The Code of Conduct for the International Red Cross and Red Crescent Movement and NGOs in Disaster Relief….
NWHO is a signatory to the Code of Conduct for the International Red Cross and Red Crescent Movement and NGOs in Disaster Relief, and has agreed to comply with the 10 principles of the Code.
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Adherence to standards…
NWHO is a full member of People in Aid, a global network of development and humanitarian assistance agencies which promotes good practice in the management and support of aid personnel.
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Adherence to standards…
New World Hope Organization is a signatory to the Code of Good Practice for NGOs Responding to HIV/AIDS.
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We are pleased to announce that NWHO is now an officially accredited NGO, as per the UN General Assembly's decision (A/66/L/44) that has given accreditation to some 800 organisations to attend the RIO+20 conference. (May 2012),
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NWHO is Officially Accredited by the UN General Assembly
Economics of Free Trade Agreements, Trade Partnerships, and Economic Growth: A Case Study of Pakistan's International Trade and Resilience Strategies
Introduction
Organizational conflicts arise due to diverse perspectives, goals, and backgrounds among employees, partners, and stakeholders. These conflicts, if left unaddressed, can hinder organizational productivity and employee satisfaction. However, when managed proactively, conflicts can serve as catalysts for organizational growth and creativity. Factors such as historical disputes, cultural diversity, differing management styles, and variations in compensation often contribute to conflicts in the workplace. Understanding and managing these internal conflicts is crucial for maintaining a healthy work environment, promoting collaboration, and ensuring organizational success. This study investigates employee conflict resolution strategies and their impact on job satisfaction within organizations.
Aim
The aim of this study is to explore internal conflicts among employees, focusing on resolution strategies, their impact on job satisfaction, and identifying the primary causes and frequency of these conflicts.
Findings
The study found significant associations between workplace conflict dynamics and employee demographics such as gender, age, and location. Gender influences conflict resolution, with males favoring direct communication and reporting higher conflict frequency, which affects job satisfaction. Age differences showed that younger employees prefer mediation, while older employees experience more conflicts due to workload. Urban employees reported higher conflict frequency and used direct communication more, while rural employees tended to avoid conflicts, leading to decreased job satisfaction. The SWOT analysis highlighted that strong leadership and effective communication are key strengths in resolving conflicts, whereas cultural divides and inadequate training are common weaknesses. Opportunities include leveraging conflict for innovation, while threats such as decreased productivity and legal risks underscore the need for effective conflict management.
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