All Discussions Tagged 'Conflict' - ADRhub - Creighton NCR2024-03-29T04:42:22Zhttp://www.adrhub.com/forum/topic/listForTag?tag=Conflict&feed=yes&xn_auth=noDonald Trump and Paul Ryan—a Prisoner’s Dilemma - Staying w/Conflict - Election Edition 2016tag:www.adrhub.com,2016-05-18:4905899:Topic:732252016-05-18T19:50:02.993ZADRhub.com - Creighton NCRhttp://www.adrhub.com/profile/ADRhubWerner
<p style="text-align: center;"><span class="font-size-4" style="font-family: helvetica;"><strong>Donald Trump and Paul Ryan: a Prisoner’s Dilemma - By Bernie Mayer<br></br></strong></span></p>
<p><span class="font-size-3" style="font-family: helvetica;">Wouldn’t it have been fun to be a fly on the wall in the meeting between Donald Trump and Paul Ryan? We can try to imagine the dialogue, but it was likely stiff, formulaic, and without much substance. I wonder what their body language revealed?…</span></p>
<p style="text-align: center;"><span style="font-family: helvetica;" class="font-size-4"><strong>Donald Trump and Paul Ryan: a Prisoner’s Dilemma - By Bernie Mayer<br/></strong></span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Wouldn’t it have been fun to be a fly on the wall in the meeting between Donald Trump and Paul Ryan? We can try to imagine the dialogue, but it was likely stiff, formulaic, and without much substance. I wonder what their body language revealed? Whatever they really thought, this was clearly a meeting that was about putting out a “make nice” message.</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">However, we don’t have to rely on our imagination to understand the nature of their negotiation dance. Their statements (and tweets) are revealing enough. What they demonstrate is an interchange that is a variation of a Prisoner’s Dilemma (PD). PD is a classic game that simulates conflicts that have both a distributive (win-lose) and integrative (win-win) dimension—which is to say, virtually all conflicts. </span></p>
<p></p>
<p><span style="font-family: helvetica;" class="font-size-3"><b>A quick primer on PD (skip if you are familiar with it): </b></span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Assume you have a choice of sending either a cooperative or competitive message to an adversary - and they have the option of sending either of those to you. </span></p>
<p><span style="font-family: helvetica;" class="font-size-3">The outcome (your score) in this exchange depends on the combination of messages sent by both of you. In a classic PD, the scoring works like this:</span></p>
<ul>
<li><span style="font-family: helvetica;" class="font-size-3">If you both send cooperative messages, you both do reasonably well</span></li>
<li><span style="font-family: helvetica;" class="font-size-3">If you both send competitive messages, you both do poorly</span></li>
<li><span style="font-family: helvetica;" class="font-size-3">But if you send a competitive message and receive a cooperative message, you will do very well (much better than if you both cooperate) and your opponent will do very poorly (much worse than if you both compete)—and vice versa.</span></li>
</ul>
<p><span style="font-family: helvetica;" class="font-size-3">This means that on any single round, each player will do better if they compete than if they cooperate – there is therefore a built-in temptation to compete. But over time, if both parties give in to this temptation, the results for everyone are very bad.</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">So the negotiation challenge in many real life situations (think of the arms race, international negotiations as with Iran or in the Middle East, or divorce negotiations about child support and parenting arrangements) is how to motivate the other side to cooperate with you, and to take the long view.</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">If you are interested, a fuller explanation of the PD you may view this video:<br/></span></p>
<p><span style="font-family: helvetica;" class="font-size-3"> </span></p>
<p><iframe width="560" height="315" src="https://www.youtube.com/embed/t9Lo2fgxWHw?wmode=opaque" frameborder="0" allowfullscreen=""></iframe>
</p>
<p></p>
<p><span class="font-size-3" style="font-family: helvetica;">Or read the chapter on Cooperation and Competition in <a href="http://www.amazon.com/Conflict-Paradox-Seven-Dilemmas-Disputes/dp/1118852915/ref=sr_1_3?s=books&ie=UTF8&qid=1463343037&sr=1-3&keywords=bernard+mayer">The Conflict Paradox</a>.</span></p>
<p></p>
<p><span style="font-family: helvetica;" class="font-size-3">OK, back to Ryan and Trump. Lets look at what they have said about each other.</span></p>
<p></p>
<p><span style="font-family: helvetica;" class="font-size-3"><b>Ryan on Trump:</b></span></p>
<p><span style="font-family: helvetica;" class="font-size-3">“If a person wants to be the nominee of the Republican Party, there can be no evasion and no games. They must reject any group or cause that is built on bigotry. … This is fundamental. And if someone wants to be our nominee, they must understand this.” (March 1, 2016)</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">“I’m just not ready to do that [back Trump] at this point. I’m not there right now. And I hope to, though, and I want to. But I think what is required is that we unify the party. And I think the bulk of the burden on unifying the party will have to come from our presumptive nominee.” (CNN interview, May 5, 2016).</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">“Look, it’s no secret that Donald Trump and I have had our differences. We talked about those differences today. We are now planting the seeds to get ourselves unified. I was very encouraged with this meeting, but this is a process. It takes a little time [meaning he was not yet ready to endorse Trump].” He went on to say that Trump is a ”warm and genuine person with a very good personality.”</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">(to reporters after meeting with Trump on May 12, 2016).</span></p>
