...GUJARAT NATIONAL LAW UNIVERSITY International Relations Water Conflicts in the Middle East Submitted to: Dr. Aruna Kumar Malik Faculty (International Relations) Submitted by: Himanshu Sharma 10A048 (Sem – V) 1|Page GUJARAT NATIONAL LAW UNIVERSITY Acknowledgement I express my gratitude and sincere thanks to Mr. Aruna Kumar Malik, for his support throughout the making of this project. He has provided valuable guidance as and when required without which this project would not have been in this shape. I would like to thank Gujarat National Law University for giving us this opportunity to work on this project, especially the staff at the library for providing excellent research facilities. Lastly, I thank my friends for their support, for their help in the research and for critically going through the project and correcting the mistakes. 2|Page GUJARAT NATIONAL LAW UNIVERSITY TABLE OF CONTENTS Chapter 1: Introduction…….………………………………………………………..4 Chapter 2: Causes of water Conflicts…………..………………………………….5 Chapter 3: Some Major Conflicts in the Middle East……………………………..6 Chapter 4: Remedial Measures…………..……………………………………….11 Chapter 5: Conclusion………………………………………………………..….....13 References..……………………………………………………………14 3|Page GUJARAT NATIONAL LAW UNIVERSITY I. Introduction The Middle-east is a region encompassing Western Asia and all or parts of North Africa, depending on the context in which the term is used. The history of the Middle-east dates far back...
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...Do you think that conflict in the workplace is positive or negative for companies? Conflict in the workplace is often seen as something negative, doesn’t it? Most commonly, people tend to think conflict is negative for different reasons: * Who likes to be involved in a conflict? It is something that is not pleasant at all! Nobody likes to have arguments with a colleague or a manager; * A conflict often means that you have to put forward certain aspects of your personality that you might not want to show; * A conflict may show your beliefs and values that you don’t want to share; * Handling a conflict is something that requires energy and a wiliness to defend yourself; * You might be scared of not having the arguments to defend themselves; * People who are shy, are reluctant to get involved in conversations that might be challenging; * People are afraid of the consequences of the conflict (“’I might be fired, seen badly”, ..) and afraid of defending their own opinion; * Conflicts can hurt feelings; * And.. People see conflict as negative! It is true that conflicts in the workplace can be negative. The following are some of the reasons: * Conflicts create tension and stress over the office which have negative impacts on the employee performances; * Conflict can negatively impact relationship and productivity; * Conflict does not favour communication and effective group work. But conflict can be positive! Yes, people often forgot...
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...Conflict Resolution and Peacemaking University of Phoenix PSY/400 Dr. Abstract Conflict resolution is a method of facilitating a peaceful resolution of a conflict. It is also knowing how to manage and reduce if not resolve a dispute or a conflict. Japan has been employing a strategy in trying to resolve their current conflict with China through a non- violent means and this is through a simple handshake. The Japanese has been negotiating for the handshaking to happen with the goal of striking a mutually satisfactory deal. Key words: handshake, conflict management, negotiation, collaboration. The current tension between China and Japan over disputed islands in East China Sea has been a cause of concern by political and economic leaders in the Southeast and East Asia Regions. However, the tension could be lessened by nonverbal gestures and niceties as asserted by Katie Shonk in her Harvard-published article on November 5th, 2014 entitled “For Conflict Resolution in Asia, A Simple Handshake Could Go Far” (Shonk, 2014). A simple but significant gesture, a handshake between Japanese Prime Minister Shinzo Abe and Chinese President Xi Jinping is what the Japanese officials hope will happen during the regional economic summit in Beijing scheduled this month. There are two major factors that have caused the strain in the relationship between the two countries. First is the refusal of Xi to meet with Abe. It was surmised that “Xi would not engaged in formal...
