Whiteness As An Interdisciplinary Arena - 980 Words

1. Whiteness can be defined as an interdisciplinary arena that is focused on what proponents describe as the cultural, historical and sociological aspects of people identified as white, and the social construction of whiteness as an ideology tied to social status. According to Richard Dyer in his article â€Å"White† he defines it as â€Å"trying to think about the representation of whiteness as an ethnic category in mainstream film is difficult, partly because white power secures its dominance by seeming not to be anything in particular, but also because, when whiteness qua whiteness does come into focus, it is often revealed as emptiness, absence, denial or even a kind of death (Dyer 44). Whiteness is simply in itself is a word that is categorized by and through social status and invisible to a white person’s eye. Richard dyer connects the idea of whiteness to race within media creating some sort of theoretical double blind. Meaning that is it a necessity to study ra cial representations in movies because due to the white power. As well as looking at non-dominant groups has had the effect of reproducing the sense of oddness, differentness, exceptionality of these groups and the feeling that they are departures from the norm. Meanwhile the norm has carried on as if it’s the natural, inevitable, ordinary way of being human (Dyer 44). 2. Within the movie The Searchers directed by John Ford through out the film there are copious scenes consisting of implicit racism. This pivotal movieShow MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesmigration thus came not from the actions of institutions at the national and colonial levels but from the interaction of macrostructural trends and microsocial—but eventually transnational or intercontinental—networks. The family was the fundamental arena of decision making. Migrant families can be compared to an investment portfolio, sending children and spouses to a variety of diversified places and occupations in the hope that one would provide a return on the investment. The specifics of this

The Effects Of Corporal Punishment On Student Development...

The Aftermath of a Raised Hand What is the harm of a little physical reinforcement to ensure children know how to properly act in society? This idea of physical reinforcement is also known as corporal punishment and is still present today in the southern American states, including some Texas school systems. Corporal punishment defined as â€Å"punishment of a physical nature, such as caning, flogging, or beating† (Corporal punishment). Some administers believe benefits include fewer student outbursts and a quiet environment; however, this logic fails to include the psychological implications of corporal punishment on students. Negative effects of corporal punishment negate the benefits of classroom management, as evidenced by the Social†¦show more content†¦Therefore, if a student experiences punishment from a teacher/principal at school just to get even more punishment from a parent for the same offense, then consequently the violence is what the child will remember most vividly. The conditions to model this violent behavior includes â€Å"attention, retention, reproduction, and motivation† which can be interpreted as the attention to the fact that violence is an adult’s response causes a child to model the behavior of the adults around them resulting in more violence (Bandura, 288). Subconsciously most adults tend to believe that the easiest way to deal with a disobedient child or person is to cause physical harm. This answer of violence more times than not stems from the anger a student caused in doing wrong. Justification for corporal punishment originates from the past and is often the defense of pro-corporal punishment advocates. Physical punishment can be traced back to ancient times exemplified in Egypt, concerning the slaves that built the pyramids. These deep roots of physical punishment are often referred to as a form of proof that it works. To use Egyptian violence as an example is pushing the envelope of what corporal punishment is today, regardless the reaction to that punishment is similar because human nature is present in both time periods. Punishment in and of itself is not inherently detrimental to a person’s development; however, in the case of school corporal punishment the extra violent inputShow MoreRelatedEffectiveness of Corporal Pu nishment1320 Words   |  5 Pagesof punishment is most efficient in eliciting avoidance behaviors. For a number of years the debate about the use and effectiveness of corporal punishment by teachers has divided educators, parents and ministry officials. As a result, researchers has tried their best to determine whether punishment or harm to a child does indeed thwart misbehavior and encourage students to follow the rules and regulations set forth by the schools. Although, Trinidad and Tobago has banned corporal punishment itRead MoreThe After Math Of A Raised Hand . What Is The Harm Of A1616 Words   |  7 Pagesreinforcement is also known as corporal punishment and is still present today in southern American states including some Texas school systems. Corporal Punishment is defined as a â€Å"punishment of a physical nature, such as caning, flogging, or beating† however this fails to include the psychological implications