, but will nevertheless remain as an objective of hope.
- Full Text:
- Date Issued: 2016
- Authors: Grigor, Pierre
- Date: 2016
- Subjects: Church history , Transformation groups , Conflict management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/11289 , vital:26906
- Description: This dissertation wants to understand the church history regarding the divide which resulted in the so called fundamentalist and the liberal movements in the church being birthed in identifying the reasons for the conflict between the aforementioned groups. It then presents principles of conflict transformation and management in order to understand and to help transform and manage potential confrontational situations between the aforementioned groups effectively. It further propose alternative interpretations to potential conflict-generating Bible texts by extrapolating new information from those texts in order to stir the potential of birthing a second naïve love for the discredited texts by offering new meanings to those same texts. Unfortunately, this objective can’t effectively be measured within the scope of this dissertation, but will nevertheless remain as an objective of hope.
- Full Text:
- Date Issued: 2016
Managing change in organisational environment
- Authors: Markova, Elena
- Date: 2016
- Subjects: Organizational change , Conflict management , Teams in the workplace
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10948/8129 , vital:25017
- Description: Twentieth century has set an unprecedented pace of change, which seems to be ever increasing. The changes are transforming every sphere of social life including business and organisational life. Globalisation has made organisational structures flatter but wider in reach. Advancements in information and communication technologies have made teams larger through vast and powerful information networks. These forces are triggering the reshaping and restructuring of every major industry worldwide nowadays. The main research aim of this study is to explore how organisational conflict is affected by change (and vice versa) in order to work out a set of recommendations which shall take form of practical intervention strategies for the improvement of organizational effectiveness by mitigating the dysfunctions of a conflict and adjusting employees' styles of handling interpersonal and intergroup conflict. Workplace conflict is an everyday reality. It is an inevitable result of human interaction in a competitive environment of the workplace. So, according to this assumption, conflict is not something vicious and destructive, but an intrinsic part of human interaction. Then, the conflict is not a problem in itself, the way it is managed is what defines whether the conflict is destructive or not.
- Full Text:
- Date Issued: 2016
- Authors: Markova, Elena
- Date: 2016
- Subjects: Organizational change , Conflict management , Teams in the workplace
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10948/8129 , vital:25017
- Description: Twentieth century has set an unprecedented pace of change, which seems to be ever increasing. The changes are transforming every sphere of social life including business and organisational life. Globalisation has made organisational structures flatter but wider in reach. Advancements in information and communication technologies have made teams larger through vast and powerful information networks. These forces are triggering the reshaping and restructuring of every major industry worldwide nowadays. The main research aim of this study is to explore how organisational conflict is affected by change (and vice versa) in order to work out a set of recommendations which shall take form of practical intervention strategies for the improvement of organizational effectiveness by mitigating the dysfunctions of a conflict and adjusting employees' styles of handling interpersonal and intergroup conflict. Workplace conflict is an everyday reality. It is an inevitable result of human interaction in a competitive environment of the workplace. So, according to this assumption, conflict is not something vicious and destructive, but an intrinsic part of human interaction. Then, the conflict is not a problem in itself, the way it is managed is what defines whether the conflict is destructive or not.
- Full Text:
- Date Issued: 2016
The need for conflict management in organisations (a health insurance company, Port Elizabeth)
- Authors: Ajam, Razaana
- Date: 2016
- Subjects: Conflict management , Organizational change -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Interpersonal relations
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/3852 , vital:20469
- Description: Conflict is evident in many spheres of life, however this study concentrated more specifically on conflict relating to organisations. Organisational conflict is seen “as any social collectivity, organisations such as private sector companies, government departments, schools and universities, non-governmental organisations, and political parties all experience internal conflict in varying degrees” (Bradshaw, 2008: 22). Each individual coming into a workplace has created his or her own set of challenges especially in the brutal arena of business. Conflict has destructive and productive qualities that can diminish or elevate processes within an organization (Stone, 1999). If it is not harnessed properly or dealt with in the correct manner, it can damage the reputation of a business; resulting in its downfall and this in turn contaminates and affects peripheral businesses associated with the organisation downstream. This study explored the following key aspects: Background of organisational conflict and its management; Background of the organization; Whether these two areas mentioned above can work together to create a cost effective and efficient outcome when dealing with conflict. The research adopted a mixed method approach with predominant focus on qualitative research methodology. The main focus of this study was conflict management within organisations and to probe and determine whether companies see the need to employ the field of conflict management as a strategy in times of fluctuating dispositions. It is evident that the organisation may not be fully aware or make use of alternative conflict resolution strategies and that the main causes of conflict can be eliminated such as poor communication, ill-defined job descriptions and objectives and differing of opinions. The need to employ alternative methods of conflict management may be emphasised by looking at the costs that conflict produces and the use of limited vital resources and the loss of human capital.
- Full Text:
- Date Issued: 2016
- Authors: Ajam, Razaana
- Date: 2016
- Subjects: Conflict management , Organizational change -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Interpersonal relations
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/3852 , vital:20469
- Description: Conflict is evident in many spheres of life, however this study concentrated more specifically on conflict relating to organisations. Organisational conflict is seen “as any social collectivity, organisations such as private sector companies, government departments, schools and universities, non-governmental organisations, and political parties all experience internal conflict in varying degrees” (Bradshaw, 2008: 22). Each individual coming into a workplace has created his or her own set of challenges especially in the brutal arena of business. Conflict has destructive and productive qualities that can diminish or elevate processes within an organization (Stone, 1999). If it is not harnessed properly or dealt with in the correct manner, it can damage the reputation of a business; resulting in its downfall and this in turn contaminates and affects peripheral businesses associated with the organisation downstream. This study explored the following key aspects: Background of organisational conflict and its management; Background of the organization; Whether these two areas mentioned above can work together to create a cost effective and efficient outcome when dealing with conflict. The research adopted a mixed method approach with predominant focus on qualitative research methodology. The main focus of this study was conflict management within organisations and to probe and determine whether companies see the need to employ the field of conflict management as a strategy in times of fluctuating dispositions. It is evident that the organisation may not be fully aware or make use of alternative conflict resolution strategies and that the main causes of conflict can be eliminated such as poor communication, ill-defined job descriptions and objectives and differing of opinions. The need to employ alternative methods of conflict management may be emphasised by looking at the costs that conflict produces and the use of limited vital resources and the loss of human capital.
- Full Text:
- Date Issued: 2016
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