RESPONDING TO CHALLENGERS Conflict, change and leadership
|
|
- Trevor Briggs
- 5 years ago
- Views:
Transcription
1 Presentation by Penny Mudford Building Dairy Environmental Leaders Forum Palmerston North, NZ 7 November 2007 RESPONDING TO CHALLENGERS Conflict, change and leadership Introduction In political environments change is constant. Just when things seem to be leveling out on an even keel and individuals or groups are progressing toward reaching common goals one or more variables can reshape a hard earned consensus. In leadership the ability to deal with these constant changes and challenges is necessary if we are to lead and influence change in the direction of our individual or group values and needs. Leadership is about being a challenger and at the same time dealing with opponent challengers. Although this paper deals primarily with how to deal with challengers through awareness and with practical skills the solutions put forward will also help leaders to be more effective in challenging their opponents using a collaborative approach to dealing with conflict and change. What is a Challenger? A challenger is a person who holds a different view of the world and who seeks to persuade those around him or her that their view is the right view. Holding a different view of the world in itself is not necessarily a challenge. However, to question or engage in argument around these different views and competing ideas does. It is this engagement around competing ideas or views which is what we call conflict. It is the role of leaders to challenge fixed ideas and views and to test the assumptions of both their own people and that of their opponents. Successful Resolution World Limited 2007 Page 1
2 leaders are able to move beyond the challenge phase and lead people through conflict toward collaboration. Conflict Conflict is defined as an incompatibility of goals or values between two or more parties in a relationship, combined with attempts to control each other and antagonistic feelings toward each other (Fisher, 1990). 1 Conflict is perpetuated by many different forms of behaviour. Challengers can be passive and manipulative or outspoken and vocal. Conflict at its extreme is physical and violent such as in cases of physical abuse and war. We come across challengers in all areas and at all levels of human interaction Intrapersonal conflict we can be our own challenger where conflict exists in our head between two or more competing ideas. Internal dialogue is what we do when we have difficult choices or decisions to make. Interpersonal conflict occurs when two or more people have incompatible needs, goals, or approaches in their relationship. Personality conflict an extension of interpersonal conflict is where people have different motives, values and styles in their way of dealing with people and situations. Intergroup conflict between communities or groups of people with different group values such as with ethnic differences. Competition for resources is a common factor in intergroup conflict such as when unions negotiate with management over employee wages and benefits. Multi party conflict exists where different interest groups and organisations have varying priorities over the availability of or access to scarce resources, eg: watertakes for collective irrigation schemes. International conflict occurs between states and countries over values, power and the competition for resources. 1 Ron Fisher, PhD. International Peace and Conflict Resolution School of International Service, The American University Resolution World Limited 2007 Page 2
3 Demystifying Conflict Conflict is simply a difference or disagreement between individuals or groups of individuals arising out of contentious or competing interests and needs. Conflict is a normal state of being for human relationships and social environments and is not necessarily a negative state. Conflict often has a legitimate cause or source and arises from two or more competing views. Conflict is as much about you as it is about them. This is because when we engage in conflict we are affected not only by the competing views of those involved but also by our own emotional state and reactions. We invest emotionally in conflict for a whole range of reasons including such things as a desire to win (be right ) or a fear of losing (being wrong ). Positive outcomes of conflict There can be positive outcomes from conflict. The tension created by conflict can provide a means of finding a balance in the relationships between individuals or groups. Conflicting views can lead to useful discussion and dialogue where we can gain a better understanding of the other person s story or point of view. Through conflict we can better clarify the boundaries between individual freedoms and social responsibility, or rights versus responsibilities. The conflict zone The following diagram illustrates where conflict sits along the Conflict and Dispute Pathway 2. When we engage in dialogue or argument with people who hold opposing views and with whom we wish to persuade toward a different point of view we effectively step into the conflict zone. Conflict is fluid and moves with people s changing ideas and perceptions. The concept that we can engage in conflict simply for the purpose of participating in dialogue on critical issues may seem uncomfortable to some people. However, collaboration does not happen on the outside of the conflict zone but instead it occurs in the midst of the dialogue and debate that goes on between opponents. This occurs inside the conflict zone. 2 Conflict & Dispute Pathway, Resolution World Ltd 2007 Resolution World Limited 2007 Page 3
4 If leaders wish to be part of critical debate and participate in making and shaping decisions that affect their present and future then they will need to get used to the idea of engaging with their adversaries. When armed with practical skills for dealing with conflict leaders have the tools to build collaborative relationships with their adversaries despite their incompatible goals and values. conflict zone pre conflict accelerated conflict dispute point of engagement Conflict & Dispute Pathway Resolution World 2007 It could be said that at that point at which contesting individuals agree to disagree they then have a dispute. There are a range of dispute resolution options for people to pursue should they desire or require resolution or settlement of the matters in dispute. Possible dispute resolution options are: Negotiation Facilitation Mediation Conciliation Adjudication (private or quasi-judicial, eg: Court Tribunals) Arbitration (quasi judicial) Litigation (judicial ie: Courts) Resolution World Limited 2007 Page 4
