• 한국IT서비스학회:학술대회논문집
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• 2007.11a
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• pp.517-524
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• 2007

본 논문에서는 요구와 개발이 혼재된 개발문화로 초래된 수 발주자간 요구사항 갈등, SW기업의 수익구조 악화, 과도한 개발자의 업무량과 이에 따른 고급인력의 SW업종 기피 등의 문제점을 해결하기 위한 SW 요구 개발 분할발주 방법과 기능사양, 품질사양, 그리고 기능점수에 의한 요구사항의 가시화 및 계량화 방안을 제시하고, 이러한 방안이 국내 시장에 정착될 경우 기대되는 여러 가지 효과에 대해서도 논한다.

• Journal of Korea Water Resources Association
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• v.56 no.5
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• pp.357-362
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• 2023

The conflict between upstream and downstream regions is a representative social conflict in Korea. It is important issues in the economic and environmental aspects related to interests of property rights and water quality conservation. however, it is insufficient for studies on the economic damage and benefits between upstream and downstream by policy. We studied validity for drinking water protect zone, one of the major water conflict in Korea, by comparison between social loss by property rights restriction in the upstream and social benefits in the downstream and we proposed integrated water management policy in basin level.

• Journal of Korea Technology Innovation Society
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• v.21 no.1
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• pp.130-150
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• 2018

Technology valuation refers to the act, procedures, or techniques in evaluating certain technology and its value for commercialization. For this purpose, deadlines and process plans are established based on valuation goals such as technology transfer, investment and financing, investment in kind, and strategy establishment. The technology valuation process involves analyzing and evaluating technology performance, rights, marketability, and business value technology, as well as calculating the monetary value of technology modules based on the results. Analysis and evaluation of each module is performed by a team of experts having knowledge of specific technology. Valuation of technologies is conducted as independent projects by project managers (PM) who integrate and manage modules; they must have expertise in systematic performance of task support and management to ensure objectivity and reliability. Furthermore, the valuation team comprises expert stakeholders having knowledge about each module due to the nature of technology valuation. For smooth knowledge sharing in technology and valuation procedures, communication skills and roles of PMs supporting and managing the valuation are important. Primarily, PMs must resolve conflicts between evaluators participating in different tasks, evaluators and evaluatees, and technology holders and receivers. This study examines technology valuation for four conflicts occurring frequently among stakeholders providing valuation support to PMs, and seeks resolutions. The conflicts and resolutions discussed in this study may lead to more specialized roles of PMs in technology valuation and project management, as well as systemized valuation support and management plans.

• Journal of Environmental Policy
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• v.10 no.3
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• pp.3-20
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• 2011

Through case studies of photovoltaic complex and wind farm construction and management, the causes of environmental and social conflicts were analyzed. Policies and measures to minimize conflicts and complement the institution were identified by analyzing successful construction and management case studies from both domestic and abroad. The causes of problems were haphazard damages to the regional environment, direct damages from power production facilities, lack of regional benefits from power production businesses, and loose environmental restrictions and management. The countermeasures to mitigate the problems at hand are to improve and strengthen the guidelines for power production businesses, secure residents' acceptability, strengthen regulations for business explanation, increase stakeholder's participation, find alternative sites, and ensure the speedy implementation of on-shore wind farms. Through these countermeasures, specific goals included in the New Renewable Energy Master Plan, such as target goals for photovoltaic and wind energy, preservation and protection of environment, and improvement of residents' acceptability, can be achieved.

• Journal of Arbitration Studies
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• v.23 no.4
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• pp.169-189
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• 2013

Organizations have traditionally been established and managed by men. As more women enter organizations, a new kind of conflict occurs at work owing to differences between men and women. Conflict can generate positive outcomes if managed properly; thus, this study outlines the causes of creating conflicts between men and women and considers whether ADR is applicable and useful at work. As ADR offers a means of bringing workplace justice at lower cost and with speed, it can serve as an effective way of resolving conflicts between men and women at work. In order to use ADR as a method of resolving conflict between men and women, I suggest reinforcing the function of a grievance committee in a company and cultivating an ADR specialist.

• Journal of Digital Convergence
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• v.12 no.5
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• pp.377-394
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• 2014

This study conducted a frame analysis of the news reports of Chonbuk bus strike broadcasted via local broadcasting companies of the Jeollabuk-do. The results showed that all Chonbuk local televisions gave more emphasis on 'episodic' frame by emphasizing demonstrations and struggles between capital and labor. In the case of content frames, news reports did not present the solution or an alternative of the strike, and the democratic process frame or the institutional improvement frame was not embossed. Therefore, local television news of Chonbuk bus strike was insufficient in reporting causes and backgrounds of the strike. Also, it displayed existing press routine in reporting the issue of social conflict such as a bus strike.

