This thesis investigates how the behaviors and skills learned during childhood play are conducive towards successful conflict resolution in adulthood. From reviewing the literature, it is clear that pretend play, social play, and games help the socio-cognitive development of a child. Through these types of play, children learn how to become better at taking another person’s perspective, effectively communicate, and regulate their socio- emotional behavior. Additionally, recognizing that negotiation seems to be the most mature way to handle conflict, I argue that children learn to navigate opposition through engaging in their own peer to peer conflicts during play. As a result, using their practiced perspective-taking, communication, and socio-emotional skills learned from play, they improve in their conflict management. Although there has not been substantial studies connecting play and conflict resolution, it is clear that the skills learned during play are associated with constructive resolution–-which as adults, is usually negotiation. Nonetheless, there needs to be more research done on how engaging in conflict and having these broad behaviors and attributes are more directly related to successful conflict management.

Ethnic conflicts persist in Ghana despite the efforts of governments to resolve them. Governments are increasingly concerned not only about their massive human rights abuses and wide-scale destruction of property that characterize these conflicts, but also the difficulty of resolving them and restoring permanent peace. The purpose of this qualitative exploratory case study was to provide a deeper understanding of the processes and mechanisms of transitional justice implemented in Dagbon after war broke out in 2002 and explore the conditions under which these initiatives can be more effective in resolving the conflict and maintain peace. Data were collected through individual interviews, focus group discussions, and review of documents. Thirteen participants were purposively selected from communities, chiefs, and representatives of civil society organizations. Focus groups consisted of four men and four women. NVivo was used to manage and analyze the data. Data were analyzed using the theory of protracted social conflict as a lens and the concept of transitional justice as the conceptual foundation. The findings showed that a mixture of formal retributive and restorative initiatives was implemented. These were imposed on informal institutions and rules more deeply rooted in Dagbon. The institutions also suffered undue pressure from both government and elite of Dagbon which made peacebuilding difficult. A recommendation was made for government to strengthen the Dagbon Traditional Council to lead the conflict resolution process using traditional approaches, and identify and empower a credible civil society group to facilitate the process. The results could potentially change the way the conflict resolution initiatives have been conceptualized and managed in future.

This dissertation reports on a study of educational administrators and the value conflicts experienced within their schools. The extensive review of literature on values in educational administration has determined very little consensus regarding the influence of values on the practice of educational administrators. A lack of common understanding about the definition of the term values exists along with variations and inconsistencies regarding the pervasiveness of values in educational administration. School leaders frequently encounter value conflicts and their resolution involves considerable degrees of decision making. Participants in this study include members of the cohort of the Ed.D. Program in the Department of Theory and Policy Studies at the University of Toronto, Ontario Institute for Studies in Education (OISE) as well as practising educational administrators with extensive experience in school leadership. As the researcher works within the Catholic school system, the majority of study participants are Catholic administrators who were accessible to the researcher for participation. A qualitative research methodology was employed and fourteen semi-structured interviews were conducted which focused on the three main research questions. The following research questions were addressed in the study: 1. How do educational administrators see the role of values in their work? 2. What types of value conflicts do educational administrators experience? 3. How do educational administrators resolve conflicts that stem from values issues? The findings herein indicate that administrators view values as extremely important and relevant in their work. The influence of values on administrator behavior is evident in how leaders define the term value: as a code/set of rules and fundamental beliefs that guide daily interactions; and a basis for decision making. In terms of conflicts, administrators experience interpersonal conflicts frequently and attribute this type of conflict to differences in stakeholder values. Educational administrators resolve conflicts that stem from values issues by taking a moral stand which allows them to remain committed to their values. The results of this study acknowledge and contribute to the existing field of studies relating to values and value conflict resolution within educational administration while simultaneously suggesting further implications for future research. The adoption of a values-based leadership model and its associated values clarification process is recommended for school leaders as a framework to deal with the existing realities of their complex role. This model has tremendous potential to transform the existing face of educational administration provided it is seamlessly integrated within educational organizations and becomes the new standard of leadership practice.

This paper presents the results of a study conducted at a domestic violence safehouse for an undergraduate Honors Thesis. Twenty-three children ages 4-16 from African American and immigrant communities were interviewed while residing at a safehouse for victims of domestic violence regarding their beliefs and attitudes about perceptions of self, conflict resolution skills, and feelings of anger and coping strategies. The study found a strong relation between length of stay & positive coping strategies. Age & gender were also related to conflict resolution skills. Qualitative data provided interesting & potentially important insights into children’s internal experiences of being witnesses of domestic violence. The study did not support past research in terms of child witnesses exhibiting low self-esteem, poor conflict strategies, and high rates of aggression. This study concludes that more research needs to be conducted on protective factors and resiliency to the effects of domestic violence to explain this study’s results.