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...protagonist Hazel Grace Lancaster is battling Stage 4 Thyroid cancer. Since she has terminal cancer, Hazel is required to carry an oxygen tank everywhere she goes, which makes it very obvious that she has cancer (physically). This causes a barrier between Hazel and society, thus resulting a character vs society conflict. Hazel states, “I could feel everyone watching us, wondering what was wrong with us… That was worse part about having cancer, sometimes: The physical evidence of disease separates you from other people.” (144) Hazel believes that her time on Earth isn’t as long as most people, and decides to distance herself from others to minimize the number of causalities she leaves behind, and that makes her very anti-social. Even though Hazel doesn’t go to school, she is VERY smart and because she has cancer she spends a lot of time thinking about life; She is very philosophical. Being faced with several situations that have threatened her life, she is very cautious of who becomes close to her because she knows that there is a good chance she will die and she doesn’t want to leave behind emotional damage, and therefore distances herself from people. This internal conflict is important because it affects most of the decisions she makes, and tells us a lot about her personality. In the beginning of the novel Hazel says, “ ‘I’m a grenade and at some point I’m going to blow up and I would like to minimize the casualties…’ ” (99) This quotes implies a lot about Hazels personality...
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...Hannah Higginson June 23, 2013 ENG 120 Sec B03 Summer 2013 Literary Analysis Essay 1 A Strong Bond The theme in “Barn Burning” by William Faulkner revolved around the strong bond of a family. The main character has to make a decision between what is right and wrong. This drives a wedge between him and his family. The rest of the family believes that blood is thicker than water and that you should stick with your own kin. In the story the strong bond of a family causes conflicts within the main character. Faulkner starts “Barn Burning” with a view of a small courthouse. Sarty sits outside as his father, Abner, argues with the Justice of the Peace. This shows just how little respect Abner has for the law. Abner is being accused of setting someone’s barn on fire. The Justice rules that Abner should pack his belongings and leave the country before dark. Abner and his sons then head out to the wagon where the rest of his family awaits. They ride for a while before camping out in some trees. The next day they arrive at the house and begin unpacking. Then Abner leaves and sets route to the De Spain’s house. Upon arrival he barges through the door and calmly wipes his feet over the expensive white carpet. He has no respect for others or their belongings. A couple hours later a man arrives with the rug and tells Abner to clean it. He does not only clean the rug, but he also sets it on fire to prove that he is above the law. After getting in trouble with the Justice of Peace...
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...In Tangerine, there are multiple different types of conflict in the passage and I will be identifying three different types of conflict in the passage such as man vs man vs nature and man vs self. One conflict seen in the novel thus far is man vs nature or the sinkhole at Paul’s school and how it affected him. Two options or solutions came out of this. One being Paul could move to Tangerine Middle school or “All the eighth graders would have to squeeze into the high school and all the seventh graders would have to squeeze into the middle school. Another conflict is The Eric Fisher Football Dream because his dad never really pays attention to him or what’s going on with his life.He's also is oblivious to what Eric is actually doing....
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...Integrated Summary In the past, human decisions, such as political conflicts, were considered to be the most reasonable explanation for the collapse of civilizations. Another possible reason that attributed to the collapse would be geological catastrophe. Collapse of civilizations has been discussed in the articles after their well-known prospect in the past. Changes in climate, however, are now regarded as the main relevance to the collapse of civilizations with the improvement of technology of climate detection. Civilizations that were used to be extremely prosperous in the past have now been collapsed due to the changes in climate, in which the Angkor (“Climate,” 2010), the capital of ancient Khmer empire in Cambodia now, and Maya (Werner, 2006) are included. According to “Climate”, the civilization of Angkor was splendid and presiding as they enjoyed the unprecedented water system, where there were colossus water tanks and canals, and connecting waterways. Werner, at the same time, claims the advanced civilization of Maya, which possessed complicated buildings, such as pyramids, and inscription to record history. However, these high civilizations collapsed into desolated areas and drought, as both of the authors indicate in their articles, are definitely responsible for the results. Strongly detected by the analysis of tree rings, the drought has been confirmed as a severe change in climate that collapsing the civilization. Based on the analysis of “Climate,” the tree...