5 It is neither probable nor necessary for all conflict to be resolved or to end in dispute. Much conflict is managed or resolved by the individuals or groups involved or alternately by the assistance of third-party experts such as facilitators and mediators. Practical skills for dealing with conflict The following are some practical skills which are helpful for individuals to develop when dealing with conflict. Communication When people are involved in conflict they have less open communication than when they are operating in a trusting and positive environment. Successful leaders often invest in developing their language, public speaking, listening, and non-verbal skills through training, targeted reading, and personal experience. Thinking, analysis and reasoning Thinking is a process where we move from one idea to another. These ideas are based upon our stored knowledge and past experiences. The process of thinking enables us to integrate new information into our body of knowledge. With analysis we select and reject information to fit our existing views and ideas about things and situations. Reasoning is the process of drawing conclusions from putting together existing ideas with new selective information. Behaviour When we are in the conflict zone our behaviour plays a part in how the conflict is managed. Behavioural skills are as critical as communication and thinking skills. It takes self-awareness to know what behaviours we are emulating and to know whether we are using appropriate behaviours for the situation. With the exception of being verbally or physically aggressive or abusive, behaviours are not necessarily right or wrong. It is more a question of using an appropriate behaviour for a certain situation. For example; responding to an aggressive challenger may require a direct and assertive response, whereas, responding to a challenger who is distressed or distraught may require a compassionate and empathetic approach. Resolution World Limited 2007 Page 5
6 Process In cases of public meetings, formal meetings, dispute resolution processes, and court hearings, there are appropriate procedures to follow. When dealing with conflict through the presentations of submissions and claims the knowledge of process and procedure can assist participants greatly. Interest based resolution techniques When we work with the issues and interests of people s conflict rather than battle on with people who hold fixed positions we are then able to approach conflict in a more collaborative way. Issues An issue is an underlying need which an individual or group wishes to have satisfied. The issue is the story that sits at the heart of the conflict. We can phrase issues as problem-solving questions. People in conflict tend to present their issues in the form of positions. Interests In the context of conflict, an interest can be any of the following: a right or entitlement; a perceived right; or a desire or need. Upholding a Position When individuals or groups are unbending in their view and reject the suggestion that there is any other way of looking at an issue we say that they are taking a position. This is the basis from which positional bargainers operate in negotiations. A position can be defined as a point of view, attitude, or a place for tactical reasons. 3 3 Definition Collins Paperback Dictionary Resolution World Limited 2007 Page 6
7 Parties commit themselves to a position for a variety of reasons: 4 It meets intangible psychological needs They feel it is the best solution They believe other parties do not know what is best for them They believe they can weaken resistance if they continue to argue their position They believe they have the power or influence to force their solution on the other parties It helps to know why other people hold strongly to their position. Once we know why, then it is easier to be curious and enquire about relevant facts to help us understand the other party s point of view. People who invest heavily in a position tend to look for ways to uphold their rightness. Four ways to be right and the dangers of rightness Edward de Bono 5 suggests there are four ways to be right. However, there are traps for those who insist of being right-minded without first factoring in other options and potential outcomes. The following list shows the types of rightness de Bono talks about. Emotional rightness feels right, therefore it must be right is based upon intuition or gut-feeling Logical rightness answer arrived at as a result of reasoning processes a + b = c and c a = b, therefore it must be right an investigative approach which is process driven Unique rightness the explanation or idea must be right because there is no other explanation available an unrivaled view Recognition rightness 4 Moore, C W The Mediation Process: Practical Strategies for Resolving Conflict, 2 nd Ed 5 De Bono, Edward Practical Thinking (Pelican Books) Resolution World Limited 2007 Page 7
8 a particular combination of matching features means only one thing, that the explanation must be right a diagnosis approach When we hold our own particular view as to what is right we may be simply hanging on to our own conditioning and self-interest without realising that we are doing so. In the book Different Conversations: How to Discuss What Matters Most 6 the authors comment that [the] tendency to develop unconsciously biased perceptions is very human, and can be dangerous. It calls for a dose of humility about the rightness of our story, especially when we have something important at stake. Getting past being right Being right is a fault of human thinking arising out of a yes/no system. 7 We are drawn to a yes/no approach by a need for certainty because the alternatives, uncertainty and doubt, are states that make us feel uncomfortable. However, in conflict when we win, or maintain our rightness, at any cost we are at risk of developing a type of arrogance that is difficult to shift. The types of rightness arrogance de Bono talks about are (i) no alternatives; (ii) no change; and (iii) no escape. However, there are always alternatives, there is constant change and if we are creative then there is always an escape. The way to get past being right is to abandon the yes/no system which is a closed system. The alternative is to move to an approach based on curiosity, enquiry, and openness. Responding to challengers When we respond to challengers with curiosity and enquiry we are engaging with openness and we influence the direction which the conflict is heading from a closed yes/no system to an open and collaborative system. The rewards of being open and curious in conflict are: 6 Stone, Patton, and Heen of The Harvard Negotiation Project, Difficult Conversations: How to Discuss What Matters Most (Penguin, 2000) 7 De Bono, Edward Practical Thinking Resolution World Limited 2007 Page 8