This dissertation reports on a study of educational administrators and the value conflicts experienced within their schools. The extensive review of literature on values in educational administration has determined very little consensus regarding the influence of values on the practice of educational administrators. A lack of common understanding about the definition of the term values exists along with variations and inconsistencies regarding the pervasiveness of values in educational administration. School leaders frequently encounter value conflicts and their resolution involves considerable degrees of decision making. Participants in this study include members of the cohort of the Ed.D. Program in the Department of Theory and Policy Studies at the University of Toronto, Ontario Institute for Studies in Education (OISE) as well as practising educational administrators with extensive experience in school leadership. As the researcher works within the Catholic school system, the majority of study participants are Catholic administrators who were accessible to the researcher for participation. A qualitative research methodology was employed and fourteen semi-structured interviews were conducted which focused on the three main research questions. The following research questions were addressed in the study: 1. How do educational administrators see the role of values in their work? 2. What types of value conflicts do educational administrators experience? 3. How do educational administrators resolve conflicts that stem from values issues? The findings herein indicate that administrators view values as extremely important and relevant in their work. The influence of values on administrator behavior is evident in how leaders define the term value: as a code/set of rules and fundamental beliefs that guide daily interactions; and a basis for decision making. In terms of conflicts, administrators experience interpersonal conflicts frequently and attribute this type of conflict to differences in stakeholder values. Educational administrators resolve conflicts that stem from values issues by taking a moral stand which allows them to remain committed to their values. The results of this study acknowledge and contribute to the existing field of studies relating to values and value conflict resolution within educational administration while simultaneously suggesting further implications for future research. The adoption of a values-based leadership model and its associated values clarification process is recommended for school leaders as a framework to deal with the existing realities of their complex role. This model has tremendous potential to transform the existing face of educational administration provided it is seamlessly integrated within educational organizations and becomes the new standard of leadership practice.

Conflict analysis tools are applied to brownfield negotiations in order to investigate the impacts of coalition formation and a decision maker’s (DM’s) attitudes upon the successful resolution of brownfield disputes. The concepts of attitudes within the Graph Model for Conflict Resolution (GMCR) is defined and subsequently are used, along with coalition analysis methods, to examine the redevelopment of the Kaufman Lofts property and the resolution of a post-development dispute involving Eaton’s Lofts, both located in downtown Kitchener, Ontario, Canada. Within the model of the Kaufman Lofts redevelopment, the project is broken down into three connected project conflicts: property acquisition, remediation selection and redevelopment; with the graph model applied to all three conflict nodes. The application of attitudes shows the impact of cooperation between local governments and private developers in the formation of a coalition that mutually benefits all parties. Coalition analysis, applied to the redevelopment selection conflict between Heritage Kitchener and the private developer in the Kaufman Lofts project, illustrates the importance of close collaboration between the local government and the developer. Systems methodologies implemented here for the examination of brownfield redevelopments are examined and contrasted with the economic and environmental tools commonly used in the redevelopment industry. Furthermore, coalition formation within GMCR is used to examine the negotiation of the Kyoto Protocol, to demonstrate that formal conflict resolution methods can be utilized in other areas of environmental management.

Conflict analysis tools are applied to brownfield negotiations in order to investigate the impacts of coalition formation and a decision maker’s (DM’s) attitudes upon the successful resolution of brownfield disputes. The concepts of attitudes within the Graph Model for Conflict Resolution (GMCR) is defined and subsequently are used, along with coalition analysis methods, to examine the redevelopment of the Kaufman Lofts property and the resolution of a post-development dispute involving Eaton’s Lofts, both located in downtown Kitchener, Ontario, Canada. Within the model of the Kaufman Lofts redevelopment, the project is broken down into three connected project conflicts: property acquisition, remediation selection and redevelopment; with the graph model applied to all three conflict nodes. The application of attitudes shows the impact of cooperation between local governments and private developers in the formation of a coalition that mutually benefits all parties. Coalition analysis, applied to the redevelopment selection conflict between Heritage Kitchener and the private developer in the Kaufman Lofts project, illustrates the importance of close collaboration between the local government and the developer. Systems methodologies implemented here for the examination of brownfield redevelopments are examined and contrasted with the economic and environmental tools commonly used in the redevelopment industry. Furthermore, coalition formation within GMCR is used to examine the negotiation of the Kyoto Protocol, to demonstrate that formal conflict resolution methods can be utilized in other areas of environmental management.

