Using Northern Ireland this study seeks to establish what conditions on the ground must be cultivated in order for this ripe moment to come to pass. This thesis argued that five conditions in particular were necessary, though not necessarily sufficient, for the success of the Belfast Agreement. These five conditions (1) the inclusivity of the negotiation process, (2) efforts to foster positive cross community contact, (3) the positive involvement of external ethno-guarantors(EEGs), (4) the involvement of formal international primary mediators, and (5) the use of targeted economic aid. What emerged was that when taken together, these conditions created the pillars upon which a more stable agreement was reached. What is also important is that none of these conditions are short term investments; they all involved a long term commitment to peacebuilding that began long before the official negotiations of the BA.

ABSTRACT Paths Towards Reconciliation in the Workplace: Exploring the Aboriginal Cultures Awareness Workshop Educational workplace initiatives to address social inequality are widely used within organizations. In the past, these workplace workshops have varied in their underlying philosophical perspectives - with goals ranging from maintaining the status quo to promoting social change. Workshop curriculum grounded in the contact hypothesis have drawn from such diverse fields as social psychology, organizational theory, feminist viewpoints, critical theory, liberatory educational philosophy, conflict resolution and Indigenous approaches. The research to date on the efficacy of these various types of workplace educational programs have been mixed. For the past ten years, the Winnipeg Regional Health Authority has offered the Aboriginal Cultures Awareness Workshop to its health care employees in hopes of addressing the differential medical care received by their Aboriginal patients. This mixed methods research project focused on the perceptions of key stakeholders and workshop participants on the most helpful, and least helpful aspects of the Aboriginal Cultures Awareness Workshop. The findings point towards a conceptual framework on the conditions needed within educational workplace initiatives that can create paths toward reconciliation between different identity groups. Addressing the need for accurate information and developing empathy within an atmosphere of joyful humour that is supported by the circle were the key findings in this research project. Specifically, the findings that informed this conceptual framework included the importance of learning about Aboriginal history from an Aboriginal perspective, the power of storytelling to bridge the divide between different identity groups, how the appropriate use of humour can both ease tension, but also be used to challenge intolerant ideas and finally, the power of sharing circles to create safety and allow for dialogue. Drawing on the contributions of the diverse fields that have historically informed these types of workplace educational programs, this research project integrated the field of peace and conflict studies, and Indigenous perspectives to make a number of recommendations for future workplace educational programs.

The focus of this thesis has been on the identification of the primary conditions that attract or deter multilateral interventions into internal conflicts in the Asia Pacific region. This thesis develops a framework which is applied to four cases of internal conflict to see what roles twenty-two structural and perceptual conditions have played in determining why multilateral intervention was initiated in two of the cases, and why multilateral intervention failed to be initiated in the other two cases. The research found that multilateral organizations will accept risks and costs associated with intervention if certain structural and perceptual conditions make intervention an attractive option. These conditions are, a favourable or significant international environment or international event(s), the consent of a sovereign state (even if it is induced), sustained and critical regional and international media coverage, a complete collapse of the state in conflict tainting it with the term 'failed state', a high probability of success, potential economic benefits, a humanitarian crisis (in respect of Unregulated Population Movements and genocide/politicide), the possibility of a clear exit strategy, and a self-interested Member State who can greatly subsidize an intervention. Multilateral non-interventions, on the contrary, are driven by a combination of a lack of sustained and critically analyzed media coverage on conflict issues and consequences, generally positive tactics and strategies adopted by disputants, conflicts of a long duration, the international environment, economic factors unfavourable to intervention, resistance levels to intervention or a failure to call for intervention, lack of any clear exit points, and an escalation phase. The importance of these conditions suggest that multilateral organizations are reluctant to take risks and costs when political will, for the collective and self, are not provoked. Consequently, particular structural and perceptual conditions trigger or influence political will. The analysis of four case studies (East Timor, Solomon Islands, Philippines (Moros), and West Papua) concludes that multilateral interventions will be the exception to the rule in the foreseeable future given the obvious selection bias evident in these policies, and the project questions the ad hoc determinants of current multilateral intervention policies.

