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Factors Affecting Of Disputes Resolution in Workplace: UNRWA at Gaza as a Case Study

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dc.contributor.author Abdallah I. Qandil
dc.contributor.author Muhammad K. Hamdan
dc.contributor.author Al Shobaki, Mazen J.
dc.contributor.author Abu-Naser, Samy S.
dc.contributor.author El Talla, Suliman A.
dc.date.accessioned 2/28/2021
dc.date.accessioned 2/28/2021
dc.date.accessioned 2021-03-10T15:29:44Z
dc.date.available 2/28/2021
dc.date.available 2021-03-10T15:29:44Z
dc.date.issued 2021
dc.identifier.citation International Journal of Academic Management Science Research (IJAMSR),5(2), pp. 154-180 en_US
dc.identifier.uri http://dspace.alazhar.edu.ps/xmlui/handle/123456789/2690
dc.description.abstract Abstract: The research aims to study the reality of mediator competencies, emotional intelligence and case characteristics variables, (UNRWA) Gaza. The research also aims at identifying the differences between respondents as attributed to their professional and personal traits of age, gender, educational level, distribution of department, dispute resolution experience and representation party. The researchers adopted mixed data collection methods; quantitative and qualitative. For qualitative, a semi-structured interview was conducted with (9) officials including management, staff unions and expert external mediators. (63) Questionnaires were distributed to a systematic random sample population; (56) were received, with a response rate 88.9%. The results proved that there are no significant differences among respondents attributed to personal and professional traits of age, academic background, gender, department, years’ of experience, educational degree and representation party. The research has presented some recommendations concerning the factors affecting the mediation outcomes of workplace disputes resolution. The recommendations include: UNRWA should adopt mediation as a method to resolve disputes at workplace instead of following litigation before the courts, as many organizations today increasingly started to adopt mediation as a method to resolve disputes at workplace. This will help decreasing the high cost, non-flexibility, and threatening features of disputes and conflicts resolution before courts, as well as enhance the relationship between disputant parties. Mediators are essentially recommended to attend regular training such as guiding negotiation processes, employing group sessions properly, overcoming obstacles, summarizing & analytical skills and selecting emotional words and phrases, it is also important to encourage the mediation experts' training workshops and meetings. Regular training sessions will not only improve skills and abilities, but will also imply variety and flexibility. This leads to having competent qualified mediators who are able to resolve organization’s workplace disputes in a way, which satisfies the need of disputants. en_US
dc.language.iso en_US en_US
dc.publisher IJARW en_US
dc.subject Mediator's Competencies en_US
dc.subject Emotional Intelligence of the Mediator en_US
dc.title Factors Affecting Of Disputes Resolution in Workplace: UNRWA at Gaza as a Case Study en_US
dc.type Article en_US


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