9 positive engagement with individuals participation by the wider group(s) increased knowledge of the issues greater understanding of each others interests greater options to choose from collaborative outcomes which are more enduring than yes/no outcomes Conclusion In environmental leadership, conflict and change are certainties. Where natural resources are hotly contested by groups with competing interests, the yes/no system fails to deliver workable outcomes. Challengers from all sides will need to move to a more open and collaborative system of dealing with conflict and change. One where groups understand each others needs and despite their incompatible goals and values find compatible and sustainable options for the future. Penny Mudford FAMINZ(Arb)AMInstD PO Box 1563, Wellington 6140, NZ Telephone: +64 (0) Mobile: + (0) penny.mudford@resolutionworld.co.nz Penny Mudford is an arbitrator, mediator and, conciliator. She is director of Resolution World Limited, a company which specialises in conflict and dispute resolution in the areas of commercial, rural and relationships. Penny is a former dairy farmer and between 1993 and 2000 held various leadership roles in the rural sector and dairy industry. She completed the Kellogg Rural Leadership Programme at Lincoln University in Prior to establishing Resolution World, Penny held the position of CEO of the Arbitrators and Mediators Institute of New Zealand Inc. Resolution World Limited 2007 Page 9
Knowledge about Conflict and Peace
Knowledge about Conflict and Peace by Dr Samson S Wassara, University of Khartoum, Sudan Extract from the Anglican Peace and Justice Network report Community Transformation: Violence and the Church s Response,
More informationIntroduction to Methods of Conflict Resolution I CONFLICT CYCLE AND INTERVENTIONS IN CONFLICT
Introduction to Methods of Conflict Resolution I CONFLICT CYCLE AND INTERVENTIONS IN CONFLICT Agenda About Conflict Resolution Group Work Conflict Cycle Qualitative Definition of Conflict Root causes of
More informationPromoting environmental mediation as a tool for public participation and conflict resolution
Promoting environmental mediation as a tool for public participation and conflict resolution Implemented by Österreichische Gesellschaft für Umwelt und Technik (ÖGUT) and Regional Environmental Center
More informationU.S. Mediation Qualification Training. Course Review
U.S. Mediation Qualification Training Course Review Chapter 1: Conflicts and Dispute Resolution Introduction to Conflict The Dynamics of Conflict The Conflict Spiral Dispute Resolution Methods The Common
More informationDo you represent an organisation (please specify which and your role): This submission is from Age Concern New Zealand.
Proposed Variations to the of Practice (2015) Proposed Variations to the Retirement Villages of Practice (2015) Your name: Robyn Scott, CEO, Age Concern New Zealand Your address: P.O. Box 10-688, Wellington
More informationConflict management Wageningen International
Conflict management introduction @ Wageningen International Definition: conflict Disagreement between two or more parties resulting from an incompatibility of goals, interests, perceptions or values Definition:
More informationUsing the Onion as a Tool of Analysis
Using the Onion as a Tool of Analysis Overview: Overcoming conflict in complex and ever changing circumstances presents considerable challenges to the people and groups involved, whether they are part
More informationAll Souls Church, Unitarian Conflict Resolution Policy and Process. December 2013
All Souls Church, Unitarian Conflict Resolution Policy and Process December 2013 Table of Contents Preamble... 3 I. Purpose... 3 II. Guidelines... 3 III. Scope... 4 IV. Organizational Structure... 4 A.
More informationThe Art of Effective Negotiation
The Art of Effective Negotiation Geraldine Richmond University of Oregon and COACh Laura H Greene National High Magnetic Field Laboratory Florida State University w University of Florida w Los Alamos National
More informationProspects for the Code of Conduct in the South China Sea after Hague decision
Prospects for the Code of Conduct in the South China Sea after Hague decision by Richard Q. Turcsányi, PhD. On 12 July 2016, the Permanent Arbitration Court in The Hague issued the final decision in the
More informationOrigin and development of Conflict Resolution
CHAPTER 3 ORIGIN AND DEVELOPMENT OF CONFLICT RESOLUTION 35 ORIGIN AND DEVELOPMENT OF CONFLICT RESOLUTION In this chapter an attempt is made to analyses the origin and development of conflict resolution.
More informationInternational Management
McGraw-Hill/Irwin International Management International Management Phatak, Bhagat, and Kashlak 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. Chapter 13 Negotiations and Decision-Making Across
More informationOn Conflict and Consensus
On Conflict and Consensus There are many ways to make decisions. Sometimes, the most efficient way to make decisions would be to just let the manager (or CEO, or dictator) make them. However, efficiency
More informationKEY IDEAS ABOUT Active Nonviolence
KEY IDEAS ABOUT Active Nonviolence based on the work of Dr. Gene Sharp Senior Scholar Albert Einstein Institution THEORY OF POWER 1. All hierarchical systems of government are dependent upon the obedience
More informationIntroduction to "Dispute Resolution and Political Polarization"
University of Missouri School of Law Scholarship Repository Faculty Publications 2018 Introduction to "Dispute Resolution and Political Polarization" Rafael Gely University of Missouri School of Law, gelyr@missouri.edu
More informationHearing on the Northern Ireland Peace Process Today: Attempting to Deal With the Past
March 11, 2014 Prepared statement by Richard N. Haass President Council on Foreign Relations and Former Independent Chair Panel of Parties in the Northern Ireland Executive Before the Committee on Foreign
More informationLaw Society Practice Note Litigants in person
Law Society Practice Note Litigants in person 19 April 2012 1. Introduction 1.1 Who should read this practice note? All solicitors who may need to deal with litigants in person (LiPs) as part of their
More informationTerms of Reference ( TOR ).
