The Priorities of Conflict Management Influencing Factors by the Organizational Perspective : Focused on the Disaster Management Policy Implementation

Sung Soo Byun 위기관리 이론과 실천 2011 Journal of Safety and Crisis Management Vol.1 No.2

The purpose of this study is to search for the conflict management influencing factors based on an organizational perspective and to build a management model for an effective implementation and a successful policy. So, this study attempts to review theories about the conflict management, influencing factors and analyzes find ways to improve the interorganizational conflict management. Based on literature review about conflict management influencing factor, this study propose 4 categories of influencing factors in the disaster management policy implementation. First, the category of law and system, from outside the organization, includes a legislation, a agency, and a supporting system relevant to conflict management. Second, the category of organization, from inside the organization, is comprised of a human resources and budget, a task force team, a will and leadership of chief. Third, the category of operation, from the interorganization relationship, consists of a communication channel, a information disclosure and sharing, reduction of perception gap. Lastly, the category of strategy, as a conflict resolution method, includes a negotiation between the parties, mediation and arbitration by the third party, and a judicial settlement. In order to analyze conflict management influencing factors in the disaster management policy implementation, this study uses the AHP(Analytic Hierarchy Process) technique. . And according to the results, the most important factor is a legislation, a will and leadership of chief, a communication channel, a negotiation between the parties in each of category.

공공갈등관리시스템의 개선방안에 관한 연구

김기형 ( Ki-hyung Kim ) 중앙대학교 국가정책연구소 2019 국가정책연구 Vol.33 No.4

정부는 그동안 공공갈등을 예방하고 해결하기 위해 다양한 법·제도적 장치들을 마련하였으나, 정부정책을 둘러싼 공공갈등은 오히려 증가하는 등 그 효과가 미흡하였다. 이에 이 연구에서는 법·제도적 측면에서 우리나라 공공갈등관리시스템의 현황과 문제점을 분석하고 이를 토대로 공공갈등관리 과정과 연계한 국민 참여 기반의 종합적이고 체계적인 공공갈등관리시스템 개선방안을 제시하였다. 구체적으로 공공갈등관리 과정을 갈등 인지, 갈등수준 판단, 갈등과제 선정, 갈등 조정·관리, 갈등 해결, 사후관리 등 6단계로 구분하고 각 단계마다 법·제도적 측면에서 공공갈등관리시스템의 현황과 문제점 및 개선방안을 제시하였다. 각 과정별 또는 과정 전체에 영향을 미치는 공공갈등관리시스템의 법·제도적 개선방안으로는 갈등관리기본법의 제정, 법이나 규정의 적용 대상 확대, 갈등관리전담기구의 설립, 갈등관리지원센터의 신설, 갈등영향분석의 의무규정화, 갈등관리심의위원회의 실질적 기능 강화, 공론화위원회의 활용과 법제화 방안, 이해관계인의 갈등조정협의회 구성 요청 허용 및 협의회 공개 원칙 규정, 공공갈등 유관 기관간 정보제공 의무규정, 공공갈등관리 정보화시스템의 구축, 합의사항 이행 점검, 갈등관리 평가의 환류, 지역사회 치유 등을 제안하였다. The government has prepared various legal and institutional mechanisms to prevent and resolve public conflicts. However, public conflict related to government policy was rather increased, and the effect was insufficient. In this regard, this study analyzes the current situation and problems of the public conflict management system in Korea in terms of legal and institutional aspects, and proposes a comprehensive and systematic public conflict management system based on public participation in connection with the public conflict management process. Specifically, the public conflict management process is divided into six stages: conflict recognition, conflict level judgment, conflict task selection, conflict mediation and management, conflict resolution, and post-management. At each stage, the present status, problems and improvement plans of the public conflict management system were presented in terms of legal and institutional aspects. The legislative and institutional improvement measures for the public conflict management system that affect each process or the whole process include: enactment of the framework act on conflict management, expansion of institutions subject to law or regulation, establishment of a dedicated conflict management organization, establishment of a conflict management support center, mandatory provision of conflict impact analysis, reinforcement of the practical function of the conflict management deliberation committee, ways to utilize and legislate of the public deliberation committee, allowing stakeholders to request conflict mediation councils, council disclosure principles, mandatory provision of information provision between agencies related to public conflict, establishment of a public conflict management information system, monitoring the implementation of agreements, feedback of conflict management evaluation, and healing the community.

