Conflict Or Consent

Citing fear that the false perceptions propagated by interest groups, advocate groups, and reckless partisanship will destabilise American Government, 25 of the largest multinational corporations form POLACO. Their avowed purpose with this secret group is to take a greater role in government and appeal to the people to increase competence in political leadership. The apparent plan, termed 'nurturing democracy', is to establish new media to forward their concepts; to win popular support; and to recruit, train and elect candidates for state offices and the Congress. Unknown even to their excellent staff, operating from a partially underground headquaters on Harbour Island in the Bahamas, the deep purpose is to subvert the Constitution and to change America into a 'corporate state'. The star company of the Dow Jones Average, PENMET, is invited to join POLACO, but its multibillionaire builder and CEO, Ian MacAulliffe, calls in advisors who surmise POLACO's real intent. Ian then resolves to defend the Constitution. His advisors recommend fixing the American political system to eliminate POLACO's reason to exist. Ian agrees and they determine to elect a competent and charismatic president in a campaign that speaks of reality against perceptions and tackles the tough issues, which are being ignored. Adrian Daggett, an outstanding business leader and popular governor of Illinois becomes the candidate to reverse America's political decomposition. POLACO discovers PENMET's intervention and rushes massive support to the opposition. The presidential campaign becomes a titanic conflict which only a few know will decide the future. The story is of characters who struggle to tell the American people the truth, however painful, and their opponent who devise perceptions which they try to make into reality; and use smears, bribes, moles, and violence.

Make workplace conflict resolution a game that EVERYBODY wins! Recent studies show that typical managers devote more than a quarter of their time to resolving coworker disputes. The Big Book of Conflict-Resolution Games offers a wealth of activities and exercises for groups of any size that let you manage your business (instead of managing personalities). Part of the acclaimed, bestselling Big Books series, this guide offers step-by-step directions and customizable tools that empower you to heal rifts arising from ineffective communication, cultural/personality clashes, and other specific problem areas—before they affect your organization's bottom line. Let The Big Book of Conflict-Resolution Games help you to: Build trust Foster morale Improve processes Overcome diversity issues And more Dozens of physical and verbal activities help create a safe environment for teams to explore several common forms of conflict—and their resolution. Inexpensive, easy-to-implement, and proved effective at Fortune 500 corporations and mom-and-pop businesses alike, the exercises in The Big Book of Conflict-Resolution Games delivers everything you need to make your workplace more efficient, effective, and engaged.

Climate change is one of the most pressing problems facing the global community. Although most states agree that climate change is occurring and is at least partly the result of humans’ reliance on fossil fuels, managing a changing global climate is a formidable challenge. Underlying this challenge is the fact that states are sovereign, governed by their own laws and regulations. Sovereignty requires that states address global problems such as climate change on a voluntary basis, by negotiating international agreements. Despite a consensus on the need for global action, many questions remain concerning how a meaningful international climate agreement can be realized. This book brings together leading experts to speak to such questions and to offer promising ideas for the path toward a new climate agreement. Organized in three main parts, it examines the potential for meaningful climate cooperation. Part 1 explores sources of conflict that lead to barriers to an effective climate agreement. Part 2 investigates how different processes influence states’ prospects of resolving their differences and of reaching a climate agreement that is more effective than the current Kyoto Protocol. Finally, part 3 focuses on governance issues, including lessons learned from existing institutional structures. The book is unique in that it brings together the voices of experts from many disciplines, such as economics, political science, international law, and natural science. The authors are academics, practitioners, consultants and advisors. Contributions draw on a variety of methods, and include both theoretical and empirical studies. The book should be of interest to scholars and graduate students in the fields of economics, political science, environmental law, natural resources, earth sciences, sustainability, and many others. It is directly relevant for policy makers, stakeholders and climate change negotiators, offering insights into the role of uncertainty, fairness, policy linkage, burden sharing and alternative institutional designs.

Conflicts of interest in both the public and private sectors have become a major matter of public concern world-wide. The OECD Guidelines define a conflict of interest as occurring when a public official has private-capacity interests which could improperly influence the performance of their official duties and responsibilities. However, identifying a specific conflict of interest in practice can be difficult. And resolving the conflicting interests appropriately in a particular case is something that most people find even more challenging. The Toolkit focuses on specific techniques, resources and strategies for: Identifying, managing and preventing conflict-of-interest situations more effectively; and Increasing integrity in official decision-making, which might be compromised by a conflict of interest. This Toolkit provides non-technical, practical help to enable officials to recognise problematic situations and help them to ensure that integrity and reputation are not compromised. The tools themselves are provided in generic form. They are based on examples of sound conflict-of-interest policy and practice drawn from various OECD member and non-member countries. They have been designed for adaptation to suit countries with different legal and administrative systems. FURTHER READING: Managing Conflict of Interest in the Public Service: OECD Guidelines and Country Experiences

The interplay between peace and justice plays an important role in any contemporary conflict. Peace can be described in a variety ways, as being 'negative' or 'positive', 'liberal' or 'democratic'. But what is it that makes a peace just? This book draws together leading scholars to study this concept of a 'just peace', analysing different elements of the transition from conflict to peace. The volume covers six core themes: conceptual approaches towards just peace, macro-principles, the nexus to security and stability, protection of persons and public goods, rule of law, and economic reform and accountability. Contributions engage with understudied issues, such as the pros and cons of robust UN mandates, the link between environmental protection and indigenous peoples, the treatment of illegal settlements, the feasibility of vetting practices, and the protection of labour rights in post-conflict economies. Overall, the book puts forward a case that just peace requires not only negotiation, agreement, and compromise, but contextual understandings of law, multiple dimensions of justice, and strategies of prevention. This is an open access title available under the terms of a CC BY-NC-ND 4.0 International licence. It is offered as a free PDF download from OUP and selected open access locations.