Conflict management is the process of limiting the negative aspects of conflict while increasing the

positive aspects of conflict. The aim of conflict management is to enhance learning and group
outcomes, including effectiveness or performance in organizational setting Properly managed
conflict can improve group outcomes.

Ways to resolve conflict

When two groups or individuals face a conflict situation, they can react in four ways (De Bono,
1985). They can:

Fight, which is not a beneficial, sound or gratifying approach to dealing with a conflict situation,
as it involves 'tactics, strategies, offensive and defensive positions, losing and winning grounds,
and exposure of weak points.' Fighting as a way of resolving a conflict can only be useful in
courtroom situations, where winning and losing becomes a by-product of the judicial process.

Negotiate, towards a settlement with the other party. Negotiations take place within the
prevailing situation and do not involve problem solving or designing. Third-party roles are very
important in bringing the conflicting parties together on some common ground for negotiations.

Problem solve, which involves identifying and removing the cause of the conflict so as to make
the situation normal again. However, this may not be easy. It is also possible that the situation
may not become normal even after removing the identified cause, because of its influence on
the situation.

Design, which is an attempt towards creativity in making the conflict situation normal. It
considers conflicts as situations rather than problems. Designing is not confined to what is
already there, but attempts to reach what might be created given a proper understanding of the
views and situations of the conflicting parties. The proposed idea should be appropriate and
acceptable to the parties in conflict. A third party participates actively in the design process
rather than being just a an umpire

interview
Asking the candidate to provide specific examples of when they have demonstrated certain
behaviors or skills as a means of predicting future behavior and performance.

Benchmarking A technique using quantitative or qualitative data to

make comparisons between different organisations
or different sections of the organisations.
Rest and Recreation Leave
Paid time off from work given to persons who work in a foreign country under difficult circumstances. For
example,aid workers in least developed
countries may receive rest and recreation leave. Rest and recreation leave may giveemployees time to
go home and see their families. It is given over and above regular vacation time.
 he Punjab Safe Cities Authority (PSCA), established under the Punjab Safe Cities Ordinance
2015,[1] is an autonomous government body based in Lahore that aims to improve public safety and
security in Pakistan's Punjab province. The project was initially launched in Lahore, though
expansion to 6 other cities in Punjab is planned. [2]

Contents
[hide]

1History

2Funding

3Structure and Members

4PPIC3 Centres

5References

6External links

History[edit]

The project was first launched in Lahore in October 2016.[3] In February 2017, it was announced that
the project would be extended to Bahawalpur, Faisalabad, Gujranwala, Multan, Rawalpindi,
and Sargodha.[4]

Funding[edit]

This project is being implemented by Punjab Provincial Government with funding solely from the
provincial budget. The cost of Lahore's system was 12 billion Rupees, [5] while the cost for systems in
Bahawalpur, Faisalabad, Gujranwala, Multan, Rawalpindi, and Sargodha will be 5.6 billion, 9.2
billion, 7.8 billion, 9.2 billion and 5.5 billion Rupees, respectively.[6]

Structure and Members[edit]

As per the Ordinance, the chief minister shall be the chairperson of the authority. The vice
chairperson shall be nominated by him. Its members shall include:

One MNA,

Three MPAs including at least one woman,

the Chief Secretary

the Inspector General of Police(IGP)

the secretaries of the Home and Finance departments,

 the Punjab Information Technology Board chairman,

heads of district police of the cities to which the Act shall apply,

three eminent persons, including at least one woman from the general public or academia,
having knowledge of and exposure to law enforcement or other related information technology
based projects

the Authoritys managing director.

PPIC3 Centres[edit]

As per the ordinance, IC3 stands for Integrated Command, Control and Communication Centre to be
established and operated by the authority. And its ancillary facilities include the facilities and
equipment provisioned or developed by it, including fences, cameras, poles, wiring, antennas,
surveillance systems, control rooms, generators, lights, fans etc.

The first PPIC3 Center is under construction at Qurban Lines, Lahore. [7] Further centers have been
approved for the cities of Faisalabad, Multan, Rawalpindi and Gujranwala. [8]

Change management The deliberate effort of an organisation to anticipate change and

to manage its introduction, implementation, and consequences.

Coaching A one-to-one process between a manager and subordinate,

whereby the former will train the latter. See also Mentoring.

Competencies an underlying characteristic of a person motive, trait, skill,

aspect of ones self-image or social role, or a body of knowledge.
Competitive advantage
People are the source of competitive advantage. Other systems
in an organisation can be copied but not the people in the organisation.
Contingent workers Employees who may be: casual labour,
part-timers, freelancers, subcontractors,
independent professionals and consultants.

Core competencies The skills, knowledge and abilities which

employees must possess in order to
successfully perform job functions which
are essential to business operations.

Employee retention Organisational policies and practices

designed to meet the diverse needs of
employees, and create an environment that
encourages employees to remain employed.

Extrinsic rewards Two forms : Money and non-money rewards.

Examples : job enrichment, job enlargement,
personal and working relationships with
 colleagues and supervisors and managers.

HR Audit A method by which human resources

effectiveness can be assessed. Can be carried
out internally or HR audit systems are
available.

Intrinsic reward A reward given to an employee for

achievement of a particular goal, objective or
project.

KPIs Knowledge, Skills and Abilities - Key

Performance Indicators. Tasks that have been
agreed between an employee and line
manager/HR with an expectation that they
will be completed satisfactorily in the time
agreed or as an ongoing task.

KSAs Knowledge, skills and abilities the personal

attributes that a person has to have to
perform the job requirements.

Labour Market A geographical or occupational area in which

factors of supply and demand interact.

Leadership The process, by which an individual

determines direction, influences a group and
directs them toward a specific goal or
organizational mission.

Strategic HRM The process of aligning human resources

more closely to the strategic and operating
objectives of the organization.