Terms of Reference. An Arbitrator s Perspective Karen Mills Chartered Arbitrator KarimSyah Law Firm, Jakarta One of the features which sets ICC arbitration references apart from other arbitration procedures,
More informationSettlement Conference Techniques
Settlement Conference Techniques A Judge s Opening Statement by Morton Denlow A judge s opening statement to the parties sets the tone for a settlement conference. It provides an opportunity to explain
More informationPOLITICAL ECONOMY ANALYSIS Tilitonse Guidance Session GoC 2
POLITICAL ECONOMY ANALYSIS Tilitonse Guidance Session GoC 2 Dr. Henry Chingaipe Institute for Policy Research & Social Empowerment (IPRSE) henrychingaipe@yahoo.co.uk iprse2011@gmail.com Session Outline
More informationChapter 1. What is Politics?
Chapter 1 What is Politics? 1 Man by nature a political animal. Aristotle Politics, 1. Politics exists because people disagree. For Aristotle, politics is nothing less than the activity through which human
More informationCONSENSUS DECISION-MAKING
CONSENSUS DECISION-MAKING by The Catalyst Centre, October 2006 Consensus decision-making is a democratic and rigorous process that radically respects individuals right to speak and demands a high degree
More informationLessons from Brexit Negotiations
This note is not intended as an argument for or against Brexit, it simply draws on my training course for Medical Students, who need to learn something about international negotiations to participate in
More informationDispute Resolution Process between Commissioners and Providers for the 2014/15 Contracting Process
Dispute Resolution Process between Commissioners and Providers for the 2014/15 Contracting Process Dispute Resolution Process between Commissioners and Providers for the 2014/15 Contracting Process Table
More informationRoyal United Services Institute for Defence and Security Studies. Conference Report. Urban Warfare. Past, Present, Future.
Royal United Services Institute for Defence and Security Studies Conference Report Urban Warfare Past, Present, Future Peter Roberts Urban Warfare Past, Present, Future Peter Roberts RUSI Conference Report,
More informationTribunal Tactics. Peter Woodhouse
Tribunal Tactics Peter Woodhouse pmw@stoneking.co.uk Programme The claim and the defence Preparing witness statements Negotiation The hearing process Giving evidence and thinking like a lawyer The claim
More informationThe Art of Persuasive Communication and Negotiation
The Art of Persuasive Communication and Negotiation Laura H Greene National MagLab and FSU Geri Richmond University of Oregon http://coach.uoregon.edu Moving from the classroom to the workforce Classroom
More informationDISPUTE RESOLUTION AND FACT FINDING METHODS (pt. 1) NONSO ROBERT ATTOH FACULTY OF LAW UNIVERSITY OF NIGERIA DEC 2016
DISPUTE RESOLUTION AND FACT FINDING METHODS (pt. 1) NONSO ROBERT ATTOH FACULTY OF LAW UNIVERSITY OF NIGERIA DEC 2016 INTRODUCTION Disputes which are differences between two or more persons always arise
More informationConflict Resolution. Daniel R. Ouellette MD FCCP Henry Ford Hospital ACCP Spring Leadership Meeting February 28, 2013
Conflict Resolution Daniel R. Ouellette MD FCCP Henry Ford Hospital ACCP Spring Leadership Meeting February 28, 2013 Potential Conflicts of Interest None within the last three years Who Am I? I am not
More informationInstitute Reconciliation Process
Institute Reconciliation Process Introduction Our belief in the message of Jesus Christ and Catherine McAuley s legacy of union and charity for Sisters of Mercy provides the basis of the Institute Reconciliation
More informationThe first step of the dispute resolution process includes receipt, registration and acknowledgement of a new application.
