Release on 2008 | by Tricia S. Jones,Ross Brinkert
Author: Tricia S. Jones,Ross Brinkert
Category: Business & Economics
Conflict Coaching: Conflict Management Strategies and Skills for the Individual defines this growing area of conflict resolution and distinguishes conflict coaching as a stand-alone resolution technique. In a service society where human relationships are central to our professional as well as personal lives, individuals value one-on-one attention to obtain custom solutions for handling important interpersonal communication. The CD-ROM accompanying the book provides numerous resources for instructors, coaches, and other interested readers.
Integrating Hofstede Cultural Factors Present within Growing Cultural Groups to Construct a Conflict Coaching Paradigm
Author: Dr. Ralph Steele
Pubpsher: Xlibris Corporation
Category: Social Science
Dr. Ralph Steele provides mediation services for a variety of public and private business clients. Dr. Steele wrote developed, and teaches the Mediation and Dispute Resolution Certificate Program and the Attorney Mediation Certificate Program at the University of Texas Arlington. He teaches basic, advanced family, employment, conflict coaching, negotiation and transformative mediation. He is a certified mediator with Mediate.com, chair of the affiliations committee of the Mediation Beyond Borders. His doctorate degree is from Oxford University, Masters degree from Vanderbilt University, Bachelors from Concordia University, Seward, Ne and an Associate degree from Concordia, Selma, Al. He resides in the Dallas-Fort Worth, Texas area.
Release on 2009 | by Jennifer Meyer Schrage,Nancy Geist Giacomini
Student Conduct Practice Through a Social Justice Lens
Author: Jennifer Meyer Schrage,Nancy Geist Giacomini
Pubpsher: Stylus Publishing, LLC.
How many hate or bias incidents occurred on your campus this past year? Did any students opt out of filing formal charges? How many completed a formal resolution process, and what happened? Would you have liked to have other conflict resolution options?
This book compares the unique features of workplace mediation to other contexts of mediation, as well as the specific competences each situation requires of the mediator. It covers many important issues related to workplace mediation and discusses interventions by managers, such as conflict coaching and informal mediation. It proposes a new model to assess the effectiveness of mediation, and discusses the impact of legal systems, HRM policies, as well as power structures, and cultural differences. The book takes into account perspectives from multiple disciplines, such as management, business, psychology, law and sociology. It also discusses mediation aspects from a variety of cultural and regional contexts. The book advances knowledge about the application, process and effects of workplace mediation and includes practical tips for scholars, practitioners, mediators and managers to enhance their mediation practice or to foster constructive conflict management in organizations.
CONFLICT MANAGEMENT COACHING: THE CINERGY MODEL describes a well-researched process for coaching people on a one-on-one basis, to improve their skills and abilities to manage and engage in their interpersonal disputes. This comprehensive text written by Cinnie Noble, a lawyer-mediator and certified coach, not only provides a coaching model that uniquely integrates neuroscience principles with conflict management and coaching theory and practice. It also provides readers with many ideas and practical ways to support a conflict coaching practice. CONFLICT MANAGEMENT COACHING is an informative resource that will be of interest to coaches, mediators, ombudsmen and other conflict management and dispute resolution practitioners, HR professionals, leaders, lawyers, psychologists, social workers and others who work with people in conflict. TABLE OF CONTENTS * Introduction * The Three Pillars of Conflict Management Coaching * Conflict Management: There Is No Rule Book * Client Engagement * The CINERGY Conflict Management Coaching Model * Conflict Management Coaching Skills * Applications of Conflict Management Coaching * Measuring Conflict Management Coaching
Release on 2014-07-03 | by William K. Roche,Paul Teague,Alexander J. S. Colvin
Author: William K. Roche,Paul Teague,Alexander J. S. Colvin
Pubpsher: OUP Oxford
Category: Business & Economics