of corporal punishment in schools (corporal pun ishment). The benefits of corporal punishment in the short-run are outweighed by the negative effects the punishment produces evident by the SocialRead MoreCopral Punishment to Students9866 Words   |  40 PagesST.AUGUSTINE UNIVERSITY OF TANZANIA FACULTY OF EDUCATION DEPARTMENT OF EDUCATIONAL FOUNDATION AN ASSESMENT OF TEACHERS’ ATTITUDES TOWARDS THE PROPOSED REVISION OF CORPORAL PUNISHMENT IN TANZANIAN SECONDARY SCHOOLS. A CASE STUDY OF NYAMAGANA DISTRICT A RESEARCH REPORT SUBMITTED TO THE FACULTY OF EDUCATION IN PARTIAL FULFULMENT OF THE REQUIREMENT FOR THE AWARD OF THE BACHELOR OF ART WITH EDUCATION AT ST. AUGUSTINE UNIVERSITY OY TANZANIA. BY INNOCENT SULLEY BAEDRead MoreHistory of the Philippine Educational System6007 Words   |  25 PagesHistory of the Philippine Educational System Education in the Philippines evolved from early settlers to the present. Education in the country is in great importance because it is the primary avenue for upward social and economic mobility. Philippine educational system has a very deep history from the past in which it has undergone several stage of development going to the present system of education. Education from Ancient Early Filipinos The education of pre-Spanish time in the Philippines wasRead MorePK Curriculum: Education and Curriculum Constructivism2675 Words   |  11 PagesPreschool education has evolved dramatically since the early 20th century; from strict and rigid control paradigms, to enriched programs like the Montessori Method and beyond. Learning is a life-long adventure in the philosophy of discovery. To maximize learning, one cannot underestimate two things: learning opportunities and the environment surrounding the learning activity. Learning opportunities must be interesting, meaningful, and purposeful for learners particularly children. Education preparesRead MoreThe Colonialism Of Vietnam By The French1812 Words   |  8 Pagesbetween 1900 and 1945. All of these governors had different approaches and attitudes. The French bureaucrats, officials, and colonial governors had great authority and autonomy, which made them to have more power beyond what they were expected to have (Mason 9). Consequently, there was development of the aspects of self interest, heavy handedness, venality, and corruption. A divide and rule strategy was formulated and employed by the French, which undermined the unity of the Vietnamese, making the localRead MoreCrime Against Women and Challenges to Overcome Them5619 Words   |  23 Pageswife-battering, is kidnapping female children to be sold into brothel homes, cheating young women, various types of sexual harassments†. Women empowerment is process to overcome this problem. Women are empowered through- women emancipation movement, education, communication, media. Women are not much after equality with men. But they expect a change in the attitude of men towards them and their status. Indian laws are made and they don’t see the consequences of it. Law focuses on the evidence and takesRead MoreLesson Plan10685 Words   |  43 PagesReport on Student Teaching In- Campus Practicum Off- Campus Practicum Presented to the BSED Intern Supervisor Of Holy Child College of Davao Mrs. Miriam Capilitan In Partial Fulfillment of the Requirement Professional Education 10 (Practice Teaching) Presented by: Ms. Rogelyn P. Goboy BSED- IV March 02, 2013 Second Semester SY: 2012- 2013 TABLE OF CONTENTS Acknowledgement †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Dedication†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Philosophy of Education†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Student TeachersRead MoreHow Pastoral Care Policy Has Contributed to the Management of Junior Secondary Schools In Botswana23474 Words   |  94 Pagesmanagers’ about the benefits of the PCP. 59 4.2.3. The perceptions of school management teams on the challenges posed by PCP. 66 CHAPTER 5: DISCUSSION 72 5.0 INTRODUCTION 72 5.1 PERCEPTIONS OF MANAGERS ABOUT BENEFITS OF THE PCP 73 5.1.1 Improved students’ behaviour 73 5.1.2 Improved school perfomance 74 5.1.4 Improved school records 75 5.1.5 Improved partnerships 76 5.2 MANAGEMENT PERCEPTIONS ON THE CHALLENGES OF PCP 77 5.2.2 Inadequate training 77 5.2.3 Unsatisfactory stakeholder commitmentRead MoreDeveloping Effective Research Proposals49428 Words   |  198 Pagescontext, background and literature versus focus on research questions 7.8 The importance of clarity 7.9 Examples of proposals Notes Appendix 1: Disentangling the terms ‘perspective’, ‘strategy’ and ‘design’ Appendix 2: Questions to guide proposal development References Index 83 84 84 85 85 86 87 88 89 90 109 111 114 119 123 previous page page_vii next page Page viii Figures 2.1 Simplified model of research (without hypotheses) 3.1 Simplified model of research (with hypotheses) 4

Negotiation and Conflict Resolution The Conflict Management