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...about the conflicts between the elders and the youth of the Church of Nazarene, Bhandup. This research surveys the Existing Conflict Management Models in the Church and its relevancy for the Conflicts of the Church of Nazarene, Bhandup This Integrative Paper examines the causes and the impact of the Conflicts on the spiritual, economical and relational side members involved in the conflicts. Finally, this Integrative Paper attempts to develop a new and relevant Conflict Management Model considering the causes and the impact of the Conflicts for the awesome ministry of the Church of Nazarene, Bhandup. Statement of the Problem Conflicts are the cause of difference in the personalities of the people. The thinking of people differs from each other. The church always faces the problem of Conflict Management because of the difference of opinions between the church elders and the youth. The Church of Nazarene Bhandup (West), Mumbai is also facing the problem today of conflict management for the youth and the elders of the church. There are certain reasons for the conflicts which are prevailing in the church from long time. These conflicts have resulted in the youth being irregular to the church. There are long term conflicts among the church elders and the youth of the church. The conflicts among the youth and the elders of the church have resulted in the decline of the interest of the youth in the church activities. There are attempts been made to resolve these conflicts but the attempts...
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...Conditions in the Conflicted Areas of Pakistan Employment conditions in the peaceful areas of Pakistan are not something to be proud of, how can these conditions be anything short of deplorable in the conflicted areas of Pakistan? Violent conflict and fragile governance present enormous challenges for development and security in areas like Sawat, NWFP and FATA. In such places where violence is widespread the government almost ceases to function, the pace of development falls dramatically and conditions can deteriorate to extreme levels. In these turbulent areas, governments tend to have very limited capacity and their authority is often challenged by armed non-state actors. Conflict-affected regions are usually home to disaffected minorities or marginalized populations that hold long-running grievances with the central government and political establishment. On the other hand conflict-affected areas present some of the most difficult challenges for delivery of aid, and there is a heightened risk that aid can favor groups on one side of the conflict or indirectly benefit armed actors, which can make the situation worse. Keeping all this in mind, the main motive which has been in these areas during conflicted times is how to get food and water for their family much less a stable job and a salary at the end of the month. These people focus on the need of safety, shelter and food, at times also arms and ammunition to protect themselves from adversaries. As these areas are very...
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...Institutions in which the organizational culture is highly evolved have invested in developing strong internal value systems to resolve ethical dilemmas and value conflicts, and ensure high performance, quality, social responsibility and employee professional satisfaction. Such investments contribute to both individual and organizational development and growth. There is a need to develop a viable organizational culture in institutions of the National Agricultural Research System (NARS). This paper is concerned with how strong-willed and disciplined research and education managers, scientists and teachers can contribute to the development and operationalization of strong internal value systems in NARS. Three kinds of situations, where value conflicts can arise are identified. These relate to individual identity, identifying with the group in the work place, and organizational identity in society. By learning to identify each kind of value conflict situation, individuals can learn to resolve value conflicts in a practical way by a combination of self-inquiry and introspection with shrewedness and realism. The extent to which an individual can do this, without losing either his self-respect or his self-confidence determines the level of his personal satisfaction. With such an approach, each situation of value conflict can be converted into an opportunity for both personal and organizational growth. Though, the paper is directed at NARS, it is sufficiently general to be of relevance...
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...The Five-Stage Model 1. forming stage – 1st stage. a great deal of uncertainty about the group’s purpose, structure, and leadership. Members “test the waters” to determine what types of behaviors are acceptable. This stage is complete when members have begun to think of themselves as part of a group.. 2. storming stage - The second stage in group development, characterized by intragroup conflict. 3. norming stage The third stage in group development, characterized by close relationships and cohesiveness 4. performing stage The fourth stage in group development, during which the group is fully functional. 5. adjourning stage The final stage in group development for temporary groups, characterized by concern with wrapping up activities rather than task performance. groups that begin with a positive social focus appear to achieve the “performing” stage more rapidly. Storming and performing can occur simultaneously, and groups can even regress to previous stages. GROUPS WITH TEMP DEADLINES punctuated-equilibrium model A set of phases that temporary groups go through that involves transitions between inertia and activity. Work groups have properties that shape members’ behavior and help explain and predict individual behavior within the group as well as the performance of the group itself. - roles, norms, status, size, cohesiveness, and diversity psychological contract: an unwritten agreement that exists between employees and employer. This agreement sets out mutual expectations:...