공공기관의 갈등관리 실태와 개선방안에 관한 연구

조성배(Cho, Sung-Bae) 한국공공사회학회 2015 공공사회연구 Vol.5 No.2

2013년, 박근혜 정부가 들어서자마자 밀양 송전탑 갈등을 계기로 중앙정부와 공공기관은 기존 갈등관리제도에 대한 개선방안을 모색하기 시작하였다. 그 결과 대단위 개발 등 공공사업을 주요 업무로 하고 있는 국토교통부, 산업통상자원부를 중심으로 갈등관리시스템의 개선과 대응이 진행 중이다. 그러나 현행 갈등관리는 어디까지나 대통령령에 의해 사업을 추진하는 공공기관의 장의 자의적 판단으로 진행하고 있으며 모든 사업에 적용되고 있지 못한 실정이다. 그 이유는 정치적인 상황, 결정권자, 사업진행단계, 사회적 상황 등이 다양한 요인이 영향을 주고 있기 때문이다. 또한 기존의 공공갈등은 대부분 사업화 과정에서 발생하였으므로 산하기관이 갈등관리 역할을 수행하였고 그 수장의 판단으로 진행되는 것이 대부분이었다. 하지만 공공정책과 공공사업이라는 영역 속에 중앙정부와 산하기관으로 업무가 분리된 현행 시스템에서 공공갈등이 발생할 경우 이에 대한 예방과 해결이라는 차원에서의 갈등관리의 책임 주체는 누가 되어야 하는지가 주요 쟁점이 되고 있다. 이러한 상황에서 산하기관 차원의 갈등관리는 진행 중인 공공갈등을 해소하게 하기도 하고 오히려 증폭시키는 결과를 가져오기도 하였다. 본 연구는 중앙정부 산하기관의 갈등관리 상황을 조사?분석하여 효과적 운영방안을 제시하는데 있다. 이를 위해 본 연구에서는 대상부처를 국토교통부(이하 국토부)로 한정하도록 한다. 주로 갈등이 발생하는 사업으로는 도로, 철도, 수자원, 주택개발 등이 대표적이며, 이들 사업의 설계 및 공사 실무를 수행하는 산하기관을 연구대상으로 하겠다. 조사방법은 산하기관별 갈등관리 실태 조사와 갈등관리 대상 사업에 대한 조사로 분리하여 진행하였다. 이를 위해 산하기관별 갈등관리 담당자를 대상으로 심층인터뷰를 실시하였다. 분석결과, 현행 갈등관리의 문제점은 다음과 같다. 첫째 갈등에 대한 종합적이며 전략적 대응 어려운 상황이다. 둘째, 갈등관리의 기능과 역할이 중복되어 그 대응에도 한계가 있다. 셋째, 갈등관리 총괄담당부서 혹은 담당자의 비전문성을 들 수 있다. 넷째, 산하기관 차원의 갈등관리는 사업추진에 주안점을 두어 실시하므로 역할에 한계가 있다. 본 연구는 이를 해결하기 위하여 다음과 같이 제안한다. 첫째, 갈등관리의 기능을 강화해야 한다. 둘째, 사업절차별 갈등관리의 연계성을 강화해야 한다. 셋째, 담당자에 대한 역량을 강화해야 한다. 넷째, 사업초기부터 이해당사자 대상의 실태조사를 실시하여야 하며, 협의체는 실제 이해당사자가 참여하는 형태가 되어야 할 것이다. With conflicts of a transmission tower in Miryang city, the central government and a public institution finds an improved method about current conflict management system in 2013. After this, it proceeds to improve the conflict management systems by the Ministry of Land, Infrastructure & Transport(MOLIT) and Ministry of Trade, Industry & Energy that are mainly working on a public enterprise like a major development. However current conflict management system is not for every development project because the head of public organizations who works their development projects by a Presidential decree does the projects by their arbitrary decisions. The reasons that various factors as political conditions, decision makers, level of projects proceeding and social conditions effect on their situations. Also, solving public conflicts in these days is made by the head of state agencies that manages the public conflicts by themselves because it mostly happens to process of that development projects. But now, it is an issue that the subject will be on management public conflicts with this situation that the public conflicts happen to current system which is separated from state agencies and central government in area between a public policy and a public enterprise. State agencies"s public conflict management likes this solving the conflicts or aggravating conflicts badly. This study is for suggesting how to manage the public conflicts effectively as researching and analysing the management conflicts situation of state agencies. For this, this study limits an subject to the MOLIT. Especially, there are many public projects with highway, railway, water resources, housing development which mainly has a public conflicts. So this study has some state agencies as study subjects which design these public projects and do construction practice. This study surveys public conflicts management research on actual conditions and the subject projects of public conflicts management. This study makes a depth interview with the person in conflicts management charge for each state agencies. After analyzing this, current conflicts management has a problem like below. Firstly, it has no condition for comprehensive and strategic dealing with the conflicts. Secondly, there are limitations to deal with the conflicts because of overlapping function and duties with conflicts management. Thirdly, there are nonprofessional of the person or the department in conflicts management charge. Fourthly, the conflict management by state agencies always focuses on pushing forward the projects so they have a their limited role. This study suggests next things for solving problem of conflict management. First of all, it has to consolidate a function of conflict management. The second, it has to consolidate a relation of conflicts management in each project process. The third, it has to consolidate an ability of the person in charge. Lastly, in the early stage of these projects, it does a fact-finding survey for all of the persons concerned. And the council will be formed by joining all of the persons concerned in that.

