• Water for future
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• v.30 no.2
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• pp.20-27
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• 1997

• International Journal of Advanced Culture Technology
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• v.12 no.2
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• pp.309-317
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• 2024

The conflict between Iran and Israel has been a major source of instability and security threats in the Middle East. This study analyzes the historical background and modern aspects of the Israel-Iran conflict, examining its root causes, nuclear issues, proxy wars, cyber warfare, economic sanctions, and the role of the United States. The research employs qualitative methods, including literature review and case analysis, using various sources such as academic papers, government reports, and media articles. The findings suggest that the conflict is deeply rooted in historical, religious, and political factors, and has escalated since the 1979 Iranian Revolution. The study highlights the need for dialogue, negotiation, and international mediation to resolve the conflict and maintain regional stability. The Israel-Iran conflict also provides valuable lessons for addressing the North Korean nuclear issue, emphasizing the importance of dialogue, international cooperation, and confidence-building measures.

• Journal of Agricultural Extension & Community Development
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• v.11 no.1
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• pp.21-36
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• 2004

The objectives of this study were to explore theoretically the factors that were associated with role conflict of rural extension educators, to investigate the consequences of this conflict, and to suggest possible solutions to the role conflict. This study was carried out through literature review. The findings from this study were as follows : 1) The causes of role conflict were divided into individual characteristics and social or organizational characteristics. Existing research papers examining the cause of rural extension educators' role conflict had focused mainly on individual characteristics. Therefore, social characteristics of the role conflict should be included in future research activities. 2) The consequences of role conflict were made up of individual dimensions and organizational dimensions. However, pervious researches on rural extension educators' role conflict had dealt with the individual dimensions only. Therefore, the consequences of organizational dimensions should be added to future researches. 3) Revision of roles and job specifications, developing professional competencies, and raising achievement motivation were some of the possible solutions to rural extension educators' role conflict. These solutions, if managed effectively, may improve the performance of extension organizations, as well as that of the individuals by solving the role conflict of rural extension educators.

• Korean Journal of Childcare and Education
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• v.9 no.1
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• pp.221-239
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• 2013

This study examines teacher-teacher conflicts in childcare centers, specifically the causes of conflicts and the process of resolution through in-depth interviews in order to provide suggestions for positive conflict resolution. The subjects of the interviews were five working childcare center teachers, and each subject was interviewed three to four times between September 7th and October 4th in 2011. The result of the interview indicates that childcare center teachers perceive the following to be causes of the conflict: hierarchical relationship among teachers; lack of social skills; differences in personal values and educational philosophy; and uncooperative behaviors of teachers. Moreover, each teacher's eagerness to improve relationships and capacity to make appropriate judgment had positive and negative effects on the relationship with colleagues. In sum, childcare center teachers experienced various conflicts between fellow teachers and recognized the importance of sustaining positive relationships through conflicts as well as through the process of conflict resolution.

• Korean Journal of Computational Design and Engineering
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• v.5 no.4
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• pp.319-326
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• 2000

Expert systems using uncertain and ambiguous knowledge are not of the recent interests about uncertainty problem for performing inference similar to the decision making of a human expert. Human factors on rule-based systems often involve uncertain information. Expert systems had been used the methods of conflict resolution in a rule conflict situation, but this methods not properly solved the rule conflict. If a human expert appends a new rule to an original rule base, the rule base rightly causes a rule conflict. In this paper, the problem of rule conflict is regarded as one in which uncertainty of information is fundamentally involved. In the reduction of problem with uncertainty, we propose an enhanced rule ordering method, which improve the rule ordering method using Dempster-Shafer theory. We also propose a combinative index, which involve human factors of experts decision making.

• Journal of Science and Technology Studies
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• v.3 no.1 s.5
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• pp.105-156
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• 2003