INTERNAL DISPUTE RESOLUTION PROCESS Stage 1: New application The first step of the dispute resolution process includes receipt, registration and acknowledgement of a new application. All new applications
More informationA Journal of Public Opinion & Political Strategy
THE strategist DEMOCRATIC A Journal of Public Opinion & Political Strategy www.thedemocraticstrategist.org TDS Strategy Memo: Democratic pollsters: The way survey questions are framed can significantly
More informationPEACEBUILDING AND HUMAN SECURITY IN REFUGEE COMMUNITIES: UN, STATE, AND NON-STATE NETWORKS
PEACEBUILDING AND HUMAN SECURITY IN REFUGEE COMMUNITIES: UN, STATE, AND NON-STATE NETWORKS Jeffrey Pugh, Ph.D Executive Director Center for Mediation, Peace, & Resolution of Conflict (CEMPROC) Assistant
More informationFurther key insights from the Indigenous Community Governance Project, 2006
Further key insights from the Indigenous Community Governance Project, 2006 J. Hunt 1 and D.E. Smith 2 1. Fellow, Centre for Aboriginal Economic Policy Research, The Australian National University, Canberra;
More informationSELECTION POLICY AND APPEALS PROCESS FOR UCI WORLD CHAMPIONSHIPS
Cycling Australia Ltd trading as CYCLING AUSTRALIA (CA) SELECTION POLICY AND APPEALS PROCESS FOR UCI WORLD CHAMPIONSHIPS PREAMBLE Cycling Australia (CA) is the national body responsible for the sport of
More informationThe Labour Relations Agency Arbitration Scheme. Guide to the Scheme
The Labour Relations Agency Arbitration Scheme Guide to the Scheme Labour Relations Agency The Labour Relations Agency is an independent, publicly funded organisation. Our job is to promote good employment
More informationActive Adjudication. Improving access to justice. Brian Cook Vice-chair HRTO, SJTO
Active Adjudication Improving access to justice Brian Cook Vice-chair HRTO, SJTO Fitting the forum to the fuss Tribunals can provide a variety of options for dispute resolution ADR may now be understood
More informationways you can settle a dispute without going to court; what happens if the dispute does go to court; and what happens next.
EX301 I m in a dispute - what can I do? For people who are in a dispute About this leaflet This leaflet is for people involved in a disagreement or dispute with another person, a company or organisation.
More informationMinimum wage. Michael Kevane Dept of Economics Santa Clara University
Minimum wage Michael Kevane Dept of Economics Santa Clara University Goals Listen and learn from each other about an important policy issue Be open to modify our stance in response to well-reasoned
More informationTRANSCEND: Person, Network, and Method. By Rebecca Joy Norlander. December 27, 2007
TRANSCEND: Person, Network, and Method By Rebecca Joy Norlander December 27, 2007 2 The TRANSCEND approach to conflict transformation - peace by peaceful means - has gained recent popularity as an alternative
More informationCan You Talk About Anything with Anyone, Anytime?
Can You Talk About Anything with Anyone, Anytime? 8 Principles for Holding REAL Conversations Because we perceive that certain conversations are difficult to hold, we either avoid them altogether or our
More informationSummary of expert meeting: "Mediation and engaging with proscribed armed groups" 29 March 2012
Summary of expert meeting: "Mediation and engaging with proscribed armed groups" 29 March 2012 Background There has recently been an increased focus within the United Nations (UN) on mediation and the
More informationNAFTA and Softwood. BDO Dunwoody/Chamber Weekly CEO/Business Leader Poll by COMPAS in the Financial Post for Publication August 22, 2005
NAFTA and Softwood BDO Dunwoody/Chamber Weekly CEO/Business Leader Poll by COMPAS in the Financial Post for Publication August 22, 2005 COMPAS Inc. Public Opinion and Customer Research August 16, 2005
More informationInaugural Hon. Michael Kirby Contract Law Moot. Melbourne, Australia September 2011 THE RULES
Inaugural Hon. Michael Kirby Contract Law Moot Melbourne, Australia 28-30 September 2011 THE RULES Organised by: Victoria Law School Victoria University 1 INTRODUCTION I. The Hon. Michael Kirby Contract
More informationSolved by Dua Smile HRM624 Conflict Management. Final-Term Papers Solved by Dua Smile Paper 1
HRM624 Conflict Management Final-Term Papers Solved by Dua Smile www.vuaskari.com Paper 1 FINALTERM EXAMINATION Fall 2009 HRM624- Conflict Management (Session - 4) Question No: 1 ( Marks: 1 ) - Please
More informationRobert Quigley Director, Quigley and Watts Ltd 1. Shyrel Burt Planner, Auckland City Council
Assessing the health and wellbeing impacts of urban planning in Avondale: a New Zealand case study Robert Quigley Director, Quigley and Watts Ltd 1 Shyrel Burt Planner, Auckland City Council Abstract Health
More information1. What are the current challenges to enforcement of multi-tiered dispute resolution clauses?