청계천 복원사업과 부안 방폐장 유치사업의 갈등관리 비교연구

조택(Tak Cho),이진영(Jin Young Lee) 이화여자대학교 이화사회과학원 2006 사회과학연구논총 Vol.16 No.-

우리나라의 민주화와 지방자치가 발전되면서 정부 정책의 집행과정에서 정부와 이해당사자가 갈등을 빚는 사례가 많이 나타나게 되었다. 이러한 공공갈등이 적절하게 관리되고 해소되지 못할 경우 사회가 감당해야 하는 비용은 실로 막대하다. 따라서 정책을 성공적으로 집행할 수 있게 하는 갈등관리 요인들을 분석할 필요가 있다고 하겠다. 본 연구에서는 선행연구를 바탕으로 갈등관리에 영향을 미치는 요인을 크게 환경요인과 협상에 의한 갈등관리 요인으로 구분하여 도출하였다. 환경요인으로는 지방의회의 역할과 사회 여론의 향배, 언론보도의 동향 및 시민단체의 역할을 들 수 있다. 갈등관리 요인으로는 상호신뢰, 의사소통채널, 조직내부요인으로 내부결속력과 조직의 대표성, 그리고 리더십을 살펴보았다. 위 요인들이 실제 갈등관리 과정에 어떻게 작용하였는지 청계천 복원사업과 부안 방폐장 유치사업의 갈등관리 과정을 사례로 하여 비교 분석하였다. 분석의 결과, 먼저 지방의회인 서울시의회와 부안군의회는 주민 의사 반영이라는 본래의 기능을 하지만, 갈등관리에 직접적인 영향을 행사하지는 못하는 것으로 나타났다. 청계천 복원과 부안 방폐장 유치를 둘러싼 사회 여론과 언론보도 협상과정에서 협상 당사자에게 유리하거나 불리한 간접적인 영향력을 행사하는 것으로 나타났다. 시민단체가 직접 협상당사자로서 역할을 한 부안 방폐장 유치사업의 경우 갈등관리 과정에 크게 영향을 행사하였으나, 외부에서 의견을 발표하는 정도의 활동을 견지한 청계천 복원사업에는 시민단체가 직접적인 영향을 미치지 않은 것으로 나타났다. 일관된 입장을 견지하여 신뢰를 구축한 서울시와 정부 내부 조율의 실패가 겉으로 드러나 일관성 부재로 정부 불신이 극에 달한 부안 방폐장 유치사업은 상반된 결과를 초래하였다. 즉 신뢰를 받은 정부는 정책 성공을 이끌어낼 수 있었고, 정부불신은 정책실패를 낳았다. 의사소통채널의 경우 공식적 의사소통채널은 존재 자체로 유의미하나, 실질적인 협상의 진전은 비공식적인 의사소통채널의 작동 여부에 영향을 받는 것으로 나타났다. 다음으로는 내부결속력이 강한 서울시와 범부안대책위가 협상당사자인 청계천상인단체들과 정부에 대해 협상에 유리한 고지를 점하는 것으로 분석되었으며, 조직의 대표성은 갈등관리 과정에서 협상당사자들의 권한에 영향을 미쳐, 궁극적으로 갈등관리에 영향을 행사하는 것으로 나타났다. 마지막으로 강력한 리더십이 있는 협상 당사자가 협상을 주도해 나가는데 유리하다는 것을 알 수 있었다. 이와 같이 본 연구는 공공갈등의 관리에 영향을 미치는 요인들을 실제 사례에 도입하여 비교 분석함으로써 현재 발생되어 있거나 향후 발생할 수 있는 공공갈등을 어떻게 성공적으로 관리하여 정책의 원만한 집행을 이끌어갈 수 있는가에 대해 시사하는 점을 살펴볼 수 있었다. As democracy and municipality in Korea has developed, conflicts between the government and the interested people have occurred more than before. Unless such conflicts between the government and the interested party are properly managed, the government can hardly, if ever, proceed projects, and the social cost resulting from the failure of the conflict management is very high. This study explores the factors that influence the conflict management. The factors are local council, public opinion, NGOs, representative power, inner solidarity, communication channels, mutual trust and leadership. After describing the conflict management process of both Cheonggyecheon Restoration Project and Locating Nuclear Waste Facility in Buan and analyzing the processes in terms of those factors, this study found out the followings. Local councils did reflect the opinion of people, however, did not affect directly the conflict management. Public opinion exerts indirect influences on both the government and the interested party. When NGOs act with the interested party, NGOs excercise great influences on the conflict management, which is found in the case of Locating Nuclear Waste Facility in Buan. However, when NGOs are not directly involved but just expressing their opinion on Cheonggyecheon Restoration Project, the influence of NGOs on the conflict management was rather small. Representative power is important in the conflict management. When representatives of the government or the interested people have power authorized by the members, the conflict can be managed more successfully. The party of which the inner solidarity is stronger has more advantages. Official channel of communication is meaningful as it exists, however, substantial negotiations tend to be made through unofficial channel of communication. More than 4,000 unofficial meetings between Seoul Metorpolitan Government and the merchants of Cheonggyecheon area resulted in successful negotiation. Mutual trust between the government and the interested party is very important in successful conflict management. Consistency is the critical factor to build mutual trust. As Seoul Metropolitan Government proceeded consistent policy, it earned the trust from the merchants of Cheonggyecheon area. However, proposals of central government were inconsistent, which resulted in losing its credit. Last, but not least, leadership was one of the key factors which affect the conflict management. In conclusion, this study implies that the aforementioned factors exercise positive influences on the conflict management. Therefore, in case a conflict between the government and the interested party occurs, it will be meaningful to examine those factors in managing the conflict.