This paper aims to explore the cause and aspect of inter-ministerial policy conflict and its coordination in science and technology policy-making with the case of science and technology basic law-making process in Korea. This law-making processes are analysed through the three periods for the last 10 years starting 1992, such as law-formulation(1st) period, interim law-making (2nd) period, and final law-making(3rd) period. Based on these steps, it tries to concretely describe the phenomenon of policy conflict and the coordination mechanism among government departments and analyses the characteristics of dynamic interaction and mutual adjustment among the related agencies. The analysis is mainly focussed on the underlying causes and determinants of policy conflict, the development and coordination process of the conflict, the strategies and logics of the conflict participants, and eliciting some policy implications for effective policy coordination among government departments. Research results are summarized as follows. First, in science and technology policy-making the main causes of policy conflict among government departments are attributed to the difference of policy-orientation and jurisdiction-orientation of each agency. During the first period, the main aspect of policy conflict was policy-oriented, during the second, the main aspects of policy conflict were both policy-oriented and jurisdiction-oriented, and during the third, policy-oriented conflict was dominant. Second, the dominant typology and strategies of policy coordination which the participants used were vertical-political and horizontal-analytic approach. During the first period, horizontal and analytical approach were used, during the second, horizontal and political approach are mixedly used, and during the third, vertical and political approach were dominantly used. Third, The Korean National Assembly and the ruling party played a pivotal role in science and technology policy-making process(the basic law-making process) in particular during the final period.

• Knowledge Management Research
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• v.14 no.4
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• pp.47-74
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• 2013

Many organizations require employee's innovative behaviors, since one way for organizations to become more innovative is to capitalize on their employees' ability to innovate. However, employee's frequent conflict not only causes serious damage to organizations, but also blocks the authentic attitude of knowledge creation and has a negative impact on the innovative behaviors of employees. The purpose of this study is to examine the relationships among employee's task conflict and relationship conflict, employee's authentic attitude of knowledges creation, and innovative behaviors of employees in organizations. The result of analysis shows that the influence of task conflict on innovative behaviors is significant. And the influence of task conflict and relationship conflict on employees' authentic attitude of knowledge creation is significant. And the influence of employees' authentic attitude of knowledge creation on innovative behaviors is positively significant. Thus, the study provides researchers and practitioners with a matter of primary interest in knowledge creation as a driving force leading to innovative behaviors of employees, in which the authentic attitude of employees turns out to be an important psychological factor.

• The Southeast Asian review
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• v.23 no.1
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• pp.235-276
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• 2013

Recent incidents of lethal violence in the Rakhine State of Myanmar between the majority Buddhist Rakhine and the Muslim Rohingya have been the source of much concern for the international community. Unlike the past, the killings and incendiary attacks by both communities have intensified to a critical level, proving to be a great liability for the forward-thinking Myanmar government, whose recent transition to civilian rule after a long military one has made it eager to move on. The roots of the conflict trace back to the military regime, who branded the Rohingyas living in Rakhine state as illegal immigrants and refused to confer upon them official recognition as Myanmar citizens. The discord then moved to an ethnic conflict, pitting the Rohingya not merely against the Myanmar government but rather the majority Buddhist Rakhine. The conflict, as it has developed into the present, is an immensely complicated one that simultaneously encompasses ethnic and religious issues, all intertwined together. This study aims to see how the two ethnic groups have come to resort to such violence, despite having lived in each other's presence for many centuries, and why the violence persists. It will attempt to reconcile the fact that Rakhine had historically been a place of convergence for two groups, the Buddhist Rakhine and the Rakhine Muslim(the Rohingya). Based on the argument, this study also seeks to uncover, identify, and understand the Rohingya identity with the extreme arguments exhibited by both sides, and from there, locate the underlying causes of the greater religio-ethnic conflict in Rakhine that has so ravaged the place as of recent.

• 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.

• Korean Journal of Childcare and Education
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• v.8 no.1
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• pp.109-124
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• 2012

This study observed co-worker's conflict situations and interpersonal conflict management strategies from 5 teacher's conversations and informal gatherings in a new born child classroom. Taxonomic analysis, Domain analysis, and Componential analysis(Spradley, 1980) were used to analyze co-worker's conflict situations, and Styles of Handling Interpersonal Conflict(Rahim, 1983) were used to analyze the child care teachers' interpersonal conflict management strategies. The findings of this study were as follows: First, child care teachers experience conflict. The causes of conflict were to do their best, to protect the right of teachers, and to work jointly. Second, Dominating conflict management strategy was used when a cook wouldn't provide teacher's snacks or adopt a teacher's suggestion about methods of providing snacks. Avoiding conflict management strategy was used when a cleaner asked for help or a supervisor asked for extra work. Integrating conflict management strategy was used when infant care teachers suggested ways to go on a vacation. Obliging conflict management strategy was used when teachers followed the principal's directions to sit in and observe another teacher's classroom. Compromising conflict management strategy was used when infant care teachers suggested ways to clean up a play room together.