Thesis (Ph. D.)--University of Canterbury, 2009. / Typescript (photocopy). Includes bibliographical references (leaves 279-292). Also available via the World Wide Web.

Thesis (Ph. D.)--University of Oregon, 2003. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 133-138). Also available for download via the World Wide Web; free to University of Oregon users.

Thesis (M.S.)--Miami University, Dept. of Family and Child Studies, 2003. / Title from first page of PDF document. Document formatted into pages; contains iii, 73 p. Includes bibliographical references (p. 34-35).

Thesis (D. Min.)--Erskine Theological Seminary, 2002. / Abstract. Includes bibliographical references (leaves 173-178).

Thesis (Ph. D.)--University of California, San Diego, 2003. / Vita. Includes bibliographical references (leaves 266-288).

This project is designed to take an in-depth look at drug court, the most common form of specialized courts. This project will further elaborate our understanding of team decision-making. The fact that the drug court is collaborative rather than adversarial has been hailed as one of the key innovations that makes drug court better able to respond to addiction than the traditional criminal justice system. So far, very little work has been done on how the team members work together in the court. I will show that, among team members, there is ambivalence over how to understand addiction and what to expect from clients. In addition to this conflict at the organizational-level, I will also show that staff members experience conflict with each other over why and how punishment should be used. I conducted a four-month case study of a drug court located in a medium-sized city in the southwestern United States. I supplemented this case study with observations at a second drug court located in small city in the same state. Based on this research, I will show that the drug court staff experiences conflict over how to treat addiction effectively. I will then argue that the drug court staff’s conflicting expectations of clients actually encourages lying about rule-breaking behavior. Finally, I will focus on negotiations between the judge and counselors as they respond to troubled clients. By focusing here on the tensions that arise in the daily work of drug court, I will show that there are some essential problems in drug court design that still need to be worked out at ideological and practical levels. By shining light on these conflicts, I hope to help drug court practitioners to think about how we can improve on the program. / text

published_or_final_version / Social Work and Social Administration / Doctoral / Doctor of Philosophy

This study has the principle goal of showing that Christian institutions and practices are powerful forces for social management within the Tongan community, and, more precisely, that congregations are a primary means for facilitating social control, cooperation, competition, and conflict management. My ethnographic research, including discourse analysis, reveals the distinct nature of conflict management in a range of situations within the congregation and community. Comparison of a number of congregations of different denominational affiliation exposes the factionalization as well as the unification within and among congregations. The study of conflict management processes reveals that congregations are the primary institutional social force in Tongan communities are the primary means for organizing labor, distributing resources, and delegating responsibility for a wide range of activities. Congregations' management of conflicts engenders the expression of opposing beliefs and viewpoints within and between congregations, fuels an ongoing process of congregational identity, and furthers the means by which religious groups are agents of cultural transformation in regard to definitions of self, family, kin group, and community.

No description available.

This study reports the development of the Grievance Expression Scale (GES), a self-report measurement instrument of how organizational members express objections or complaints that they have about one another's behavior. The GES focuses on grievance expression as a precursor to conflict, and was developed in response to a lack of focus in current conflict instruments on conflict communication behavior and the influence of situational variables on that behavior. Additionally, the scale was derived from an interdisciplinary theoretical base, incorporating organizational conflict management research in communication, management, anthropology, and sociology. Four forms of the GES were administered to 830 currently employed adults waiting for jury duty and attending a city street fair. A four-factor scale was found, consisting of third party, confrontation, toleration, and discipline factors. Reliability, content, discriminant, and construct validity of the GES were supported. Further development should include tests of theory utilizing the GES.