성과관리 기반의 체계적 갈등관리평가 방안 모색

윤수재,김지수 단국대학교 분쟁해결연구센터 2018 분쟁해결연구 Vol.16 No.3

The purpose of this study is to analyze the limitations of the government’s ‘plan-monitoring-evaluation’ on conflict management and to find an alternative to build a systematic conflict management system based on performance management. For this purpose, this study analyzed the conflict management evaluation of the Office for Government Policy Coordination, the performance plan of the central government, self-evaluation, and conducted the interview of public officials complementarily. As a result of the analysis, the annual conflict management evaluation conducted by the Office for Government Policy Coordination is in fact at ‘research’ and the evaluation results do not reach the level of suggesting timeliness of the conflict management plan for each central government. In addition, the performance plan and self-monitoring-evaluation of each central government has the same plan-monitoring-evaluation as the general policy on the Conflict Management Required Policy, and there is no performance management for ‘conflict management’ activities. Based on the results of this study, it is expected that 1) assignment of Conflict Management Required Task, 2) Establish a plan-monitoring-evaluation system based on performance management for conflict management tasks, 3) reorganizing the role of the committee on conflict management, 4) reorganization of the role of Conflict Management Evaluation in the Office for Government Policy Coordination, and (5) suggestions to build a systematic conflict management system consisting of revision of evaluation indicators for conflict management. 본 연구의 목적은 갈등관리에 대한 정부의 ‘계획-점검-평가’가 지니는 한계를 분석하고, 성과관리 기반의 체계적인 정부 갈등관리시스템을 구축하기 위한 대안을 모색하는 것이다. 이를 위해 본 연구는 국무조정실의 갈등관리평가 및 부처의 성과관리시행계획, 자체평가에 대한 분석을 실시하고, 공무원 면담을 보완적으로 수행하였다. 분석결과 국무조정실이 매년 실시하는 갈등관리평가는 사실상 ‘조사’에 머무르고 있으며, 평가결과를 통해 각 부처에 대한 적시성 있는 갈등관리 방안을 제시하는 수준에 이르지 못했다. 또한 각 부처의 성과관리시행계획 및 자체점검·평가는 갈등관리 필요정책에 대해서도 일반적인 정책과 동일한 계획·점검·평가를 실시하고 있어, ‘갈등관리’ 활동에 대한 성과관리는 부재한 상황이다. 본 연구결과를 바탕으로 1) 갈등관리 필요과제의 지정, 2) 갈등관리 필요과제에 대한 성과관리 기반의 계획·점검·평가체계 구축, 3) 갈등관리심의위원회의 역할 재편, 4) 국무조정실 갈등관리평가의 역할 재편방안, 5) 갈등관리평가지표 개편안 등으로 구성된 체계적인 갈등관리시스템 구축방안을 제시하였다.

사회통합을 위한 갈등관리제도의 발전방향

금창호(琴敞淏)(Chang-Ho Geum),라휘문(羅輝紋)(Huimun Ra) 경인행정학회 2010 한국정책연구 Vol.10 No.3

본 연구는 기존 갈등관리제도의 구조를 살펴보고 진단하여 미흡한 부분을 발굴한 후 갈등관리제도의 효능이 제고될 수 있는 대안을 모색해보고자 하는 목적을 가지고 수행하였다. 연구결과를 종합하면 먼저 종합적 기반조성 시스템을 구축할 필요가 있다. 이를 위해서는 참여 거버넌스의 확립, 협상문화의 구축 그리고 빈번한 갈등요인의 지속적인 관리노력이 있어야 할 것이다. 다음으로는 차별적 갈등예방･관리 시스템을 구축하여야 한다. 프로세스를 보면 갈등예측, 이해당사자의 참여를 통한 합의절차와 규칙 제정, 합의도출의 과정이다. 마지막으로는 종합적 갈등관리지원 시스템을 구축할 필요가 있다. 이를 위해서는 교육프로그램의 개발과 실시, 갈등관리 지원센터의 설치 등을 고려할 필요가 있다. The purpose of this study is to suggest development strategy for social cohesion through analysis on the established conflicts management programs. The research found that the following development strategies need to be arranged. First, a comprehensive input system for conflict management is needed to improve the conflict management program and manage the related matters. A comprehensive input system for conflict management include participation governance, negotiation culture, sustainable management program for frequent conflicts. Second, 3 step strategy for prevention and management of conflicts is needed to settle a pending question. Those are predicting conflicts, enactment of mutual consent procedure and rules, mutual consent. The last, a comprehensive support system for conflict management is needed to improve the conflict management program. That is, conflict management programs should be run by people with expertise and skills in conflict management. That is, well-designed conflict management education programs are needed. And foundation of supporting center for conflict management is needed.