<p></p>
<p><span style="font-family: helvetica;" class="font-size-3"><b>Trump on Ryan</b></span></p>
<p><span style="font-family: helvetica;" class="font-size-3">“I don’t know him well, but I’m sure I’m going to get along great with him and if I don’t, he’s going to have to pay a big price.” (Responding to Ryan’s warning about playing to racism, March 1).</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">“I am not ready to support Speaker Ryan’s agenda,” (after Ryan’s CNN interview on May 6, 2016)</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">“I have a lot of respect for Paul Ryan. If we make a deal, that will be great. And if we don’t, we will trudge forward like I have been doing, and winning, you know, all the time.” (May 11, 2016)</span></p>
<p><span style="font-family: helvetica;" class="font-size-3"> We had a "very, very good meeting…I think Paul felt the same way and everybody else did also." (on meeting with Paul Ryan on May 12 2016)</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Each of these statements can be seen as an exchange in a Prisoner’s Dilemma in which there are competitive, cooperative, and also mixed (a little competitive, a little co-operative) messages being given. Each can be understood in terms of the benefits Trump and Ryan seek to gain from the exchange, and the losses they risk. We can characterize these statements as if they are rounds in an ongoing PD type of exchange.</span></p>
<p></p>
<p><span style="font-family: helvetica;" class="font-size-3"><i>Round One</i></span></p>
<p><span style="font-family: helvetica;" class="font-size-3">As Trump appears to secure the nomination, he poses a threat to Ryan both on ideological grounds and also in terms of damage to the unity of the Republican Party. At this point, Ryan makes a very strong statement indicating that Trump is out of bounds in his statements about minorities. This is a clearly competitive message.</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Trump responds with a competitive message threatening unspecific consequences to Ryan. They are now in a lose-lose (competitive-competitive) downward spiral.</span></p>
<p></p>
<p><span style="font-family: helvetica;" class="font-size-3"><i>Round Two</i></span></p>
<p><span style="font-family: helvetica;" class="font-size-3">It’s getting worse. Now Ryan refuses to endorse Trump, and Trump says he is not going to support Ryan’s agenda. At the same time Trump suggests he might not accept Ryan as chair of the Republican National Convention (the traditional role for the Speaker of the House from one’s own party). Ryan responds in effect: “fine, if you don’t want me to chair, I will be happy to step aside.”</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">If they continue along this way, both are going to get hurt. Trump will further alienate a significant element of the Republican Party, making it very hard to disguise the disunity in the party. Ryan will hurt his standing with Trump supporters, a group that may be critical to him as he pursues his agenda as Speaker, and even more so as he positions himself for a presidential campaign in the future.</span></p>
<p></p>
<p><span style="font-family: helvetica;" class="font-size-3"><b>What do we know from PD about how to break out of this cycle?</b></span></p>
<p><span style="font-family: helvetica;" class="font-size-3">We know that what doesn’t work is to simply cooperate in the face of unrelenting competitive behavior. </span></p>
<p><span style="font-family: helvetica;" class="font-size-3">If, for example, Trump were to have said—“ok then, I will be nicer about people of color and I will adhere more closely to the conservative agenda” without some reciprocal action from Ryan, then Trump would seem weak and malleable which would undercut the persona that he has cultivated. </span></p>
<p><span style="font-family: helvetica;" class="font-size-3">If Ryan were to have said, “ok then, you are the nominee, I will heartily support you” (as other Republican leaders have essentially done), he would have been seen as unprincipled and would be associated with Trump’s positions and bullying style. Ryan has built his reputation on being reasonable and principled (whether or not you agree with his very conservative principles).</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">What would also not have worked would have been for either to double down on the competition or to up the ante. </span></p>
<p><span style="font-family: helvetica;" class="font-size-3">For example, if Ryan announced that he would not attend the Republican convention in July the news would be all about the disunity in the party. This probably would have hurt Trump more than Ryan, but it would also have further alienated Trump’s supporters from Ryan and the Party.</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Instead, each man made statements that indicated the potential to cooperate but a willingness to compete as well. </span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Trump says (in effect) “Make a deal or I am will be fine going on without you.”</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Ryan says—“I want to be supportive, but we have work to do first.”</span></p>
<p></p>