Question: Describe about the Negotiation and Conflict Resolution for The Conflict Management. Answer: Introduction The following report presents the critically review on the conflict management which is categorized in two parts. The first discusses about the conception of conflict management in association with several levels of conflict as well as various approach of conflict management. Apart from that, the first part of the study covers the discussion on the importance and significance of conflict management in the organization which assists in developing the learning and group outcomes. On the contrary, second part of the report is entirely directed on the development of perfect model that helps in managing the situation of conflicts and disagreements involving the process of decision making in the same circumstances. In order to understand the entire procedure and development of model in a better way, Woolworths Limited organization has been selected in the present report. Part 1: Literature review on conflict management Concept of conflict management Conflict is a circumstance where friction and disagreement occurs either among two individuals or within the same group of people. It arises when there are differences in the beliefs or actions of the individuals and the members of the group in a business organization or at any other state of affairs. Dyer and Song (2015) mentioned that the organizational performance gets affected in a negative way if there are situations of conflicts among the management or groups or other employees. On the contrary, Masuda and Kostopoulos (2016) argued that the circumstance of conflicts generates a form of competition among the members or workers within the business enterprise that helps in improving and enhancing the performance benchmark. Whereas, Mazei et al. (2015) mentioned the negative impact of conflict situation that creates perturbed situation in the internal control of the organization that is not preferable for the growth and sustainability. Moreover, there are several techniques and methods of conflict management have been advanced to overcome the situation of conflicts and disagreements. Harinck and Druckman (2015) considered that the conflict management is a systematic process that assists in controlling the friction or discord by removing the harmful effects caused in the organization. Prati et al. (2016) stated that the significant goal of conflict management is to develop the overall business performance in the organization as well as enhancing the performance level among the individual employees. Further, Diehl and Regan (2015) explained the conflict management as a procedure that deals with the arguments or frictional situations in a balanced and efficient manner. Different levels of conflict As per the concept given by Yeung, Fung and Chan (2015), the situation of conflict within the enterprise can be overcome by applying various methods of conflicting management. However, the selection and application of appropriate methods or techniques of conflict management depends on the kinds of conflict that are discussed as follows: Discomfort level of conflict: First level of conflict in the business organization is the level of discomfort where the happening of events is not suitable or acceptable by the individuals or members of the groups. Since this level of conflict is the initial stage, therefore the disagreement among the organizational members is not significant and can be easily avoided by ignoring the present circumstance (Elfenbein 2015). At this level, the conflict in the organization has less impact on the standard of employees performance and the performance of the entire business enterprise. Incident level of conflict: In case the conflict at the level of discomfort is not taken care by the management of the organization then the second level of conflict i.e. incident level of conflict arises. The conflict of the business organization at this level creates short and sharp communication between the employees and group members of the organization (Monroe et al. 2015). Mix- up level of conflict: This level of conflict in business organization occurs when there are misunderstandings exist between the previous two levels of conflict. Prause and Mujtaba (2015) stated that to manage the disagreed situation at this current level is critical for the organizational management at a given point of time. This is because the point of misapprehension at this stage is comparatively high than that in the other two levels (Manchikanti et al. 2015). Therefore, solving the situation of conflict through the process of negotiation is critical. Tension level of conflict: Currie and Teague (2015) mentioned that if the management of the enterprise or executive employees fails to solve the conflicts or disagreements in the above level i.e. mix- up level then conflict of the organization comes to the next level. This level of conflict is known as tension level which is critical for the management and other members of the group. at this level of disagreement employees or other members do not have the clue or understanding on the ideas and thinking of other people (Dinar et al. 2015). As a result, members and employees of the business enterprise act in a way revealing the incompatibility among them which affects the overall organizational performance. Crisis level of conflict: The last level of conflict known as crisis level in the business enterprise is referred to as an extreme point that may cause serious damage to the industry. Conflict at this level or stage affects the relationship among the employees of the companies or it may also terminate the employment of the workers. Accordingly, Weingart et al. (2015) proposed that the organizational management should construct appropriate strategies beforehand so that the