Pdf article from Conflict Management in Higher Education Report, Volume 6, Number 1, (Nov 2005), which discusses the author’s “anti-rape prevention work with men [which] means trying to reduce the likelihood that the men who attend a workshop will behave in ways that are assaultive.”
Archive
Nonviolent communication and ombuds work
Pdf article from Conflict Management in Higher Education Report, Volume 6, Number 1, (Nov 2005), which relates the author’s experience using a model from “Nonviolent Communication (NVC),” created by Marshall B. Rosenberg, in her work as university ombudsman at Humboldt State University.
Alternative dispute resolution at public colleges: Overcoming two built-in legal hurdles
Pdf article from Conflict Management in Higher Education Report, Volume 6, Number 1, (Nov 2005), which investigates the fact that, “Public colleges face two special challenges in resolving disputes that involve students, employees and outsiders, the first is the problem of due process and the second is the problem of free speech, these are problems that public colleges face simply because they are part of the government.”
Participation & involvement: A community college transforms its culture
Pdf article from Conflict Management in Higher Education Report, Volume 6, Number 1, (Nov 2005), which describes the key details of a two-day performance-based training program designed to teach observable skills in conflict resolution and group process to employees of Lane Community College, as well as the results and outcomes. Includes bibliography.
Addressing off-campus student conduct with restorative justice
Pdf article from Conflict Management in Higher Education Report, Volume 6, Number 1, (Nov 2005), which introduces a program where “over 200 students … participated in restorative justice, meeting face-to-face with community members, fellow students, and campus staff to resolve their cases at the neighborhood level, the results of their conference agreements include hundreds of hours of service in the neighborhoods affected (picking up litter, tutoring at a gradeschool, volunteering at the local library, serving meals to the homeless, etc.), plus written apologies, verbal apologies to neighborhood boards, outreach and education efforts on campus, and in some cases, self-help such as chemical dependency counseling.”
Multi-party roommate conflict
Pdf article from Conflict Management in Higher Education Report, Volume 5, Number 1, (Sept 2004), which presents a “roleplay for a graduate course in interpersonal and small group conflict resolution, while it could be used for a mediation roleplay, it’s written to be a 4-5 person small group conflict with no formal, outside intervenor, the expectation is that students can represent the characters and still demonstrate conflict resolution skills.”
Conflict in higher education faculty evaluation
Pdf article from Conflict Management in Higher Education Report, Volume 5, Number 1, (Sept 2004), which examines “the various levels of organizational culture as they relate to faculty evaluation, administrators and faculty can achieve a better understanding of the purposes of evaluation and the best means to use when undertaking it.”
Tale of two colleges, A: Diversity, conflict, and conflict resolution
Pdf article from Conflict Management in Higher Education Report, Volume 5, Number 1, (Sept 2004), which shows, “how real people can
achieve dramatically different outcomes depending on the strategies
they devise and the methods they employ, the first chapter shows
people digging in to their positions and trying to force the Other
Person to give in, the second chapter shows similarly situated people using the problem-solving negotiation strategy popularized in the book Getting To Yes.”
Promoting better resolution of conflict with “learn for free!”
Pdf article from Conflict Management in Higher Education Report, Volume 5, Number 1, (Sept 2004), which presents a project at Dalhousie University College of Continuing Education in Halifax, Nova Scotia called “Learn for Free! … a day of one-hour sessions — each of which provides a glimpse into the content of our workshops, the expertise of our instructors, and the skills we seek to develop, the objectives of Learn for Free! are to expand our reach with an alternative approach to handling conflict, to boost our profile within the community, to provide a service to the community in which we live, and to attract new workshop registrants.”
Conflict resolution, negotiation & team building: Reviewing an impossible course that worked
Pdf article from Conflict Management in Higher Education Report, Volume 5, Number 1, (Sept 2004), which presents the story of a “course teaching dispute resolution, negotiation and team building (ACS 201: Dispute Resolution and Team Building) [which] was designed to fit into the program’s first year curriculum, this essay reviews the nature of the course and in some detail the student response to it.” The course was taught at Ryerson University in Toronto, Ontario.
Graduate peace & conflict studies programs: reconsidering their problems & prospects
Pdf article from Conflict Management in Higher Education Report, Volume 5, Number 1, (Sept 2004), which discusses the proliferation of graduate coursework in peace and conflict studies to, “consider how peace and conflict type programs are created and developed, reflect on their prospects and problems, and introduce topics that I believe
will have to be dealt with in the future.”
Preparing pre-service educators to break up fights — before they happen
Pdf article from Conflict Management in Higher Education Report, Volume 4, Number 1, (Oct. 2003), which discusses a project by the North Carolina Department of Juvenile Justice and Delinquency Prevention — Center for the Prevention of School Violence (DJJDP Center), to prepare future teachers to effectively manage conflict.
Developing departmental communication protocols
Pdf article from Conflict Management in Higher Education Report, Volume 4, Number 1, (Oct. 2003), which presents the concept of a “Communication Protocol [which] is a set of guidelines for day-to-day communication and informal problem solving developed in a mediation context involving a group of co-workers, these Protocols are most effective when developed with the full participation of both staff and management, although difficult to achieve, in academic units the chair needs to participate, the more inclusive the group, the more the Protocol will reflect the culture and norms of the organization.”
Promoting mediation center quality awareness using guided self-assessment
Pdf article from Conflict Management in Higher Education Report, Volume 4, Number 1, (Oct. 2003), which introduces “NAFCM’s [National Association for Community Mediation] manual … [which focuses] … not on the direct provision of services themselves, but rather on the quality of the system through which cases are managed, mediators are trained and evaluated, and mediation centers determine what “quality” means in their communities, by encouraging
community mediation centers to examine their goals and values in light of their communities’ needs and values and to develop their own approaches to serving these needs effectively, NAFCM’s self-assessment approach aims to increase quality without imposing restrictive and inappropriate standards.”
Conflict resolver to conflict creator: Thoughts on writing mediation roleplays
Pdf article from Conflict Management in Higher Education Report, Volume 3, Number 3, (May 2003), which discusses “roleplays [which] were designed to help prepare the newly emerging student CPR (Campus Peer Resolution) Team based in WSU’s [Wayne State University] Counseling and Psychological Services office, roleplays are a significant part of the education process, they play a vital role in training mediators to help parties consider positions from the other side.”