England Simon Hart RPC London Simon.Hart@rpc.co.uk Law firm bio 1. What are the current challenges to enforcement of multi-tiered dispute resolution clauses? There are two key challenges a party may face
More informationGCSE History B (5HB03/3B) Unit 3: Schools History Project Source Enquiry Option 3B: Protest, law and order in the twentieth century
Mark Scheme (Results) Summer 2012 GCSE History B (5HB03/3B) Unit 3: Schools History Project Source Enquiry Option 3B: Protest, law and order in the twentieth century Edexcel and BTEC Qualifications Edexcel
More informationReport of a Complaint Handling Review in relation to Police Scotland
Report of a Complaint Handling Review in relation to Police Scotland independent and effective investigations and reviews independent and effective investigations and reviews Index 1. Role of the PIRC
More informationA Toolkit for On-Reserve Matrimonial Real Property Dispute Resolution
Centre for Excellence for Matrimonial Real Property A Toolkit for On-Reserve Matrimonial Real Property Dispute Resolution Indigenous Law Research Unit, Faculty of Law, University of Victoria: Hadley Friedland,
More informationGUIDELINES FOR RESPONDING TO A CLAIM AND COMPLETING THE RESPONSE FORM
GUIDELINES FOR RESPONDING TO A CLAIM AND COMPLETING THE RESPONSE FORM WHAT DOES THE EMPLOYMENT AND DISCRIMINATION TRIBUNAL DO? The Employment and Discrimination Tribunal (Tribunal) hears cases and makes
More informationUnder Revision, Pending Update. Published 2016
Policing Philosophy Under Revision, Pending Update www.ci.santa-ana.ca.us/pd/ www.joinsantaanapd.com Published 2016 SANTA ANA POLICE DEPARTMENT Mission To deliver public safety services to our community
More informationREPORT IN THE MATTER OF AN INDUSTRIAL INQUIRY COMMISSION PURSUANT TO SECTION 37 OF THE LABOUR RELATIONS ACT, and
REPORT IN THE MATTER OF AN INDUSTRIAL INQUIRY COMMISSION PURSUANT TO SECTION 37 OF THE LABOUR RELATIONS ACT, 1995 and IN THE MATTER OF THE NEGOTIATION OF NEW COLLECTIVE AGREEMENTS TO REPLACE THE ONES THAT
More informationPOLI 111: INTRODUCTION TO THE STUDY OF POLITICAL SCIENCE Session 8-Political Culture
POLI 111: INTRODUCTION TO THE STUDY OF POLITICAL SCIENCE Session 8-Political Culture Lecturer: Dr. Evans Aggrey-Darkoh, Department of Political Science Contact Information: aggreydarkoh@ug.edu.gh Session
More informationSport Integrity Review Discussion Document Summary. An overview of the content of the discussion document
Sport Integrity Review Discussion Document Summary An overview of the content of the discussion document 30 October 2018 Why are we reviewing sport integrity? New Zealanders like to think we have a reputation
More informationCHAPTER FIFTEEN SENTENCING OF ADULT SEXUAL OFFENDERS
CHAPTER FIFTEEN SENTENCING OF ADULT SEXUAL OFFENDERS Author: LILLIAN ARTZ 1 Criminologist Institute of Criminology, Faculty of Law University of Cape Town 1. INTRODUCTION Recent case law relating to rape
More informationANZRPTIP 1 ACTING AS AN EXPERT WITNESS. Please view the video for this Technical Information Paper on YouTube
ANZRPTIP 1 ACTING AS AN EXPERT WITNESS Please view the video for this Technical Information Paper on YouTube View and download the Resource Pack, ANZRPRP 1 A&NZ Valuation and Property Standards Technical
More informationCOMMERCE COMMISSION NEW ZEALAND
(«COMMERCE COMMISSION NEW ZEALAND 4 September 2012 Secretariat Commerce Committee Select Committee Office Parliament Buildings Wellington 6011 Dear Sir Commerce Commission submission on the Commerce (Cartels
More informationHumanitarian Space: Concept, Definitions and Uses Meeting Summary Humanitarian Policy Group, Overseas Development Institute 20 th October 2010
Humanitarian Space: Concept, Definitions and Uses Meeting Summary Humanitarian Policy Group, Overseas Development Institute 20 th October 2010 The Humanitarian Policy Group (HPG) at the Overseas Development
More informationRE: PROPOSED CHANGES TO THE SKILLED MIGRANT CATEGORY
JacksonStone House 3-11 Hunter Street PO Box 1925 Wellington 6140 New Zealand Tel: 04 496-6555 Fax: 04 496-6550 www.businessnz.org.nz Shane Kinley Policy Director, Labour & Immigration Policy Branch Ministry
More informationExecutive Summary Don t Always Stay on Message: Using Strategic Framing to Move the Public Discourse On Immigration
Executive Summary Don t Always Stay on Message: Using Strategic Framing to Move the Public Discourse On Immigration This experimental survey is part of a larger project, supported by the John D. and Catherine
More informationJING FORUM. Connecting Future Leaders. Create the Future Together. Applicant Brochure
JING FORUM Connecting Future Leaders Applicant Brochure 2009 Students International Communication Association (SICA), Peking University Partner: JING Forum Committee, the University of Tokyo Director:
More informationSOCIO-EDUCATIONAL SUPPORT OPPORTUNITIES FOR YOUNG JOB EMIGRANTS IN THE CONTEXT OF ANOTHER CULTURAL ENVIRONMENT
18 SOCIO-EDUCATIONAL SUPPORT OPPORTUNITIES FOR YOUNG JOB EMIGRANTS IN THE CONTEXT OF ANOTHER CULTURAL ENVIRONMENT SOCIAL WELFARE INTERDISCIPLINARY APPROACH 2015 5 ( 1 ) One of the main reasons of emigration
More informationMediation of Catastrophic and Complex Claims
Practical Tips By John C. Trimble Mediation of Catastrophic and Complex Claims The most successful parties understand that they must prepare themselves, a mediator, and even the other parties to make a
More informationShould New Zealand s national flag be changed?