<p><span style="font-family: helvetica;" class="font-size-3"><i>Alternative strategies</i></span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Trump <i>could have</i> responded to Ryan with a cooperative statement, e.g. “I appreciate Speaker Ryan’s openness about his concerns, and I look forward to discussing our points of agreement and disagreement.” Or he <i>could have</i> made a competitive statement—given Trump’s mastery of these, the possibilities seem endless but for example “What do you expect from a loser who was part of the team that took the Republican’s down to defeat in an election they should have won?” </span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Instead, and typical of Trump, he kind of did <i>all of the above</i>. He threatened Ryan (we may go after him), he offered cooperation (he said he wanted Ryan to stay as Convention Chair), and he sent a mixed message (“I have a lot of respect for Paul Ryan. If we make a deal, that will be great. And if we don’t, we will trudge forward like I have been doing, and winning, you know, all the time.”)</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Subsequent to their meeting last week, Ryan and Trump both made statements that were more cooperative in nature, but also only up to a point. They are gradually stepping towards a more collaborative stance, but keeping a retreat to competition open—thereby motivating the other side to continue to cooperate.</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">Tit-for-tat: good advice for Ryan and Trump?</span></p>
<p><span style="font-family: helvetica;" class="font-size-3">The optimum strategy suggested in a study of computer simulations of The Prisoner’s Dilemma<a href="#_ftn1" title="">[1]</a> conducted by Robert Axelrod is called “tit for tat” (T4T) which always starts with a cooperative move and then always mirrors the move that the other player made on the previous exchange. So if one player cooperates on the previous exchange, T4T responds in kind on the next—and similarly if the player competes. </span></p>
<p><span style="font-family: helvetica;" class="font-size-3">This is more or less the strategy followed by Trump and Ryan with the exception that their opening moves were mixed or competitive. Of course, in real life it is never so clear when the first move really occurs. </span></p>
<p></p>
<p><span style="font-family: helvetica;" class="font-size-3">Why does T4T work? According to Axelrod, there are four basic reasons:</span></p>
<ul>
<li><span style="font-family: helvetica;" class="font-size-3"><i>It’s nice</i>. T4T never competes first. Of course, this is not the approach that either Trump or Ryan took. However, if we ask how one can turn a negative interaction into something better, then we can see they each took at least a step in that direction.</span></li>
<li><span style="font-family: helvetica;" class="font-size-3"><i>It’s provocable. </i> If the other party competes, T4T will respond in kind or else there is no motivation for the other side to modify its competitive behavior. Trump is a master of provocability as his attacks on “Lyin’ Ted Cruz”, “Low Energy” Jeb Bush, “Crooked” Hillary Clinton, or “Goofy” Elizabeth Warren have shown. Ryan is more nuanced in his provocability—but provocable he still is. He is the one who said he is “not ready” to support Trump and who roundly criticized him for his racist policy suggestions. The trick with provocability is scale—too little a consequence and there is no motivation for others to change; too big harsh a response and it makes it very hard to walk things back to a more cooperative stance.</span></li>
<li><span style="font-family: helvetica;" class="font-size-3"><i>It’s forgiving.</i> Once a formerly competitive counterpart starts to cooperate, T4T responds in kind and does not to remain stuck in past grievances. At this, both seem pretty adept. Trump might go overboard on the provocable front, but he readily accepts overtures to make peace. Of course, he quickly reverts to his attack mode as well. Ryan has also moved off his most competitive statements, but more gradually. It’s tempting to suggest that Trump is easily provoked and quick to forgive because for him, it is a matter of deal making, not principle - whereas Ryan is acting more out of principles. But this oversimplifies the interchange. More to the point is that Trump seems to be playing a shorter term game—focused entirely on this election, whereas Ryan is taking a longer term view—looking at the future direction of the Republican Party and his long term prospects as a presidential candidate.</span></li>
<li><span style="font-family: helvetica;" class="font-size-3"><i>It is simple.</i> It’s clear what the strategy is—in the absence of clarity and transparency, all moves in conflict will be interpreted as competitive. Here too, Trump is pretty out front in his approach. He seems to say just what he is thinking, all the time. Ryan’s approach is more nuanced, but also fairly forthright. </span></li>
</ul>
<p><span style="font-family: helvetica;" class="font-size-3">This interchange is not over. In fact it could go on for years, and most certainly throughout the election season. Ryan will likely provide some superficial support for Trump, but essentially sit out the election or focus entirely on Congressional candidates. Trump might accept superficial support, or up his request for commitment and engagement. </span></p>
<p><span style="font-family: helvetica;" class="font-size-3">It will be interesting to watch and see how they handle this ongoing negotiation.</span></p>
<div><br clear="all"/><hr align="left" size="1" width="33%"/><div><p><span style="font-family: helvetica;" class="font-size-3"><a href="#_ftnref1" title="">[1]</a> Axelrod, R. <i>The Evolution of Cooperation</i>. New York: Basic Books, 1984.</span></p>
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<p style="margin: 0px 0px 0.5em; padding: 0px; border: 0px; outline: 0px; vertical-align: baseline; font-size: 13px; xg-p: static !important; min-height: 1em; color: #454545; font-family: Arial, 'Helvetica Neue', Helvetica, sans-serif; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 16.9px; orphans: auto; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px; -webkit-text-stroke-width: 0px; text-align: center; background: #ffffff;">_________________________________________________________</p>