New ways of managing conflict are increasingly important features of work and employment in organizations. In the book the world's leading scholars in the field examine a range of innovative alternative dispute resolution (ADR) practices, drawing on international research and scholarship and covering both case studies of major exemplars and developments in countries in different parts of the global economy. Developments in the management of individual and collective conflict at work are addressed, as are innovations in both unionized and non-union organizations and in the private and public sectors. New practices for managing conflict in organizations are set in the context of trends in workplace conflict and perspectives on how conflict should be understood and addressed. Part 1 examines the changing context of conflict management by addressing the main frameworks for understanding conflict management, the trend in conflict at work, developments in employment rights, and the influence of HRM on conflict management. Part 2 covers the main approaches to conflict management in organizations, addressing both conventional and alternative approaches to conflict resolution. Conventional grievance handling and third-party processes in conflict resolution are examined as well as the main ADR practices, including conflict management in non-union firms, the role of the organizational ombudsman, mediation, interest-based bargaining, line and supervisory management, and the concept of conflict management systems. Part 3 presents case studies of exemplars and innovators in the field, covering mediation in the US postal service, interest-based bargaining at Kaiser-Permanente, 'med-arb' in the New Zealand Police, and judicial mediation in UK employment tribunals. Part 4 covers international developments in conflict management in Germany, Japan, The United States, Australia, New Zealand, the United Kingdom and China. This Handbook gives a comprehensive overview of this growing field, which has seen an huge increase in programmes of study in university business and law schools and in executive education programmes.
The Dynamics of Conflict When it was published in 2000, Bernie Mayer's The Dynamics of Conflict Resolution quickly became one of the seminal works in the conflict resolution field. The book bridged the gap between abstract theoretical approaches and practical handbooks and became an immensely valuable and accessible resource for experienced and novice practitioners, as well as for professors and students of conflict management who needed a deep yet practical view of conflict and methods for dealing with it. The Dynamics of Conflict is the second edition of Mayer's classic book. While building on the strengths of the first edition, this thoroughly revised and updated book keeps pace with the most current trends and research in the field and explores four key concepts: interactional dynamics, system dynamics, culture and conflict, and conflict engagement. Like the first edition, the focus of the new edition is on the ways we can productively think about conflict and conflict intervention, rather than on specific techniques and processes. Mayer presents ideas about conflict as a set of conceptual tools that build on one another and contribute to a multifaceted view of conflict and conflict intervention but that also stand on their own. Filled with illustrative examples, the book draws from the author's thirty years of experience with interpersonal, family, community, organizational, labor management, environmental, public policy, and international disputes and includes instances of conflicts that have been in the news. In addition, this vital resource contains information on the most important work that has been done in the past decade on culture, systems, and conflict engagement and shows how conflict concepts apply to new technologies such as online communication and conflict resolution efforts on the Web. In the concluding chapter Mayer explores how conflict intervention efforts fit into more general values about peace, democracy, and social justice, and the personal impact that conflict work as a field has on conflict specialists.
Release on 2012-04-20 | by Emmy van Deurzen,Monica Hanaway
Author: Emmy van Deurzen,Monica Hanaway
Pubpsher: Macmillan International Higher Education
Category: Social Science
Existential philosophies are concerned with reflecting on life and the human condition, helping us to think critically and creatively about the challenges of our lives and how best to meet them. This agenda-setting text illustrates how these ideas can be brought to bear on the practice of coaching. Existential Perspectives on Coaching shows how philosophical concepts can be used to illuminate clients' concerns, conflicts and life choices, and illustrates different ways of helping clients to take stock, reconsider their options and find a new path. Bringing together contributions from leading figures in the existential coaching field, the chapters are divided into three parts: • Part I outlines the essential values which underpin the existential approach and provides a clear framework for coaching existentially. • Part II explores the wide variety of settings in which existentially informed coaching can be used, from leadership and career development to life coaching. • Part III demonstrates how existential ideas can be used alongside other coaching approaches, such as NLP, CBT and Attachment Theory. With a clear, practice-focused approach, this text provides a robust foundation for existential coaching and is essential reading for all coaches, trainees, and those interested in the existential approach.