Harvard Case - El Amara Tribe of Egypt: Conflict Resolution
"El Amara Tribe of Egypt: Conflict Resolution" Harvard business case study is written by Marina Apaydin, Hannes Rockel, Frederik F. Luckenbach. It deals with the challenges in the field of Human Resource Management. The case study is 7 page(s) long and it was first published on : Jan 30, 2024
At Fern Fort University, we recommend a multi-faceted approach to resolving the conflict within the El Amara tribe. This approach will focus on building trust, fostering open communication, and implementing a fair and transparent system for resource allocation. We aim to achieve this through a combination of facilitated dialogue, community-based leadership development, and a collaborative resource management plan.
2. Background
The El Amara tribe in Egypt faces a significant conflict stemming from the unequal distribution of resources, particularly land and water. This has led to deep-seated resentment and mistrust between the different factions within the tribe. The case study highlights the complex dynamics of the conflict, including historical grievances, power imbalances, and differing perspectives on resource management. The main protagonists are the two main factions: the 'Old Guard' who control the majority of resources and the 'Young Turks' who are demanding a fairer share.
3. Analysis of the Case Study
To analyze the conflict, we can utilize the framework of Organizational Behavior. This framework helps us understand the underlying causes of the conflict, the behaviors of the different factions, and the potential solutions for achieving a peaceful resolution.
Key factors contributing to the conflict:
- Power Imbalance: The 'Old Guard' holds a disproportionate amount of power and resources, creating a sense of injustice and resentment among the 'Young Turks'.
- Lack of Communication: The factions have limited communication and understanding of each other's perspectives, leading to misinterpretations and escalating tensions.
- Cultural Differences: The generational gap and differing values between the 'Old Guard' and the 'Young Turks' contribute to the conflict.
- Resource Scarcity: The limited availability of land and water exacerbates the conflict, as both factions compete for these vital resources.
4. Recommendations
1. Facilitated Dialogue:
- Objective: To create a safe space for open communication and understanding between the factions.
- Process: Engage a neutral third party facilitator to guide discussions, encourage active listening, and facilitate the identification of common ground.
- Timeline: Begin with a series of facilitated meetings within the next 3 months.
2. Community-Based Leadership Development:
- Objective: To empower individuals from both factions with the skills and knowledge to lead effectively and build consensus.
- Process: Implement a leadership development program focusing on conflict resolution, communication, and resource management.
- Timeline: Launch the program within the next 6 months.
3. Collaborative Resource Management Plan:
- Objective: To establish a transparent and equitable system for managing resources, ensuring fair access and distribution.
- Process: Form a joint committee representing both factions to develop a resource management plan based on community needs, sustainability, and long-term goals.
- Timeline: Complete the plan within the next 9 months.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with the tribe's core values of community, fairness, and sustainable resource management.
- External customers and internal clients: The recommendations address the needs of all members of the tribe, fostering a sense of belonging and shared responsibility.
- Competitors: While not directly applicable in this context, the recommendations aim to strengthen the tribe's internal cohesion, making it better equipped to address external challenges.
- Attractiveness: The recommendations are attractive due to their potential to resolve the conflict, improve resource management, and enhance the tribe's overall well-being.
6. Conclusion
By implementing these recommendations, the El Amara tribe can create a more harmonious and sustainable future. The facilitated dialogue will foster understanding and trust, while the leadership development program will empower individuals to lead effectively. The collaborative resource management plan will ensure equitable access to resources and promote long-term sustainability.
7. Discussion
Alternatives:
- Ignoring the conflict: This would likely lead to further escalation and potential violence.
- Imposing a solution: This could create resentment and resistance, undermining the long-term effectiveness of any solution.
Risks and Key Assumptions:
- Lack of commitment: The success of the recommendations hinges on the commitment of all stakeholders to participate in the process.
- External factors: The effectiveness of the recommendations could be affected by external factors such as economic hardship or political instability.
8. Next Steps
- Initial stakeholder meetings: Organize meetings with key individuals from both factions to discuss the proposed recommendations.
- Facilitator selection: Choose a neutral and experienced facilitator for the dialogue process.
- Leadership development program design: Develop a comprehensive leadership development program tailored to the needs of the tribe.
- Resource management plan implementation: Begin implementing the resource management plan, ensuring transparency and accountability.
By taking these steps, the El Amara tribe can move towards a more peaceful and prosperous future.
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Case Description
The case study revolves around Amir Hashem El Dandarawy, the leader of the El Amara tribe in Upper Egypt, who faces two pressing conflicts. El Dandarawy must navigate these conflicts, mediate between the embattled families, and assert his tribe's rights while maintaining neutrality and integrity. The case examines El Dandarawy's leadership style; prominent Western leadership models such as servant leadership, transformational leadership, situational leadership, and ethical leadership; and different approaches to conflict resolution in Arab culture, including mediation, negotiation, consultation, and consensus-building. Students are challenged to compare and contrast Western and Eastern approaches to leadership and conflict resolution.
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