한,일 기업문화의 비교연구 -갈등관리 관점을 중심으로-

송재훈 ( Jae Hoon Song ) 아시아.유럽미래학회 2012 유라시아연구 Vol.9 No.4

The purpose of this study was to identify the effects of Korean and Japanese corporate cultures on internal communication, conflict management, and performance, thereby seeking an understanding of the two countries`` corporate cultures and ways to establish good strategies for future corporate management. To this end, corporate culture was used as the independent variable, while group culture, innovative culture, hierarchical culture, and rational culture were set as its sub-dimensions. Moreover, internal communication and conflict management were used as parameters. Internal communication was composed of shared values, work communications, and campaign, while conflict management consisted of prevention, resolution, and stimulation. Management performance was used as the dependent variable, which was comprised of non-financial and financial factors. The non-financial factors included employee performance, process performance, quality performance and customer performance, while financial performance perceived by employees was used as the only financial factor. The following results were obtained through this research model. First, the comparison between Korean and Japanese corporate cultures revealed that Korean companies had stronger tendencies of group culture, innovative culture, hierarchical culture, and rational culture. Second, according to the analysis of the effects of corporate culture on internal communication, Korean companies with group and innovative cultures displayed smooth internal communication. In contrast, Japanese companies with an innovative culture showed smooth internal communication, while those with a rational culture did not. Third, according to the analysis of the effects of corporate culture on conflict management, group, innovative, and hierarchical cultures were positively associated with conflict resolution in Korean companies. In Japanese companies, on the other hand, rational and hierarchical cultures negatively influenced conflict management. Fourth, the analysis of the effects of corporate culture on management performance revealed that group and innovative cultures led to a high level of non-financial performance in Korean companies. In Japanese companies, group and innovative cultures resulted in a high level of non-financial performance, while rational and hierarchical cultures decreased non-financial performance. When it comes to financial performance, in both Korean and Japanese companies, group and innovative cultures had positive effects, while a rational culture had an adverse effect in Japanese companies. Fifth, the analysis of internal communication on conflict management showed that shared values, work communication, and campaign, which are the sub-factors of internal communication, positively influenced conflict management in Korean companies. In Japanese companies, however, campaign had a positive effect in many ways, while work communication was negatively related to conflict management. Sixth, according to the analysis of the effects of internal communication on management performance, all of the sub-factors of internal communication―shared values, work communication, and campaign―had positive effects on management performance in Korean companies. In japanese