<p style="margin: 0px 0px 0.5em; padding: 0px; border: 0px; outline: 0px; vertical-align: baseline; font-size: 13px; xg-p: static !important; min-height: 1em; color: #454545; font-family: Arial, 'Helvetica Neue', Helvetica, sans-serif; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 16.9px; orphans: auto; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px; -webkit-text-stroke-width: 0px; text-align: center; background: #ffffff;"><span class="font-size-4" style="margin: 0px; padding: 0px; border: 0px; outline: 0px; vertical-align: baseline; font-size: 1em; line-height: 1.2 !important; xg-p: static !important; background: transparent;"><span style="margin: 0px; padding: 0px; border: 0px; outline: 0px; vertical-align: baseline; font-size: 1em; xg-p: static !important; background: transparent;">This blog post is part of the Staying w/Conflict - Election Edition 2016 series. Please check out the entire series by visiting the series homepage:</span><a href="http://www.adrhub.com/page/staying-w-conflict-2016" target="_blank" style="margin: 0px; padding: 0px; border-top-width: 0px; border-right-width: 0px; border-left-width: 0px; border-bottom-style: none; border-color: initial; outline: 0px; vertical-align: baseline; font-size: 1em; color: #0b538a; font-weight: normal; text-decoration: none; xg-p: static !important; background: transparent;">http://www.adrhub.com/page/staying-w-conflict-2016</a></span></p>
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<p>Many people are uncomfortable around emotions. When feelings run high and hot, some professional’s’ gut reaction is to keep the parties apart. After all, we are trying to solve a problem, not provide therapy. However, like it or not, conflict precipitates passionate reactions and sometimes those responses are challenging. There is good news though . . . if we can learn to work through the emotional reaction –instead of trying to avoid it—we have a better shot at finding a superior solution to the problem.</p>
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<p>The need for online peer…</p>
<p>Saturday, June 11, 2016 the Online Peer Mediation Platform (OPMP), a 2-year project funded by the JAMS Foundation, will be presented at the at International Conference on Conflict Resolution Education by OPMP Team Members:</p>
<p>>> Karen DeVoogd, Fresno State University<br/>>> Cynthia Morton, Rockdale Virtual Schools<br/>>> Judy Tindall, National Association of Peer Program Professionals<br/>>> Kristen Woodward, Fairfax County Schools</p>
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</table> UMass Boston Professor Darren Kew Talks About al-Shabaab's Threats on Western Mallstag:www.adrhub.com,2015-02-24:4905899:Topic:642352015-02-24T16:38:53.920ZConflict Resolution at UMasshttp://www.adrhub.com/profile/LeighMurphy
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/2311556197?profile=original" target="_self"><img class="align-left" height="152" src="http://storage.ning.com/topology/rest/1.0/file/get/2311556197?profile=RESIZE_180x180" width="116"></img></a> <span class="font-size-3"><a href="http://www.umb.edu/academics/mgs/crhsgg" rel="nofollow" target="_blank"></a></span></p>
<p><span class="font-size-3"><a href="http://www.umb.edu/academics/mgs/crhsgg" rel="nofollow" target="_blank">Solve Problems. Create Opportunities. Are You Ready</a>?…</span></p>
<p></p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/2311556197?profile=original" target="_self"><img width="117" src="http://storage.ning.com/topology/rest/1.0/file/get/2311556197?profile=RESIZE_180x180" width="116" class="align-left" height="152"/></a><span class="font-size-3"><a rel="nofollow" href="http://www.umb.edu/academics/mgs/crhsgg" target="_blank"></a></span></p>
<p><span class="font-size-3"><a rel="nofollow" href="http://www.umb.edu/academics/mgs/crhsgg" target="_blank">Solve Problems. Create Opportunities. Are You Ready</a>?</span></p>
<p></p>
<p><span class="font-size-3"><a rel="nofollow" href="http://www.umb.edu/academics/mgs/crhsgg/grad" target="_blank">Earn Grad Degree in Conflict Resolution UMass Boston</a></span></p>
<p></p>
<p><span class="font-size-3"><a rel="nofollow" href="http://www.umb.edu/academics/mgs/crhsgg/apply" target="_blank">Apply Now</a></span></p>
<p></p>
<p><span class="font-size-3"><a href="http://www.umb.edu/academics/mgs/crhsgg/faculty" target="_blank">Work with Professor Darren Kew</a></span></p>
<p></p>
<p></p>
<p>The Somali terrorist group al-Shabaab is raising the specter of domestic attacks once again and the question of how, exactly, Americans are supposed to respond.</p>
<p><a rel="nofollow" href="http://www.umb.edu/academics/mgs/crhsgg/faculty" target="_blank">Darren Kew</a> Chair of the <a rel="nofollow" href="http://www.umb.edu/academics/mgs/crhsgg" target="_blank">Department of Conflict Resolution Human Security and Global Governance</a> at UMass Boston was interviewed on WGBH TV News. He discussed al-Shabaab's motivations for calling for attacks on Western malls, why the group has declined, and more.</p>
<p><a href="http://www.umb.edu/academics/mgs/crhsgg" target="_blank"><img width="502" src="http://storage.ning.com/topology/rest/1.0/file/get/2311556289?profile=RESIZE_1024x1024" width="502" class="align-left"/></a></p>
<p></p> The Center for Understanding in Conflict: New Website and Blog!tag:www.adrhub.com,2013-05-01:4905899:Topic:502002013-05-01T00:10:01.942ZLindsay Jacobshttp://www.adrhub.com/profile/LindsayJacobs
<p style="text-align: center;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/2311555437?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/2311555437?profile=RESIZE_1024x1024" width="600"></img></a> <span class="font-size-3">Please visit <a href="http://understandinginconflict.org" target="_blank">our new website</a> for information about the Understanding-based approach to mediation of Conflict and to register for trainings. </span></p>
<p></p>
<p style="text-align: left;">Visit our new…</p>
<p style="text-align: center;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/2311555437?profile=original" target="_self"><img width="600" src="http://storage.ning.com/topology/rest/1.0/file/get/2311555437?profile=RESIZE_1024x1024" width="600" class="align-center"/></a><span class="font-size-3">Please visit <a href="http://understandinginconflict.org" target="_blank">our new website</a> for information about the Understanding-based approach to mediation of Conflict and to register for trainings. </span></p>
