Conflict resolution by culture

Taking simple steps to resolve conflict immediately can prevent many workplace conflicts from escalating.

Conflict resolution by culture

The mainstream research and studies on conflict resolution have until now relied in large measure on theories, principles, models, methods, processes, cases, practices and body of literature developed in Western cultures and institutions.

However, little or no attention has been given to the systems and processes of conflict resolution that were historically utilized in ancient societies or are currently being used by traditional rulers - kings, queens, chiefs, village heads - and indigenous leaders at the grassroots level and in different parts of the world to mediate and resolve disputes, restore justice and harmony, and foster peaceful coexistence in their various constituencies, communities, regions and countries.

Also, a thorough investigation of the syllabi and portfolios of the courses in the field of conflict analysis and resolution, peace and conflict studies, alternative dispute resolution, conflict management studies, and related fields of study confirms the wide spread, but false, assumption that conflict resolution is a Western creation.

Although traditional systems of conflict resolution predate the modern theories and practices of conflict resolution, they are almost, if not completely, unavailable in our conflict resolution text books, course syllabi, and public policy discourse.

The International Center for Ethno-Religious Mediation believes that an international conference on the Traditional Systems of Conflict Resolution is highly needed at this crucial time in world history.

The traditional rulers are the custodians of peace at the grassroots level, and for a long time, the international community has ignored them and their wealth of knowledge and wisdom in the areas of conflict resolution and peacebuilding. It is high time we included the traditional rulers and indigenous leaders in the discussion on international peace and security.

It is high time we gave them the opportunity to contribute to our overall knowledge of conflict resolution, peacemaking and peacebuilding. By organizing and hosting an international conference on the traditional systems of conflict resolution, we hope to not only begin a pluri-disciplinary, policy, and legal discussion on the traditional systems of conflict resolution, but most importantly, this international conference will serve as an international forum where researchers, scholars, policy makers and practitioners will have an opportunity to exchange ideas and learn from the traditional rulers from various countries around the world.

Conflict resolution - Wikipedia

In turn, the traditional rulers will discover emerging research and best practices presented by scholars and practitioners at the conference.

The outcome of the exchange, inquiry and discussion will inform the international community on the roles and importance of the traditional systems of conflict resolution in our contemporary world.

Presentations at this international conference on the traditional systems of conflict resolution will be given by two groups of people. The first group of presenters are the delegates representing the councils of traditional rulers or indigenous leaders from various countries around the world who are invited to share best practices and speak on the roles the traditional rulers play in the peaceful resolution of conflict, promotion of social cohesion, peaceful coexistence and harmony, restorative justice, national security, and sustainable peace and development in their various countries.

The second group of presenters are experts, researchers, scholars and policy makers whose accepted abstracts cover a wide range of qualitative, quantitative, or mixed methods research studies on the traditional systems of conflict resolution, including, but not limited to, theoretical frameworks, models, cases, practices, historical analyses, comparative studies, sociological studies, policy and legal studies both national and internationaleconomic studies, cultural and ethnic studies, systems design, and processes of traditional systems of conflict resolution.

Qualitative, quantitative or mixed methods research studies are accepted. Case studies, lessons learned, success stories and best practices from academics, traditional rulers, indigenous leaders, practitioners, civil society organizations, law enforcement or military, and policymakers are also accepted.

Proposal for a Panel: Researchers, theorists, and practitioners can submit a joint proposal for a special panel discussion on any topics focusing on the Traditional Systems of Conflict Resolution.

Papers for presentation must be between 3, and 4, words, submitted with word abstracts, and a biography of no more than 50 words. Authors can send their word abstracts before submitting the full paper. Friday, August 31, Selected abstracts for presentation notified from Friday, July 6, Full paper submission deadline: Friday, August 31, If English is not your native language, please have a native English speaker review your paper before submission.

Please use the APA Style for your citations and references. Please identify a minimum of 4, and a maximum of 7, keywords reflecting the title of your paper.

Authors should also include the title of the paper on each page as well as page numbers for ease of organization and identification. All abstracts, full papers, graphic materials and inquiries should be sent by email to: Each author shall then be notified by email about the outcome of the review process.

The conference program and schedule for presentations will be published here on or before October 1, Lessons learned, success stories and best practices will be harnessed. Development of a comprehensive model of traditional conflict resolution.

Conflict resolution by culture

Draft resolution for the official recognition of the traditional systems and processes of conflict resolution by the United Nations.

Inauguration of World Elders Forum.

Timetables Conclusion Introduction Conflict, when properly managed, is a positive source of competitiveness and collaboration in a workplace. On the other hand, when unmanaged, conflict can create division, low morale, and chaos in the same environment.
Conflict Resolution Skills: Building the Skills That Can Turn Conflicts into Opportunities Introduction Conflict Resolution Studies CRS seeks to understand the nature and dynamics of human conflict, and to look at appropriate alternatives for dealing with conflict in ways which develop healthy relationships and prevent violence.
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10 More Tips for Effective Conflict Resolution | HuffPost The key is not to avoid conflict but to learn how to resolve it in a healthy way. When conflict is mismanaged, it can cause great harm to a relationship, but when handled in a respectful, positive way, conflict provides an opportunity to strengthen the bond between two people.

We will measure attitude changes and increased knowledge via pre and post session tests and conference evaluations. We will measure process objectives through collection of data re:The field of conflict resolution centers on relationships and ways of approaching methods for problem solving.

These relationships and approaches vary deeply depending on the individual, society, and background, proving that cultural perspective is fundamental to any dispute intervention. Conflict Resolution. To my darling husband, Before you return from your business trip I just want to let you know about the small accident I had with the pickup truck when I turned into the driveway.

Workplace Conflict Resolution Tips and Strategies for Managers and HR Workplace conflict is one of the greatest causes of employee simple steps to resolve conflict immediately can prevent many workplace conflicts from escalating.

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Conflict Resolution Studies (CRS) teaches about the nature and dynamics of human conflict. Conflict Coaching Matters is dedicated to providing conflict coaching services to individuals and organizations, training all levels of conflict coaches, and integrating coaching with other dispute resolution and human development interventions.

Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and caninariojana.comted group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of the group (e.g., intentions; reasons for holding certain beliefs) and by engaging in collective.

Conflict resolution - Wikipedia