A focus at this role backed by evidence to indicate how effective these bodies are in conflict resolution is necessary. This effectiveness is based on a number of aspects that range from types if NGOs to their different roles and structures as discussed below. …
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Types of NGOs
In modern times, there has been the emergence of Non-governmental organizations also known as NGOs and these have played numerous roles in this modern society. This is especially with the registration and recognition, as well as integration of NGOs into the United Nations to assist in provision of services to marginalised areas and even serve the needs of minority groups (Crowe p.1796). Some of the roles that are played by NGOs include; provision of humanitarian services that would otherwise not be available to certain parts of the human population. In addition, provision of a platform for the population to air its grievances to the rest of the world and even leaders, and serve as a bridge between the rest of the world and local communities in which these NGOs work from and within. Because of this, there are different types and forms of NGOs that serve different purposes and in different localities for various populations. As such, based on the definition of NGOs as non-profit organization, they can be categorized into community-based organizations, which are small intimate organization that are run exclusively by members and based out of locally available resources. Another type of NGO is the intermediary NGO that involves the use of paid staff to provide social services to individuals and other organization, while there is another type, which is the intermediary NGO focussing on policy and advocacy which reflect the needs of both local communities and other NGOs, as well as organizations (Nesbit p.9). The last type of NGO is the one that deals in international relief and development, and consists of professional staff and is found in many countries through branches and chapters.
Humanitarian Efforts With the above information, it simple to come up with different roles of NGOs as these categorizations spell out what each organization does and at what level. Consequently, in conflict resolution and healing, NGOs roles can be explained and illustrated following their structure. The first way in which NGOs are an effective force in the process of conflict resolution and healing is following their humanitarian services provision to populations that need them. With this in mind, the key role is the healing process and not on conflict resolution, although from a different perspective this is achieved. By providing humanitarian services such as medical supplies and health services, where those that are affected or affected communities are served with services that eliminate human suffering in both warring camps of communities in conflict. As such, the first category of NGOs is well versed in this by being the immediate source of these humanitarian services where they use only what they have to provide for their own people and even others form the camps in conflict. Through this, the warring population is brought together by human suffering especially concerning diseases and injuries, as well as wounds to make peace and cooperate for their own wellbeing (Clapham p.522). This is evident in cases of Sierra Leone, where community based NGOs came together and served to mitigate the effects or outcomes of the conflict in the country. This was through providing medical services to the wounded and even reusing service to those that came later until an amicable agreement was reached to
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It is also in accord to the management’s interest to ensure that its human resources are able to maximize the opportunities to upgrade its skill through professional development and by advancing to new level of organizational management. Some of the performance appraisal methods applied by business sectors are as follows (Humanresources.hrvinet.com, 2013, p.
From the current dissertation, the bottom line states that non-addressed and unresolved conflicts can twirl to be destructive force. This is because the conflicts, when left unresolved, produce suspicion, dishonesty, defensiveness, conspiracy, and barriers. In fact, conflicts have both sides: constructive and pessimistic.
The concept of conflict resolution in Today’s Higher Stress Workplaces has been changing (Daniel, 2001). Managers have diversified their tips and tools of recognizing, preventing and resolving conflicts. Conflict resolution as a strategic management tool, is gaining importance as interpersonal rules of conduct is becoming looser and time deadlines becoming limited.
According to Bercovitch (1996), conflicts deprives fundamental rights from the victims especially those that pertains to liberty, life and safety. In schools, concern about violence has been on the rise and in relation to that, conflict resolution and peer mediation training programs have been growing.
This dispute resolution process will be carried out peacefully and in a quiet place where each party will feel comfortable and secure. The secrecy of the parties involved will be guaranteed. Each person will have time to express their concerns amicably, look for a common ground that both of them can agree on; create a future resolution other than concentrating on the history.
According to the research findings, it can, therefore, be said that conflicts tend to hamper the organizational productivity. There are numerous ways through which conflicts are believed to be easily resolved. Hence efforts need to be exerted towards making use of the conflict resolution techniques.
In the event of a conflict, there results a state of turmoil that destructs the working relationship of people or an organization. The causes of conflict could range from a multivariate of factors including economic as well as social differences.
Every organization's desire remains to minimize any instances of conflict within the organization as a means of establishing a peaceful coexistence. Organizational conflict refers to the state of discord within an organization occurring because of actual or perceived opposition of needs, interests, and work within an organization.
Conflict is an unhealthy practice capable of undermining and compromising the nursing profession. It may involve a state of power struggle at the workplace. Efficiently managed conflict by the nurses leads to personal and organizational growth; this forms a positive
Engaged employees, thus perform their duties in ways furthering their organisation’s interests. Employee engagement, therefore, can be defined as the measurable degree of an individual’s emotional attachment to their work (Kruse 2012). Engagement measures both negative and positive attachment, commonly displayed in the various attitudes held by employees towards their job(s).
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