<p></p>
<p style="text-align: left;">Visit our new <a href="http://http://understandinginconflict.org/category/blog/" target="_blank">blog</a> to read weekly entries from our Directors. This week, Catherine Conner writes about <a href="http://http://understandinginconflict.org/category/blog/" target="_blank">"Optimism and the Conflict Professional."</a></p>
<p></p>
<p><a href="http://https://www.facebook.com/UnderstandinginConflict?filter=1" target="_blank">"Like" us on Facebook and submit guest blog entries here!</a></p>
<p></p> Job: Portland State University: Assistant, Associate or Full Professor – Conflict Resolution Programtag:www.adrhub.com,2012-08-02:4905899:Topic:408182012-08-02T20:52:25.290ZAndre Jacksonhttp://www.adrhub.com/profile/AndreJackson
<p><span class="font-size-3">Portland State University’s Conflict Resolution Graduate Program is seeking to expand its faculty with a new hire who will bring wide ranging transnational experience. Optimal candidates will be able to effectively bridge the scholar/practitioner worlds and will have experience in the field, as well as in the classroom. We are looking for candidates who are conflict resolution scholars with a focus on peace studies: Area of specialization in peace building process…</span></p>
<p><span class="font-size-3">Portland State University’s Conflict Resolution Graduate Program is seeking to expand its faculty with a new hire who will bring wide ranging transnational experience. Optimal candidates will be able to effectively bridge the scholar/practitioner worlds and will have experience in the field, as well as in the classroom. We are looking for candidates who are conflict resolution scholars with a focus on peace studies: Area of specialization in peace building process at the international level and through international organizations: strong competence in human rights.</span></p>
<p> </p>
<p><span class="font-size-3"><a href="http://www.pdx.edu/sites/www.pdx.edu.hr/files/CLAS%20CNF%20Assistant%2C%20Associate%20or%20Professor%20D93305.pdf">http://www.pdx.edu/sites/www.pdx.edu.hr/files/CLAS%20CNF%20Assistant%2C%20Associate%20or%20Professor%20D93305.pdf</a></span></p>
<p> </p>
<p><span class="font-size-3"><b>Qualifications</b></span></p>
<ul>
<li><span class="font-size-3">Doctoral degree in conflict resolution or related academic field.</span></li>
<li><span class="font-size-3">Record of research and scholarly publication.</span></li>
<li><span class="font-size-3">Teaching experience is preferred at the graduate level, though we value undergraduate teaching experience as well.</span></li>
<li><span class="font-size-3">Experience in transnational organizations (NGO’s, think tanks, policy institutes, UN affiliated arenas), international development or peacebuilding activities.</span></li>
<li><span class="font-size-3">Multiple language fluencies are desirable, though not required.</span></li>
</ul>
<p><span class="font-size-3"><b>Responsibilities</b></span></p>
<ul>
<li><span class="font-size-3">Teach six classes per academic year—two per quarter (fall, winter, spring).</span></li>
<li><span class="font-size-3">Advise graduate students and serve on thesis and professional project committees.</span></li>
<li><span class="font-size-3">Supervise graduate student practica.</span></li>
<li><span class="font-size-3">Conduct and publish scholarly research.</span></li>
<li><span class="font-size-3">Contribute to development of the program, university, and profession.</span></li>
<li><span class="font-size-3">Provide teaching and advising support for our planned undergraduate degree programs.</span></li>
</ul>
<p><span class="font-size-3"><b>To Apply</b></span></p>
<p><span class="font-size-3">The following materials should be sent to: Search Committee, Graduate Program in Conflict Resolution, Portland State University, PO Box 751, Portland OR 97201-0751, 503-725-9175 (office), 503-725-9174 (fax).</span></p>
<ul>
<li><span class="font-size-3">Letter of application, which includes experience working with students of diverse backgrounds and teaching/research interests and strengths.</span></li>
<li><span class="font-size-3">Current curriculum vitae, with email, address, and phone contact information.</span></li>
<li><span class="font-size-3">Sample of recent scholarly writing.</span></li>
<li><span class="font-size-3">Three letters of reference.</span></li>
</ul>
<p><span class="font-size-3">For more information and application procedures please visit <a href="http://www.pdx.edu/hr/faculty-administrative-openings">http://www.pdx.edu/hr/faculty-administrative-openings</a>. For inquires about this position please contact our Program Administrator Stephenie Jahnke at: jahnkes(at)pdx.edu. Review of applications begins immediately and will continue until the position is filled</span></p> Dance 4 Peace is now recruiting for our Fall 2012 Internship Program in Washington, DC and New York City!tag:www.adrhub.com,2012-07-25:4905899:Topic:405722012-07-25T12:21:17.049ZSara Potlerhttp://www.adrhub.com/profile/SaraPotler
<p><b><br></br><span>We are looking for programmatic, communications, and social media interns.</span> <br></br><br></br><span>Dance 4 Peace (<a href="http://www.dance4peace.org">http://www.dance4peace.org</a>) is an innovative, global nonprofit that uses dance to inspire youth to be leaders and peacemakers in their communities.</span><br></br><br></br><span>Dance 4 Peace is an innovative global nonprofit that prevents violence and bullying and transforms conflict in schools and communities through dance and…</span></b></p>