companies, on the other hand, shared values and campaign positively influenced non-financial performance, while work communication did not have any direct impact. Seventh, according to the analysis of the effects of conflict management on management performance, in Korean companies, prevention among the sub-variables of conflict management had a positive influence on employee performance, process performance, and quality performance. Moreover, prevention and stimulation positively influenced customer performance and financial performance. In contrast, in Japanese companies, conflict management through prevention stimulation had a positive effect on management performance. Instead, conflict management through resolution negatively influenced management performance.

청소년이 지각하는 토론능력과 갈등관리전략의 관계 연구

정선영(Joung, Sunyoung),배성아(Bae, Sung Ah) 학습자중심교과교육학회 2014 학습자중심교과교육연구 Vol.14 No.1

본 연구는 학습자가 인식하는 토론능력과 갈등관리전략과의 관계를 알아보기 위한 것이다. 연구대상자는 초등학생과 중학생 200명이었으며, 연구도구로는 토론능력과 갈등관리전략에 관한 선행연구에서 사용된 것을 본 연구의 목적에 맞게 전문가검 증과 예비검사를 통해 수정 및 보완한 후 사용하였다. 연구결과에 따르면, 첫째, 초등학생이 중학생에 비해 자신의 토론능력과 갈등관리전략을 더 높게 인식하는 것으로 나타났으나 동일 학교급내의 학년별과 성별 및 토론경험횟수에 의한 유의한 차이 는 없었다. 둘째, 토론능력의 수준에 따라 갈등관리전략에 있어 전체적으로 유의한 차이가 있었으며, 회피적인 특성을 제외한 하위요소들에서 통계적으로 유의한 차이를 보였다. 셋째, 토론능력의 하위요소와 갈등관리전략의 하위요소간의 상관관계 분 석에서 회피적 특성을 제외하고 그 결과가 모두 유의했으며, 전체적인 갈등관리전략과 배려적 특성을 예측할 수 있는 토론능력의 하위요소는 논쟁적유연성만이 유의하였다. 통합적 특성에서는 표현력과 조사능력이 긍정적인 영향을, 논증력이 부정적인영향을 미쳤으며, 지배적 특성에서는 표현력과 논쟁적유연성이, 타협적 특성에서는 조사능력과 논쟁적유연성이 유의한 설명력을 보였다. 이 같은 연구의 결과는 다양한 상황에서 토론능력배양을 통한 갈등관리 능력향상의 중요성을 검증한 기초자료로 유용하게 이용될 것이다. This study discussed the relationship between youth’s perceived discussion skills and conflict management strategies. In this study, 200 elementary and secondary school students participated in survey. For research instrument for measurement of discussion skills and conflict management strategies were used after properly revising the instrument used in previous studies for the current research purpose and subjects. According to the study results, first, elementary school students in higher level perceived their discussion skills and conflict management skills better than those of middle school students. However, there was no difference depending on the grade level within the same school level, gender and discussion experience frequency. Second, there were significant differences in conflict management strategy depending on the level of discussion skills including sub-components of conflict management skills except from avoidant conflict management strategy. Third, there were significant correlation among the sub-components of discussion skills and conflict management strategy except from avoidant conflict management strategy. According to the prediction power of discussion skills on conflict management strategy, argumentative flexibility among sub-components of discussion skills shaw significant prediction power on conflict management overall as well as considerate conflict management. Expression skills, investigation ability were positive and proof ability was negative on integrative conflict management. Investigation skills and argumentative flexibility was found significant on cooperative conflict management. The results of this study will be used for basic resources to emphasize the importance of discussion skills for conflict management strategies in variety of settings.

