One of the most difficult problems that has to be faced by every administrator, resource manager or conservationist is that of dealing with conflict, and of finding a resolution to conflicts. It is almost inevitable that any management policy or practice that can be proposed will meet with opposition from some source. If the opposition is from the staff or management of one’s own organization, there are well rehearsed procedures for dealing with the disagreements. Anticipation of the disagreement and dealing with it by consultation in an open and logical manner is even better. More difficult are the kinds of conflicts which arise between the policies of department, agencies and pressure groups of all kinds, or between the wide range of interests that may need to be represented in bringing about some specific act or event. It is these kinds of conflicts which are addressed in this chapter — situations in which there is a ‘condition of opposition’ and where parties with opposing goals seek a resolution which is favourable to their own understanding of what is both important and necessary. This kind of conflict is virtually inevitable whenever people interact, either individually or as members of groups.
Weitere Kapitel dieses Buchs durch Wischen aufrufen
- Conflict analysis and resolution
John N. R. Jeffers
- Springer US
- Chapter 10