<p><b><br/><span>We are looking for programmatic, communications, and social media interns.</span> <br/><br/><span>Dance 4 Peace (<a href="http://www.dance4peace.org">http://www.dance4peace.org</a>) is an innovative, global nonprofit that uses dance to inspire youth to be leaders and peacemakers in their communities.</span><br/><br/><span>Dance 4 Peace is an innovative global nonprofit that prevents violence and bullying and transforms conflict in schools and communities through dance and creative movement. Our curriculum promotes empathy, mediation skills, anger management, and conflict transformation to instill social and emotional competencies for peace. Through school and community center partnerships, Dance 4 Peace connects communities in the United States in Baltimore, Newark, New York City and Washington DC and internationally in Colombia, Germany, and the Philippines to share intercultural stories of peace. Our vision is to ignite global social change through the art of movement, and as such both our curriculum and evaluation system are completely movement-based. To date, Dance 4 Peace has worked with over 5,441 youth in nine cities on four continents.</span><br/><br/><span>Dance 4 Peace was recently named a Global Shaper by the World Economic Forum, a Youth Leader by the Inter-American Development Bank and awarded a Cordes Fellowship at the Opportunity Collaboration. We are building a movement of intercultural exchange in peacebuilding and violence prevention through dance. Dance 4 Peace hubs share best practices in conflict transformation and social and emotional learning as part of the global PeaceMover network. Our program is creative, dynamic, completely movement-based and evaluated, and adaptable to specific cultures, communities and contexts. We envision a world where creative movement redefines how we build cultures of peace in schools.</span><br/><br/><span>We offer:</span><br/></b></p>
<ul>
<li><span>The ability to spend your time on high-impact work that is already defining the future of movement-based peace education</span></li>
<li><span>A fun, talented team that empowers you and gives you the freedom to be creative and help shape the organization</span></li>
</ul>
<p><b><br/><span>Responsibilities for Program Intern in Washington, DC or NYC:</span><br/></b></p>
<ul>
<li><span>Support two-day training on Dance 4 Peace curriculum and implementation best practices the weekend of September 21st - 23rd</span></li>
<li><span>Research new potential partners (Including schools, universities, private companies, etc.) in DC metro area, NJ, Baltimore, and NY</span></li>
<li><span>Provide PeaceMover facilitator support in classrooms via best practice sharing portal. This includes observation of classrooms and note-taking</span></li>
<li><span>Research relevant peace education and arts education literature for PeaceMover Training Site, and newsletter content</span></li>
<li><span>Compile, maintain and report program evaluation information on a weekly basis to assess strengths and areas for improvement</span></li>
<li><span>Integration of gmail accounts and client management software</span></li>
<li><span>Assist U.S. Program Manager, U.S. Program Coordinator, Baltimore Program Coordinator, Director of Operations, and CEO on daily tasks</span></li>
</ul>
<p><b><br/><span>Responsibilities for Communications Intern in Washington, DC or NYC:</span><br/></b></p>
<ul>
<li><span>Support training on Dance 4 Peace curriculum and implementation best practices in the weekend of September 21st - 23rd</span></li>
<li><span>Manage and organize audiovisual media to demonstrate classroom activities as well as maintaining external communications files</span></li>
<li><span>Manage the communications calendar by fielding and organizing all emails regarding pictures, videos and/or another social media.</span></li>
<li><span>Create and manage a monthly newsletter for internal circulation (D4P and board members)</span></li>
<li><span>Create and manage a monthly newsletter for sponsor circulation (donors, sponsors, followers, etc.)</span></li>
<li><span>Research new outlets and utilize innovative communication and social media techniques to most effectively promote and share the impact of D4P.</span></li>
</ul>
<p><b><br/><span>Responsibilities for Social Media Intern in Washington, DC or NYC:</span><br/></b></p>
<ul>
<li><span>Support training on Dance 4 Peace curriculum and implementation best practices in the weekend of September 21st - 23rd</span></li>
<li><span>Manage the D4P Twitter account, Facebook, YouTube, Hoosuite, and other social media outlets - this is how we spread the word about Dance 4 Peace</span></li>
<li><span>Update blog weekly with PM stories, Staff stories, pictures and videos according to the blog schedule.</span></li>
<li><span>Mobilize movement and support within the internal community through our social media outlets. This may pertain to grant contests, particular messages we want to share, or other D4P happenings</span></li>
<li><span>Research new outlets and utilize innovative communication and social media techniques to most effectively promote and share the impact of D4P.</span></li>
</ul>
<p><b><br/><span>Qualifications:</span><br/></b></p>
<ul>
<li><span>Local student in the field pursuing a BA or advanced degree</span></li>
<li><span>Strong communication skills, both verbal and written</span></li>
<li><span>Acute attention to detail</span></li>
<li><span>A self-starter and problem solver</span></li>
<li><span>Strong independence and ability to take initiative in project follow-through</span></li>
</ul>