MEDIA RELEASE 5 November Should New Zealand s national flag be changed? The issue: Prime Minister John Key has recently rekindled the debate about changing New Zealand s flag, and has suggested a referendum
More informationAnti-immigration populism: Can local intercultural policies close the space? Discussion paper
Anti-immigration populism: Can local intercultural policies close the space? Discussion paper Professor Ricard Zapata-Barrero, Universitat Pompeu Fabra, Barcelona Abstract In this paper, I defend intercultural
More informationCONSTITUTIONAL COURT OF SOUTH AFRICA. Food and Allied Workers Union obo J Gaoshubelwe v Pieman s Pantry (Pty) Limited MEDIA SUMMARY
CONSTITUTIONAL COURT OF SOUTH AFRICA Food and Allied Workers Union obo J Gaoshubelwe v Pieman s Pantry (Pty) Limited 1 CCT 236/16 Date of hearing: 3 August 2017 Date of judgment: 20 March 2018 MEDIA SUMMARY
More informationPEACE-BUILDING WITHIN OUR COMMUNITIES. What is conflict? Brainstorm the word conflict. What words come to mind?
Section 1 What is conflict? When people think of the word conflict, they often think of wars or violence. However, conflict exists at all levels of society in all sorts of situations. It is easy to forget
More informationCivil Procedure Lecture Notes Lecture 1: Overview of a Civil Proceeding
Civil Procedure Lecture Notes Lecture 1: Overview of a Civil Proceeding Civil dispute o Any legal dispute that is not a criminal dispute o Could be either a public or private law matter o Includes relatively
More informationIN THE TRIBUNAL OF THE PENSION FUNDS ADJUDICATOR CASE NO.: PFA/WE/88/98. In the complaint between: and. First Respondent PRELIMINARY RULING
IN THE TRIBUNAL OF THE PENSION FUNDS ADJUDICATOR In the complaint between: CASE NO.: PFA/WE/88/98 J Henderson Complainant and Eskom Eskom Pension and Provident Fund First Respondent Second Respondent PRELIMINARY
More informationCOMPETENCES FOR DEMOCRATIC CULTURE Living together as equals in culturally diverse democratic societies
COMPETENCES FOR DEMOCRATIC CULTURE Living together as equals in culturally diverse democratic societies COMPETENCES FOR DEMOCRATIC CULTURE Living together as equals in culturally diverse democratic societies
More informationJOB DESCRIPTION AMNESTY INTERNATIONAL INTERNATIONAL SECRETARIAT
JOB DESCRIPTION AMNESTY INTERNATIONAL INTERNATIONAL SECRETARIAT JOB TITLE PROGRAMME LOCATION Regional Youth and Activism Coordinator Americas Americas Regional Office Mexico City, Mexico JOB PURPOSE To
More informationThe Role of Labour Courts"
The Role of Labour Courts" By Sir John Donaldson WRITING in the December 1974 issue of the Industrial Law Journal Norman Lewis said: " The President of the National Industrial Relations Court (NXR.C) remained
More informationCOMMON COURSE OUTLINE. Political Science POLS 1195 Conflict and Negotiation
COMMON COURSE OUTLINE Political Science POLS 1195 Conflict and Negotiation COURSE DESCRIPTION 1. Credits 3 2. Lecture hours/week 3 lecture per week, no lab 3. Prerequisites none 4. Co-requisites none 5.
More informationGoverning Body Geneva, March 2009
INTERNATIONAL LABOUR OFFICE GB.304/4 304th Session Governing Body Geneva, March 2009 FOURTH ITEM ON THE AGENDA Report on the High-level Tripartite Meeting on the Current Global Financial and Economic Crisis
More informationMIGHTY RIVER POWER SUBMISSION TO THE COMMERCE COMMITTEE CONSUMER LAW REFORM BILL PUBLIC VERSION MARCH 2012
MIGHTY RIVER POWER SUBMISSION TO THE COMMERCE COMMITTEE CONSUMER LAW REFORM BILL PUBLIC VERSION MARCH 2012 1. INTRODUCTION Mighty River Power appreciates the opportunity to provide our views on the Consumer
More informationAS History. Paper 2H France in Revolution, Additional Specimen Mark scheme. Version: 1.0
AS History Paper 2H France in Revolution, 1774 1795 Additional Specimen Mark scheme Version: 1.0 Mark schemes are prepared by the Lead Assessment Writer and considered, together with the relevant questions,
More informationPETITIONING THE HOUSE OF REPRESENTATIVES
PETITIONING THE HOUSE OF REPRESENTATIVES Office of the Clerk of the House of Representatives 2014 About this guide This guide is designed to assist those who are preparing a petition for presentation to
More informationAhimsa Center K-12 Lesson Plan
Ahimsa Center K-12 Lesson Plan Title: Conflict Resolution: We All Do Better When We All Do Better By Mary Cartier, James C Wright Middle School, Madison, Wi Grade: 8th, modification could make this possible
More informationWhy Do Nations Fight?