An enhanced attitudes methodology within the framework of the Graph Model for Conflict Resolution (GMCR) is developed and applied to a range of environmental disputes, including a sustainable development conflict, an international climate change negotiation and a selection of brownfield conflicts over a proposed transfer of ownership. GMCR and the attitudes framework are first defined and then applied to a possible Sino-American climate negotiation over reductions in greenhouse gas emissions. A formal relationship between the attitudes framework and relative preferences is defined and associated mathematical theorems, which relate the moves and solution concepts used in both types of analysis, are proven. Significant extensions of the attitudes methodology are devised in the thesis. The first, dominating attitudes is a methodology by which the importance of a decision maker’s (DM’s) attitudes can be used to evaluate the strength of a given state stability. The second, COalitions and ATtitudes (COAT), is an expansion of both the attitudes and coalitions frameworks which allows one to analyze the impact of attitudes within a collaborative decision making setting. Finally, the matrix form of attitudes, is a mathematical methodology which allows complicated solution concepts to be executed using matrix operations and thus make attitudes more adaptable to a coding environment. When applied to environmental management conflicts, these innovative expansions of the attitudes framework illustrate the importance of cooperation and diplomacy in environmental conflict resolution.

This study aimed to examine whether mandrills (Mandrillus sphinx) reconcile their conflicts. The data were collected from a captive group of nine mandrills (5 males and 4 females) at the Lowry Park Zoo that ranged in age from 3 to 16 years at the time of study. After a conflict was observed, the behavior of one of the two former opponents was documented for a period of ten minutes using continuous recording methods. On the next possible observation day, at the same time of the previous conflict, the behavior of the same individual was recorded for an additional ten minutes. Former opponents exchanged peaceful or affiliative signals sooner after a conflict than during control periods. These post-conflict signals were selectively directed towards former opponents, and were most likely to be exchanged in the first two minutes after a conflict's termination. The silent bared-teeth face comprised 62.5% of the first peaceful interactions between former opponents. The best predictor of the likelihood of reconciliation was the dyad's baseline rate of silent bared-teeth face exchange. Mandrill dyads with higher rates of silent bared-teeth face exchange at baseline had higher conflict rates and spent less time in non-aggressive proximity than those with lower rates of silent bared-teeth face exchange. These results are consistent with the Insecure Relationship Hypothesis, which posits that individuals with insecure relationships are more likely to reconcile because their relationships are more likely to be damaged by a conflict than those with secure relationships. The exchange of peaceful post-conflict signals did not appear to have an effect on the behavior of the former opponents.

The persistence of water conflicts in many arid regions is not simply a matter of water shortages, but rather the lack of equitable agreements that govern the allocation of disputed water resources to mitigate the adverse impacts of hostility and resentment. As such, equity is at the heart of many trans-boundary water disputes. Mindful of the dynamics and implications of inequitable water allocation on inter-state relationships and overall regional stability, this research aims at eliciting and developing theoretical criteria for equitable distribution of water (process equity) responsible for creating equitable outcomes and perception. This research makes the distinction between “process equity” and “outcome equity” and their impact on attaining and sustaining water security, peace, and hydro-stability. These parameters of equitable processes will be developed through a review of current literature addressing the issues of water equity in arid regions, coupled with case study analyses and cross-case comparisons and semi-structured interviews of key water negotiators. These key cases will be selected through a systematic screening methodology that analyzes nine pertinent cases. Collectively, employing these methods will yield in-depth analysis and findings applicable to other international water dispute cases in the context of arid regions. Proposing an alternative strategy that views water as a catalyst for peace and cooperation rather than conflict and altercation, this research further advocates for the development and adoption of an interdisciplinary, transformative approach to conflict resolution to advance water disputes to plausible and implementable agreements. Aiming to inform the theory and practice of hydro-diplomacy along disputed water resources, this approach encapsulates three key components, including rules of engagement, mechanisms of engagement, and neutral third-party mediation. Water satiety is identified as a major characteristic of equitable water allocation agreements that ensure the level of satisfaction of all involved stakeholders and the extent to which acceptable agreements, durable implementation, and sustainable relationships among co-riparians are attained and maintained. / text