<p><b id="internal-source-marker_0.8845266485586762"><br/><br/><span>Application Procedure by Wednesday August 22nd:</span><br/><span>Apply by sending an email to</span> <span>move@dance4peace.org</span> <span>with subject line “2012 Fall Internship - Your Name - Location - Type of Internship (Choose Programs, Communications, or Social Media”, resume, and a letter to us describing why you want to join our team this semester. ***Please specify in the subject your location and which type of internship you are interested in.</span> <br/><br/><span>A D4P Disclaimer…</span> <span>All of our positions require individuals with an entrepreneurial mind who are able to navigate ambiguity, take matters into their own hands, take risks, learn things they don’t know, and do whatever it takes to get the job done. That might mean working until midnight with the team, reading hundreds of PeaceMover applications, helping coordinate our Global Training Summit, dancing your booty off, crunching numbers in Excel, and going out of your way to share the D4P story with the world.</span><br/><br/><span>Join our movement online:</span><br/><a href="http://www.dance4peace.org/"><span>www.dance4peace.org</span></a><br/><a href="http://www.facebook.com/dance4peace"><span>www.facebook.com/dance4peace</span></a><br/><a href="http://www.twitter.com/dance4peacenow"><span>www.twitter.com/dance4peacenow</span></a></b></p> Dance 4 Peace is now recruiting a Full-Time Director of Operations in NYCtag:www.adrhub.com,2012-07-10:4905899:Topic:406062012-07-10T17:13:00.770ZSara Potlerhttp://www.adrhub.com/profile/SaraPotler
<p><b><span>Dance 4 Peace is a global nonprofit that prevents violence and bullying and transforms conflict in schools and communities through dance and creative movement. Our curriculum promotes empathy, mediation skills, anger management, and conflict transformation to instill social and emotional competencies for peace. Through school and community center partnerships, Dance 4 Peace connects communities in the United States in Baltimore, Newark, New York City and Washington DC and…</span></b></p>
<p><b><span>Dance 4 Peace is a global nonprofit that prevents violence and bullying and transforms conflict in schools and communities through dance and creative movement. Our curriculum promotes empathy, mediation skills, anger management, and conflict transformation to instill social and emotional competencies for peace. Through school and community center partnerships, Dance 4 Peace connects communities in the United States in Baltimore, Newark, New York City and Washington DC and internationally in Colombia, Germany, and the Philippines to share intercultural stories of peace. Our vision is to ignite global social change through the art of movement, and as such both our curriculum and evaluation system are completely movement-based. To date, Dance 4 Peace has worked with over 5,366 youth in nine cities on four continents.</span><br/> <br/> <span>Dance 4 Peace was recently named a Global Shaper by the World Economic Forum, a Youth Leader by the Inter-American Development Bank and awarded a Cordes Fellowship at the Opportunity Collaboration. We are building a movement of intercultural exchange in peacebuilding and violence prevention through dance. Dance 4 Peace hubs share best practices in conflict transformation and social and emotional learning as part of the global PeaceMover network. Our program is creative, dynamic, completely movement-based and evaluated, and adaptable to specific cultures, communities and contexts. We envision a world where creative movement redefines how we build cultures of peace.</span><br/> <br/> <span>We offer:</span><br/></b></p>
<ul>
<li><span>The ability to spend your time on high-impact work that is already defining the future of movement-based peace education</span></li>
<li><span>A fun, talented team that empowers you and gives you the freedom to be creative and help shape the organization</span></li>
<li><span>Full-time salary + benefits</span></li>
</ul>
<p><b><br/> <span>Responsibilities may include:</span><br/></b></p>
<ul>
<li><span>Managing international country directors in Colombia, Germany and the Philippines</span></li>
<li><span>Ensuring international hubs meet monthly revenue, performance and social impact targets</span></li>
<li><span>Compiling monthly reports for financial and social impact</span></li>
<li><span>Working with CEO, Board Finance Chair and Bookkeeper to project budgets and financial statements</span></li>
<li><span>Facilitating professional development for staff</span></li>
<li><span>Tracking metrics and communicating impact</span></li>
<li><span>Managing communication and newsletters with stakeholders in the community</span></li>
<li><span>Developing online and virtual training materials to supplement curriculum and global network exchange</span></li>
<li><span>Organizing and facilitating fundraising activities, with support from the broader team</span></li>
<li><span>Participating in two-day training on Dance 4 Peace curriculum and implementation best practices on September 22nd and 23rd</span></li>
<li><span>Coordinating ad-hoc tasks and projects as needed, including visiting and observing D4P classrooms and supporting U.S. sales</span></li>
</ul>
<p><b><br/> <span>Requirements:</span><br/></b></p>
<ul>
<li><span>A desire to build and strengthen processes and systems that fuel the use of creativity and movement to affect social change</span></li>
<li><span>2-5 years of work experience. Experience in startup operational role and experience living or working in a developing country considered a plus</span></li>
<li><span>Flexibility in ambiguous and dynamically changing environments</span></li>
<li><span>Entrepreneurial and “can-do” attitude. A love for tackling tough problems and the confidence to solve them</span></li>
<li><span>Acute attention to detail</span></li>
<li><span>Culturally sensitive and empathetic leadership</span></li>
<li><span>Willingness to travel</span></li>
<li><span>Spanish language skills a plus</span></li>
<li><span>Strong Microsoft Excel skills</span></li>
<li><span>Excellent technology proficiency, including the use of Google Docs, Salesforce, and social media</span></li>
<li><span>Great enthusiasm to try new methods and chart new waters</span></li>
<li><span>Distinctive interpersonal and communication skills</span></li>
</ul>