Environmental conflicts are multi-dimensional. Individual components of environmental and resource-related conflicts are closely interlinked with other structural societal elements, including economic, social, political and cultural developments. Coastal areas are significant for people’s subsistence, as well as industrial development, cultural heritage, and waterways; therefore, they require integrated research approaches and the implementation of comprehensive strategies of resource management, dispute resolution and conflict prevention. This qualitative exploratory study contributes to the development of the field of environmental conflict resolution (ECR) by examining the perceptions and experiences of 52 key stakeholders from the coastal areas of the Great Lakes region of Canada and the United States (US) with regards to environmental and resource conflicts and conflict resolution approaches. The study invited coastal stakeholders such as environmental policymakers, researchers, academics, educators and NGO members to share their perceptions, images, experiences and knowledge about environmental and resource conflicts and conflict resolution practices in the coastal areas of the Great Lakes. The framework of this holistic study integrates public policy, alternative dispute resolution, conflict analysis, project evaluation, dialogue and public participation, education and other creative interventions into an inclusive strategy of integrated environmental and resource management of coastal areas. Analysis of the study participants’ responses revealed several key findings. First, the multi-dimensional character of environmental and resource conflicts and the wide range of coastal stakeholders involved necessitate creating spaces for dialogue and communication among coastal stakeholders, which may facilitate relationship building and encourage collaborative problem solving and constructive conflict resolution. Second, establishing links between science and policymaking within environmental and resource management, as well as introducing conflict resolution education for coastal stakeholders, may significantly enhance the capacity of coastal stakeholders in ECR. Third, coastal stakeholders in the Great Lakes have an extensive and wide-ranging existing local knowledge, experience and expertise in resolving environmental and resource conflicts. Fourth, a conflict resolution system’s design developed in this study may serve as an integrated framework for the analysis and resolution of environmental and resource conflicts. This ECR system design involves such important components as conducting conflict and stakeholder analysis; identifying the root causes of conflict; bringing conflict participants together to discuss resolution options; and building in continuous evaluation of environmental conflict resolution processes.

The objective of this study was to explore the link between school climate and bullying behaviour through a case study of two high schools. Grade 10 students received the two day Cross-Cultural Conflict Resolution (XCCR) Module initiated by YOUCAN. Phase I of this study involved the development of an XCCR Logic Model, which aimed to clarify the objectives and key elements of the XCCR Module. Phase II involved the in depth analysis of the XCCR Module through an 84-item survey and qualitative semi-structured interviews with school and program staff. Data from this study did not indicate any changes in bullying behaviour or school climate between pre-and post-implementation. This study highlights a need to incorporate measures for program adherence and program fidelity in future studies. The results of this study provided two practical contributions, an XCCR Logic Model and information about bullying and school climate for the participating schools.

Using Northern Ireland this study seeks to establish what conditions on the ground must be cultivated in order for this ripe moment to come to pass. This thesis argued that five conditions in particular were necessary, though not necessarily sufficient, for the success of the Belfast Agreement. These five conditions (1) the inclusivity of the negotiation process, (2) efforts to foster positive cross community contact, (3) the positive involvement of external ethno-guarantors(EEGs), (4) the involvement of formal international primary mediators, and (5) the use of targeted economic aid. What emerged was that when taken together, these conditions created the pillars upon which a more stable agreement was reached. What is also important is that none of these conditions are short term investments; they all involved a long term commitment to peacebuilding that began long before the official negotiations of the BA.

ABSTRACT Paths Towards Reconciliation in the Workplace: Exploring the Aboriginal Cultures Awareness Workshop Educational workplace initiatives to address social inequality are widely used within organizations. In the past, these workplace workshops have varied in their underlying philosophical perspectives - with goals ranging from maintaining the status quo to promoting social change. Workshop curriculum grounded in the contact hypothesis have drawn from such diverse fields as social psychology, organizational theory, feminist viewpoints, critical theory, liberatory educational philosophy, conflict resolution and Indigenous approaches. The research to date on the efficacy of these various types of workplace educational programs have been mixed. For the past ten years, the Winnipeg Regional Health Authority has offered the Aboriginal Cultures Awareness Workshop to its health care employees in hopes of addressing the differential medical care received by their Aboriginal patients. This mixed methods research project focused on the perceptions of key stakeholders and workshop participants on the most helpful, and least helpful aspects of the Aboriginal Cultures Awareness Workshop. The findings point towards a conceptual framework on the conditions needed within educational workplace initiatives that can create paths toward reconciliation between different identity groups. Addressing the need for accurate information and developing empathy within an atmosphere of joyful humour that is supported by the circle were the key findings in this research project. Specifically, the findings that informed this conceptual framework included the importance of learning about Aboriginal history from an Aboriginal perspective, the power of storytelling to bridge the divide between different identity groups, how the appropriate use of humour can both ease tension, but also be used to challenge intolerant ideas and finally, the power of sharing circles to create safety and allow for dialogue. Drawing on the contributions of the diverse fields that have historically informed these types of workplace educational programs, this research project integrated the field of peace and conflict studies, and Indigenous perspectives to make a number of recommendations for future workplace educational programs.