• THE INTERNATIONAL COMMERCE & LAW REVIEW
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• v.66
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• pp.191-218
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• 2015

This research is, first of all, a theoretical study concerning 'conflict.' Only then, we could obtain ways in which we manage and resolve various problems arising from conflicts in business between Korean and Chinese companies. In doing this, we also tried to grasp cultural characteristics, or factors, in Chinese ways of carrying out negotiations that lead to conflicts with us. On the basis of these preliminary considerations, we developed practical techniques of conflict management and types of negotiation strategy. We thereby could suggest broader strategic implications for better performance in international business. Concretely, this research investigates techniques of conflict management and types of negotiation strategy. For such techniques and types, we suggest, (1) Sharing technique or reconciliatory compromising negotiation and its compromise strategy, (2) collaborative technique or cooperative negotiation and its win-win strategy, (3) competitive technique or competitive negotiation and its profit-seeking attack strategy, (4) accommodative technique or receptive negotiation and its relation-maintaining yield strategy, (5) avoidant technique or evasive negotiation and its indifference-showing avoidance strategy. This research contributes to promote understanding on negotiation culture of chinese corporate. and we provide the guideline of the conflict management and the insight for the efficiency strategy of chinese business negotiation. But, empirical data and statistical examinations should be added to our present research for the future prospective ones.

• Proceedings of the Korea Water Resources Association Conference
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• 2008.05a
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• pp.1472-1476
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• 2008

남북 공유하천은 크게 임진강과 북한강으로 대별된다. 이중 임진강은 2000년을 기점으로 상호 협력방안이 모색되고 있다. 그러나 북한강수계에서는 북한이 유역변경을 위해 대댐을 건설하여 운영중에 있는 등 남북관계에 있어서 협력과 갈등이 공존하고 있는 상황이다. 국제공유하천에 있어 수자원 개발과 이용은 협력과 공평성에 기초하여야 한다. 그러나 갈등은 모든 국제하천이 가지고 있는 공통의 문제로 해결을 위한 대안마련에 많은 노력이 필요하다. 그럼에도 국 내외의 사례에서 볼 수 있듯이 예방적 조치들이 미약한 것이 현실이다. 남 북한 공유하천에서도 수자원 이용과 관련된 문제점은 계속되고 있다. 특히, 북한강 수계의 경우 상류유역을 점하고 있는 북한이 임남댐을 건설해 유역변경 수력발전을 함으로서 하류를 점하고 있는 남한지역에서는 하천관리 및 용수공급 등 지장을 받고 있다. 얼마 전에는 댐의 안정성 문제가 제기되어 국가안보 차원에서 문제를 다루어야 할 정도로 중대 사안이 되었다. 임진강 유역에서는 수해방지를 위한 남 북한간 협력체제의 토대가 마련되어 가고 있지만 황강댐의 유역변경 이 구체화될 경우 문제는 더욱 복잡해진다. 본 연구에서는 국제공유하천의 갈등해소 이론을 바탕으로 보다 현실적인 접근방법을 대안으로 제시하고자 하였다.

• Journal of Korean Society of Transportation
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• v.23 no.5 s.83
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• pp.57-64
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• 2005

Recently, several national construction projects such as Chunsung Mt. section of Kyungbu High Speed Rail or Sapae Tunnel of Seoul Outer Ring Road have been delayed or suspended due to the objections of residents or environmental organizations. Considering the development of democracy, increased public participation and interests on environmental issues in Korea, the generation of these social conflicts may be natural phenomenon. However, it is necessary to find measures to effectively implement major construction project and save costs related to social conflicts. In this paper, PI techniques in the United States are investigated and in comparison, the weakness and improvement plans for Korea's current public participation system have been suggested.

• Korean Journal of Labor Studies
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• v.19 no.1
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• pp.105-137
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• 2013

This paper proposes to examine the relationship between the two trade unions of Hyundai Motor Company (HMC) - those of the regular workers and of the in-house subcontract workers - around the issue of converting irregular workers to regular ones, which has been a social issue for a long time, and, furthermore, to find a desirable solution. The politics of the in-house subcontracting rotate around three axes: the conflictive collusion between the company and the regular workers'union regarding the internal labor market; the exclusion and resistance between the company and the subcontract workers'union; and the solidaristic conflict relationship between the two unions. After the final decree by the supreme court in 2012 the conflict and collusion/solidarity relationship of the three social actors have been amplified in scale - the continuous limping of the special bargaining between the company and the unions, the intensified conflict between the company and the subcontract workers'union, and the crisis of the collusion between the branches of the two unions are all evidence of this. A clue to the solution to the issues of in-house subcontracting in HMC can be found through reestablishment of the relationship among the three actors. In order to solve the in-house subcontracting issues in HMC, phased and lawful switching from irregular to regular positions, improvement of working conditions for the irregular workers, integration of the two unions (realization of 'one company one union'), and negotiated flexibility in the internal labor market will be required. Also to be considered are installation of a special committee for the issue, and utilization of external consultants. The result would be the possibility for the corporate labor market of HMC to be composed of regular workers, legal contract workers and directly-employed contract workers, which could be realized through bilateral relations of 'the labor and management conflict partnership'.