<p><b id="internal-source-marker_0.5664508629124612"><br/> <span>This position is based in NYC. The ideal candidate has 2-5 years of work experience and is passionate about making a big difference in education and conflict transformation through dance and creative movement.</span><br/> <br/> <span>Roles and responsibilities will include numerous dynamic projects in an early startup environment, as assigned by the CEO. We are looking for people who can do anything, from navigate public transportation in a new country to calculate financial projections, and are excited to take on any task.</span><br/> <br/> <span>A</span> <span>D4P</span> <span>Disclaimer…</span> <span>All of our positions require individuals with an entrepreneurial mind who are able to navigate ambiguity, take matters into their own hands, take risks, learn things they don’t know, and do whatever it takes to get the job done.</span> <span>That might mean working until midnight with the team, reading hundreds of PeaceMover applications, helping coordinate our Global Training Summit, dancing your booty off, crunching numbers in Excel, and going out of your way to share the D4P story with the world.</span><br/> <br/> <span>Application Procedure:</span><br/> <span>Apply by sending an email to move@dance4peace.org by Aug 1st with subject line “Director of Operations- Your Name”, resume, and a letter to us describing why you want to join Team D4P.</span><br/> <br/> <span>Join our movement online:</span><br/> <span><a href="http://www.dance4peace.org">www.dance4peace.org</a></span><br/> <a href="http://www.facebook.com/dance4peace"><span>www.facebook.com/dance4peace</span></a><br/> <span><a href="http://www.twitter.com/dance4peacenow">www.twitter.com/dance4peacenow</a></span></b></p> Conflict Resolution Quarterly: Call for Submissions - Indigenous/Local Conflict Management Practicestag:www.adrhub.com,2012-06-06:4905899:Topic:396172012-06-06T16:59:26.934ZAndre Jacksonhttp://www.adrhub.com/profile/AndreJackson
<p><b><i>Conflict Resolution Quarterly</i></b> <br></br>Call for Submissions: Indigenous/Local Conflict Management Practices <br></br><br></br><i>Conflict Resolution Quarterly</i> publishes scholarship on relationships between theory, research, and practice in the conflict management and dispute resolution field to promote more effective professional applications. <i>Conflict Resolution Quarterly</i> is sponsored by the Association for Conflict Resolution. This Call for Papers is designed to solicit…</p>
<p><b><i>Conflict Resolution Quarterly</i></b> <br/>Call for Submissions: Indigenous/Local Conflict Management Practices <br/><br/><i>Conflict Resolution Quarterly</i> publishes scholarship on relationships between theory, research, and practice in the conflict management and dispute resolution field to promote more effective professional applications. <i>Conflict Resolution Quarterly</i> is sponsored by the Association for Conflict Resolution. This Call for Papers is designed to solicit contributions which highlight the unique processes, methodologies, worldviews, or applications of conflict resolution or alternative dispute resolution processes used either outside of North America and/or Western societies. Alternatively, applications from within Western societies may be considered so long as they present an innovative approach to thinking about or conducting dispute resolution, with particular emphasis on the fit between local cultures and process design.</p>
<p>Articles may focus on any aspect of the conflict resolution process or context, but a primary focus is the behavior, role and impact of third parties in effectively handling conflict at all levels, from the interpersonal to the international. All theoretical and methodological orientations are welcome. Submission of scholarship with the following emphases is encouraged:</p>
<ul>
<li>Comparative analysis of dispute resolution processes between Western and non-Western settings.</li>
<li>Analysis of traditional or indigenous conflict resolution techniques and how those techniques may inform both local and external audiences seeking to improve disputing systems.</li>
<li>Discussions or analysis of the interplay between culture, institutions, and dispute resolution.</li>
<li>Implications for trainers seeking to work in diverse cultural environments.</li>
<li>Case studies of dispute resolution efforts in non-Western settings, with lessons learned for future efforts.</li>
<li>Evaluation studies or techniques for indigenous conflict resolution systems.</li>
</ul>
<p>A defining focus of the journal is the relationship between theory, research and practice. All regular articles should specifically address the implications for both theory and practice, summarize the findings of previous research on the chosen research questions, include a 100 word abstract, and have approximately 7500 words. Shorter articles of approximately 3,500 words are also accepted as a “research note” or “practice note”. These articles include information designed specifically for researchers or practitioners, while also reflecting knowledge of the current state of knowledge in the relevant subject-matter. CRQ uses a double-blind peer review process to assure fair and equal access to all authors.</p>
<p>Submissions received by June 1, 2012 will be considered for a Colloquy edition of CRQ focusing on Indigenous and Local Approaches to Conflict Resolution. Submissions received after this date will be considered for publication outside of this Colloquy. For information on manuscript requirements go to: <br/><a href="http://onlinelibrary.wiley.com/journal/10.1002/%28ISSN%291541-1508/homepage/ForAuthors.html" target="_blank">http://onlinelibrary.wiley.com/journal/10.1002/(ISSN)1541-1508/homepage/ForAuthors.html</a> <br/><br/><b>All submissions are to be made electronically via this website:</b> <br/><a href="http://mc.manuscriptcentral.com/crq" target="_blank">http://mc.manuscriptcentral.com/crq</a> <br/><br/><b>Susan S. Raines</b>, Ph.D., Editor-in-Chief, CRQ <br/>Professor, Director MS in Conflict Management Program <br/>Kennesaw State University; <a href="mailto:sraines@kennesaw.edu" target="_blank">sraines@kennesaw.edu</a></p>