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...CONTENTS Page Number 1. Package of Personality Development 1 2. Leadership 4 3. Interpersonal Relations 7 4. Communication in organizations 9 5. Stress Management 13 6. Group Dynamics and Team Building 15 7. Conflict Management 18 8. Performance Appraisal 21 9. Time Management 24 10. Motivation 27 Package of Personality Development Aim The training module is aimed at the promotion of the strategies for the personality development of the participants. The rationale behind this endeavor is the recognition of the multifaceted influence of the personality of the employees upon organisational effectiveness. Objectives The objective...
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...find out too late that they feel a conflict between their own values and their employer’s values. Every person has certain ‘Benchmark Goals’ that dictate what is important to them in life (Pace, 6). Some people value family, money, and some value having a career in a certain field. Employees in positions where there are conflicting values can be unhappy in their position, and it can carry over into their personal life. When values align, it can give an employee a sense of purpose and connection with their position and coworkers. Sometimes though, if the values do not match up, it can cause internal conflict for the employee, or even conflict between employees. There are two main ways that an employee can have conflicts with the values, between them and their supervisors or coworkers, and between them and their company. Someone who has very strong values centered on faith will struggle with a company who requires weekend work which might cause them to miss a weekly service. Katherine Dean reminisces about a position she once held where her supervisor pushed them too hard, because he overly valued sales and financial gain, even above family time and a personal life. She felt that his drive towards profit caused competition between employees instead of a positive environment (Dean, 2011) When a supervisor is pushing their employees so hard for profits and time at the office, an employee who is more geared towards family will feel conflict. The employees felt that they were...
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...Role of Conflict in Effective Group Communication Group communication involves multiple members discussing one or more topics or participating on one or more activities. Having multiple members in one setting brings together different personalities, information, cultures, perceptions, and power or influence. Combining these differences forms reasons for conflict to occur. In order to address conflict effectively in a group setting, it is important to understand exactly what conflict in a group means, and how to address the different types of conflict. Conflict in a group occurs when members disagree over two or more options that a group can take when trying to make a decision, resolve a problem, or achieve a goal. Not all levels of conflict are bad; in fact, most levels of conflict can be effective as long as the group knows how to effectively and proactively address the conflict. For example, say two of your team members have a disagreement on a task you have assigned them. This is known as pseudo-conflict if it is just a misunderstanding, or a simple conflict is they do not agree on the issue. To address this conflict you should direct them to both discuss their opinions on pros and cons, combine their ideas, and work together to form a mutual combined finished product. This allows them to work through conflict and learn from each others ideas. Conflict may not always be easy to solve. Once you have gone through all manners of professionally addressing any level...
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...direction in managing our vast accounting department. Five Stages of Group Development: As new employees are on-boarded, it is important understand the psychology of group formation. The development of groups will typically follow a five stage process. The five stages are: forming, storming, norming, performing, and adjourning. Communication is essential throughout the group forming, as it will help the group move onto the next stage. The first stage, forming, is the initial orientation of a team. The members will work to grow to know each other as well as the mission and goals of the team. It is important to communicate to the team their roles and responsibilities to reduce potential conflict. Conflict is the basis of the next stage, the storming stage. The conflict arises as the members of the group assert their positioning within the group. Group leaders will emerge and their compatibility with the others in the team is vital to their continued formation. As the leader takes control of the group, the group enters the third stage of norming. In this stage, the group resolves the...
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