conflicts or disagreements do not reach to the level of crisis. Hence, it can be said from the discussion stated above that the management in an enterprise is required to organize the business functions in an effective manner. The management should conduct the organizational situation in appropriate way so that in case of any conflicts, the situation can be solved at the level of discomfort. However, the management of the organization should be efficient and careful so that the situation of conflicts can be avoided. Importance of conflict management Cederman et al. (2015) commented that the management for conflict at the right and appropriate time is essential for the business enterprise. Moreover, there are several reasons that form the importance of conflict management in the organization which are as follows: Improvement in performance standard: Situation of conflict at workplace or at any organization is common that creates the negative effect on the standard of performance of the employees. Conversely, Goh, Ilies and Wilson (2015) mentioned that the techniques or methods of conflict management helps the organizational management can eliminate the discrepancies among the workers that would form a favorable work ambience in the organizations. Such steps and actions would enhance the work interest of the employees towards the companies and eventually improvement in the performance standard will be formed. Such activity would improve the overall performance of the enterprise. Improves team bonding: Conflict management method assist the organizational management to satisfy the employees interests in performing the business functions either fully or partially. Such action helps in creating the agreement among the members of the group that is significant to maintain the team bonding at the organization (Ilies et al. 2015). Helps to achieve goodwill: Appropriate use of conflict management method helps the group members and management of the organization to sustain a favorable and beneficial environment. It creates the motivation among the employees and other members to perform the work in a better way that enhances the performance benchmark of the enterprise (Koch and Binnewies 2015). Additionally, it helps in improving the production and goodwill of the company as per the industrial standard. Hence, the aforementioned discussion indicates that the techniques of conflict management are very significant to improve the business performance and business position. It also helps in enhancing the standard of the business performance as well as the market goodwill in the global economy. Part B: A model to make decisions and manage conflicting situation As mentioned in the first of the report i.e. the literature review on the conflict management study, disagreements are common in any organization. Hence, it is imperative in taking appropriate decisions to administer the situations of conflict by developing a conflict management model. In the present report, the model of conflict management has been established in solving the conflicts between employees and management at the selected organization. The model has been based on the Thomas Kilmanns conflict management model at Woolworths Limited (Tafel-Viia and Alas 2015). It has been observed that conflicts at Woolworths Limited have taken place at several times for several reasons. Situation of conflict occurs not only between management and employees but also between the board and executive employees. For instance, the situation of conflict at Woolworths has been not during the year 2014 between the board of directors and middle level of management. The situation occurs due to fragile financial performance in the business as well as decision- making procedures (Woolworthslimited.com.au 2016). On the contrary, situation of conflict arises due to the disagreement in the interests of the employees and the management. Another instance of the conflict noted was during the year 2009 that occurred between the employees and management of Woolworths Limited. It occurred because the top level of management of the organization undertook a decision to decline the level of cost by decreasing the number of workers. Such decision created the apprehension of losing the job among the organizational employees and accordingly the combat situation occurred between the management and the employees (Woolworthslimited.com.au 2016). In addition to this, conflicts occurred at Woolworths due to the discrepancies with respect to the bonus, incentives and such other rewards as well as the different policies in the organization. On analyzing the conflict situation of the Woolworths Limited, it can be noted that three major types of friction existed in the business enterprise that are mentioned as under: Conflicts due to weak performance Conflicts due to companys policies Conflicts due to management decision (com.au 2016) This situation of conflicts in the Woolworths Limited may be overcome by developing the model on the basis of Thomas Kilmanns conflict management model. Thomas Kilmanns model of conflict management According to the model of conflict management based on Thomas Kilmann there are five forms to overcome the situation of conflicts that are mentioned below: Figure 1: Different approaches of conflict management (Source: Created by author) Collaborative: In this specific approach of