미용인의 갈등관리방안에 관한 이론적 연구

이무진(Lee Moo-Jin),고성현(Ko Sung-Hyun) 한국인체미용예술학회 2004 한국인체미용예술학회지 Vol.5 No.2

  It can be said that conflicts are various phenomena that exist in human relationships and organizations in the lives of human beings. Therefore, there came to be various types of conflicts necessarily according to goals and desires in organizations where human beings participate. Conflicts can be divided into various parts according to the perspective.<BR>  Currently, from small beauty salons to franchise-type organizations, the beauty culture work has been changed and it has been more specialized. Various things including conflicts between members of beauty salons, work-related conflicts, adaptation processes, and conflicts with customers occur, and these can significantly affect the performance and the satisfaction level of customers.<BR>  Especially as beauty salons have become more organized as companies, pursuing new concepts of services for the improvement of the qualitative satisfaction level of customers, how to solve conflicts in current situations and how to solve conflicts with customers have become necessary to be studied.<BR>  Therefore, this study examines the definition and features of conflict, sources, types, functions and results of conflicts theoretically, analyzes them, and presents the directions for the further studies on how to manage conflicts.<BR>  Along with the recognition that conflicts can be useful and destructive, the importance of the conflict management has been emphasized, so among the effects of conflicts on organizations, the management plans and ways to promote conflicts have been more focused. From the perspective of the beauty salon management, it can be said that this kind of change of recognition and the management plans are more important.<BR>  Therefore, it can be summarized as the following 3 points through personal conflict management plans presented in this study.<BR>  First, it is the improvement and management of human relations in beauty salon organization, it will contribute to the fulfillment of goals of organizations where each on belongs to, and establish the development of beauty salon organizations.<BR>  Second, the causes of conflicts between individuals include differences between individuals and their recognitions, the loss of authority, unjust personnel administration, goal differences, functional differences, etc.<BR>  Third, conflict management plans, presented in this study, focus on the positive roles of conflicts and conflict promotion plans, so they affect the personal conflict manage, work satisfaction level, and the productivity improvement through the increase of the satisfaction level of customers.<BR>  Through this study, the examination through the realistic actual proof analysis should be performed so that various types of studies, which can be directly applied to conflict management for beauty salons, can be performed positively.

한국군의 민군갈등관리시스템 개선방안: 공군사관학교 사례를 중심으로

김학린,이봉우 한국국방연구원 2014 국방정책연구 Vol.29 No.4

The purpose of this paper is to examine the conditions for improving the civil- military conflict management system of Korea`s forces. For this, this paper employs systems approach to conflict management. Based on the analysis of the conflict management case of Korean air force academy, this paper finds as follows: 1) there are a lot of restrictions using the established military conflict management system, 2) it is necessary to construct special organization for conflict management in the headquarter level of army, air force and navy and to specialize the organizations in conflict management system, 3) especially, the headquarter level organizations in conflict management system should develope the ability of strategic decision making to civil-military conflict, and the field unit level organizations need to improve conflict analysis skills and communication skills with residents, 4) it is necessary to devise wats of encouraging the attitude of commanders for reasonable conflict resolution.