No description available.

Despite wide acceptance of the stereotype that women apologize more readily than men, there is little systematic evidence to support this stereotype or its supposed bases. In the present research, I explored whether gender differences in apology behaviour occur and, if so, why they occur. In Study 1, I used daily diaries to assess everyday apologies and found that women indeed apologized more frequently than men did. I found no difference in the proportion of offenses for which men and women apologized, however, suggesting that women may apologize more often than men do because they have a lower threshold for what constitutes offensive behaviour. In Studies 2 and 5, I replicated a gender difference in apology behaviour using hypothetical offenses and obtained evidence that this difference is mediated by different judgments of offense severity. In Study 3, I adapted a signal detection paradigm and demonstrated that women exhibit a more liberal response bias in the direction of remembering an apology. In Study 4, I found that women and men similarly associate apologies with positive outcomes, and that only women endorse the stereotype that women apologize more often than men do. Finally, in Study 6, I conducted a daily diary study with romantic couples and found that, as in Study 1, women and men apologized for a similar proportion of the offenses they reported. Together, these studies suggest that a gender difference in apology frequency is caused by different judgments of severity rather than by a difference in willingness to apologize.

Thesis (Ed.D.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / An examination of the literature revealed that conflict is prevalent throughout American colleges and universities-especially within divisions of student affairs-and that senior student affairs officers are expected to assume an important role campus-wide in the management of conflict. Trends suggest a significant increase in their involvement with conflict over the next twenty years. This study sought to identify the nature of conflict and the conflict resolution process at small liberal arts colleges and to examine differences among senior student affairs officers in the methods they use to resolve conflicts, the theories they report as underlying these methods, and the sources of these espoused theories of conflict resolution. Interviews on these matters were held with 15 senior student affairs officers in such colleges in the American mid-west. The following are among the most important findings: 1) the deans have a firm understanding of how to handle conflict (contrary to many prior research findings); 2) the deans have a strong dislike for conflict; 3) one-third of the deans report that they avoid conflict whenever possible; 4) the deans see it as their responsibility to handle any conflict involving students and they have the potential to be directly and indirectly involved in almost any such situation, even outside their divisions; 5) handling conflict is reported to take up three-fourths of their time; 6) half of the deans attempt to mediate (minor) violations of policy while others deem it inappropriate; 7) factors which most frequently contribute to conflict include communication, and diversity-the interplay among people from different cultures and backgrounds; 8) the deans view issues of diversity as being the most difficult to handle because of their emotional intensity; and 9) the deans reported a predominantly trial-and-error preparation for dealing with conflict rather than through formal education. The findings suggest that further research is needed to address such questions as these: 1) What is the relationship between espoused theories of handling conflict and theories-in-use? 2) How does having a strong dislike for conflict affect one's ability to manage it? 3) How does institutional culture affect the handling of conflict? 4) What are the consequences of conflict avoidance? 5) How do institutions support deans in handling conflicts involving diversity issues? (6) What consequences typically ensue from trying to mediate policy violations? The findings also suggest the need for practical programs and policies such as the following: 1) improving relevant pre-professional programs; 2) improving in-service programs for those having responsibility for managing and resolving conflict; 3) changing the recruitment, hiring, and evaluation process for the dean of students position; 4) transforming college cultures in ways that better support conflict management and resolution; 5) institutionalizing the process of the effective management of conflict; 6) addressing the issue of avoidance to ensure that conflict is being addressed in a timely manner; 7) developing an ombudsman position to centralize and formalize the process of assisting faculty, staff, and students to resolve conflicts; and 8) creating a Center for Conflict Management to provide faculty, staff, and students with resource materials, training workshops, and assistance with mediating and managing conflict. / 2031-01-01