the conflict management in the organization, the management or executive employees considers the concept of all the workers related to the circumstance. At the same time, the higher level of management provides equivalent importance to the viewpoint of each of the worker. (Wilson, Davis and Murdie 2016) alleged that the approach of collaborative in the conflict management, concept of all the related individuals is measures that make the procedure of decision making easier for the management. Accommodating: Another approach of conflict situation in the organization is accommodating approach that focuses on solving the situation of conflict. Leaders and management utilize accommodating approach of the conflict management in the organization at the time the fail to overcome such situations. It occurs when the management fails to solve it in the regular way and without considering the outcome of such circumstance. Einarsen et al. (2016) stated that the accommodating approach could recognize the innovative way to overcome the circumstance of the disagreement that helps in maintaining the industrial goodwill. Competitive: Next approach of the conflict management is the competitive approach in which the management sticks at a specific decision, which does not diversify its position by any means. Ayoko and Ayoko (2016) opined that in order to use the competitive approach, the management should have the understanding the ideas or concept to back-up the requirements of workers end. Way, Jimmieson and Bordia (2016) disagreed about the concept of this approach since the management is required to experience the resistance of higher level of employees. Moreover, Ilies et al. (2015) mentioned that the competitive approach of the conflict management helps the concerned management in taking fast decisions. Compromising: Approach of compromising in the conflict management indicates the decision-making by the management, which is partially acceptable by all the workers. It states that the approach of compromising in conflict management, individuals involved in the circumstances of disagreement are required to compromise the interest to certain extent. Cederman et al. (2015) mentioned that the chance of further conflict or disagreement is less on the matter since the involved persons are in state of compromising the interests. Avoiding: As stated by Yeung, Fung and Chan (2015) avoiding approach of conflict management, the management of the business enterprise denies to consider any specific decision in solving the frictional problem. However, it was argued by Tafel-Viia and Alas (2015) that the approach of avoiding in conflict management is critical and effective at the circumstance when the outcome quality of the disagreement situation is not significant. For the purpose of overcoming the circumstances of disagreement or conflict in Woolworths Limited, the approaches of conflict management as mentioned by Thomas Kilmann could be considered. In order to solve the conflicting situation at Woolworths, three primary approach of the model can be considered i.e. collaborative approach, competitive approach and compromising approach. The model of conflict management for Woolworths Limited cab be indicated by using the following diagram. Figure : Conflict management model at Woolworths Limited (Source: Created by author) Considering the above diagram, it can be recognized that the three approaches of the conflict management would have been useful in overcoming different levels of friction at Woolworths Limited. It has been analyzed that the collaborative approach developed in the model given by Thomas Kilmann would be the most suitable approach to solve the disagreements between the board members and the management at middle level because of the fragile performance in the organization. However, the approach of collaboration in the conflict management would require both the board members as well as the management in providing their opinions in the specific situations of disagreements. With the help of communication and discussion on the concepts given by each individuals or members, the financial position of the company can be improved in a better way. Since the collaborative approach gives equivalent preference to all the members on their ideas, chances of misunderstanding and disagreements can be mi nimized (Wilson, Davis and Murdie 2016). Similarly, if the situation of conflict arises due to the situation of legal policies in the organization then the same can be solved by using the approach of compromising. The organization management of Woolworths Limited is required to develop the policies for the purpose of operating the business activities in a systematic manner. Moreover, the firmness of the developed policies affects the interests of the employees in certain ways that creates conflict between the employees and the management. Hence, it would be better if the management of Woolworths Limited use the approach of compromising as a conflict management. It would assist the organization to avoid the misunderstandings on compromising the partial interests among the workers and management (Dinar et al. 2015). This policy and approach would help in avoiding the creation of issues since the interests of management and employees would be satisfied in a partial manner. It has been noted that most serious conflict situation at Woolworths Limited occurred when the organizational management undertook the decision in declining the employment of employees. It was analyzed that the number of employees was decided to be reduced by around 30,000 numbers of employees. It was noted that such circumstance on labor turnover was the most crucial circumstance experienced by the organizational management. Moreover, the decision on decrease of number of employees was important for the purpose of reducing the business activity costs. On the contrary, it was a tough situation for the concerned workers and employees since their future was at stake. Accordingly, the circumstances of friction at this stage occurred within the enterprise at high level of management. Hence, to manage and control such situation implementation of competitive approach was analyzed to be effective for the management (Koch and Binnewies 2015). It has been observed that this approach of confli ct management could easily solve the conflict circumstances since the higher management is likely to implement is decision by any means. Accordingly, it can be stated from the above arguments and discussion that solution to any conflict circumstances in an enterprise it is important to understand the nature and level of disagreement. The management is responsible to analyze the present situation, examine the nature of conflict among the parties involved as well as the level of conflicts. Upon proper examination and evaluation, the management is required to develop the appropriate model of conflict management that helps in resolving the issue. Conclusion It has been identified from the present report that the situation of conflict arises when there is difference in beliefs, thoughts, ideas or actions among two or more individuals. The conflicts may arise among the similar level of members of the organization or among the higher level of group members of the enterprise. Accordingly, the management of the organization is required to understand the circumstances of conflicts that help in managing and solving the issues arising on disagreement at different levels. It has been observed that there are five levels of conflict and it is significant to develop the relevant models to improve the organizational performance at employees level and at entire organization. In order to solve the situations of conflicts there exists several approaches of the conflict management that helps in resolving the situations of conflicts. It has been identified in the present report that Woolworths Limited, one of the largest companies in Australia experience d several conflicting circumstances during several past years. One of the primary conflict situations identified in case of Woolworths Limited was a situation between employees and management occurred as a result of labor turnover. Accordingly, it has been observed that the management focused on developing the best and appropriate model of conflict management as provided by Thomas Kilmann to get the assistance on resolving the conflicting situation. Hence, it can be concluded that the issues on conflict can be resolved by considering the appropriate techniques that helps in improving the organizational overall performance. Reference list: Ayoko, O.B. and Ayoko, O.B., 2016. Workplace conflict and willingness to cooperate: The importance of apology and forgiveness.International Journal of Conflict Management,27(2), pp.172-198. Cederman, L.E., Hug, S., Schdel, A. and Wucherpfennig, J., 2015. Territorial autonomy in the shadow of conflict: Too little, too late?.American Political Science Review,109(02), pp.354-370. Currie, D. and Teague, P., 2015. Conflict Management in PublicPrivate Partnerships: The Case of the London Underground.Negotiation Journal,31(3), pp.237-266. Diehl, P.F. and Regan, P., 2015. The interdependence of conflict management attempts.Conflict Management and Peace Science,32(1), pp.99-107. Dinar, S., Katz, D., De Stefano, L. and Blankespoor, B., 2015. Climate change, conflict, and cooperation: Global analysis of the effectiveness of international river treaties in addressing water variability.Political Geography,45, pp.55-66. Dyer, B. and Song, X.M., 2015. The relationship between strategy and conflict management: A Japanese perspective. InProceedings of the 1995 Academy of Marketing Science (AMS) Annual Conference(pp. 126-132). Springer International Publishing. 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Shared perceptions of supervisor conflict management style: A cross-level moderator of relationship conflict and employee outcomes.International Journal of Conflict Management,27(1), pp.25-49. Weingart, L.R., Behfar, K.J., Bendersky, C., Todorova, G. and Jehn, K.A., 2015. The directness and oppositional intensity of conflict expression.Academy of Management Review,40(2), pp.235-262. Wilson, M., Davis, D.R. and Murdie, A., 2016. The view from the bottom Networks of conflict resolution organizations and international peace.Journal of Peace Research, p.0022343316628813. Woolworthslimited.com.au. (2016). Quality Brands and Trusted Retailing - Woolworths Limited. [online] Available at: https://www.woolworthslimited.com.au/ [Accessed 7 Oct. 2016]. Yeung, D.Y., Fung, H.H. and Chan, D., 2015. Managing conflict at work: Comparison between younger and older managerial employees.International Journal of Conflict Management,26(3), pp.342-364.