Why Do Nations Fight? Erik Gartzke POLI 12, Lecture 2b August 9, 2010 Why Do Nations Fight? Nations go to war for some of the same reasons as individuals fight There are also bound to be differences. Differences
More informationQuaker Peace & Legislation Committee
Quaker Peace & Legislation Committee WATCHING BRIEF 17-6: 2017 FOREIGN POLICY WHITE PAPER As Quakers we seek a world without war. We seek a sustainable and just community. We have a vision of an Australia
More informationCHARTER FOR DMCs: TEMPLATE
CHARTER FOR DMCs: TEMPLATE CONTENT 1. INTRODUCTION Name (and sponsor s ID) of trial plus ISRCTN and/or EUDRACT number Objectives of trial, including interventions being investigated Outline of scope of
More informationMarch for International Campaign to ban landmines, Phnom Penh, Cambodia Photo by Connell Foley. Concern Worldwide s.
March for International Campaign to ban landmines, Phnom Penh, Cambodia 1995. Photo by Connell Foley Concern Worldwide s Concern Policies Concern is a voluntary non-governmental organisation devoted to
More informationThe Dickson Poon School of Law. King s LLM. International Dispute Resolution module descriptions for prospective students
The Dickson Poon School of Law King s LLM International Dispute Resolution module descriptions for prospective students 2017 18 This document contains module descriptions for modules expected to be offered
More informationHANNA HAAPAKOSKI: Conflict Resolution from Cultural and Emotional Aspects: The Case of Israeli-Palestinian Young Politicians Peace Dialogue Programme
HANNA HAAPAKOSKI: Conflict Resolution from Cultural and Emotional Aspects: The Case of Israeli-Palestinian Young Politicians Peace Dialogue Programme University of Tampere Department of Political Science
More informationWorkshop: Grievance and Arbitration Role Play - Handouts
Journal of Collective Bargaining in the Academy Volume 0 NCSCBHEP Proceedings 2009 Article 31 April 2009 Workshop: Grievance and Arbitration Role Play - Handouts Howard Parish New Jersey Public Relations
More informationAS HISTORY Paper 1D Stuart Britain and the Crisis of Monarchy, Mark scheme
AS HISTORY Paper 1D Stuart Britain and the Crisis of Monarchy, 1603 1649 Mark scheme Mark schemes are prepared by the Lead Assessment Writer and considered, together with the relevant questions, by a panel
More informationDiversity and Judgecraft. A talk by Sir Ernest Ryder, Senior President of Tribunals, United Kingdom, to the EJTN Human and Fundamental Rights
Diversity and Judgecraft A talk by Sir Ernest Ryder, Senior President of Tribunals, United Kingdom, to the EJTN Human and Fundamental Rights Project and Max Planck Institute for Social Anthropology Wiesbaden,
More informationFront-of-pack nutrition labelling in Australia and New Zealand. John White PhD Candidate
Front-of-pack nutrition labelling in Australia and New Zealand John White PhD Candidate Made in Australia? NZ signed an agreement with Australia in 1995 commonly known as the Food Treaty As a result the
More informationGroundswell Gloucester Inc. PO Box 380 Gloucester NSW Web:
Groundswell Gloucester Inc. PO Box 380 Gloucester NSW 2422 Email: info@groundswellgloucester.com Web: www.groundswellgloucester.com Submission to IPART: Landholder Benchmark Compensation Rates Negotiation
More informationAn Inter-group Conflict Model Integrating Perceived Threat, Vested Interests and Alternative Strategies for Cooperation
An Inter-group Conflict Model Integrating Perceived Threat, Vested Interests and Alternative Strategies for Cooperation Objectives 1. A selective & brief review of emerging research on intergroup conflict
More informationMarkus Böckenförde, Grüne Gentechnik und Welthandel Summary Chapter I:
Summary Chapter I: 1. Presently, end consumers of commercially sold GMOs do not have any specific advantage from modern biotechnology. Whether and how much farmers benefit economically from planting is
More informationPreventing Violent Extremism A Strategy for Delivery
Preventing Violent Extremism A Strategy for Delivery i. Contents Introduction 3 Undermine extremist ideology and support mainstream voices 4 Disrupt those who promote violent extremism, and strengthen
More informationPublic Policy Dispute Resolution A Guide for Public Policymakers
Public Policy Dispute Resolution A Guide for Public Policymakers Mediation. It Works! New Roles For Public Policymakers New roles are emerging for legislators as problem solvers, facilitators, and conveners.
More informationINFORMATION ABOUT THE PROCESSING OF FORMAL COMPLAINTS AGAINST PSYCHOLOGISTS UNDER THE HEALTH PRACTITIONERS COMPETENCE ASSURANCE ACT 2003
N e w Z e a l a n d P s y c h o l o g i s t s B o a r d P O B o x 1 0-6 2 6, W e l l i n g t o n 6 1 4 3 T e l e p h o n e ( 0 4 ) 4 7 1-4580 F r e e p h o n e 0 8 0 0-4 7 1-4580 w w w. p s y c h o l o
More informationPost-election round-up: New Zealand voters attitudes to the current voting system
MEDIA RELEASE 14 November 2017 Post-election round-up: New Zealand voters attitudes to the current voting system The topic: Following on from the recent general election, there has been much discussion
More information5-1 Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall. PowerPoint by: Mohamad Sepehri, Ph.D. Jacksonville University
5-1 PowerPoint by: Mohamad Sepehri, Ph.D. Jacksonville University Chapter Learning Goals 1. Learn how to prepare for cross-cultural business negotiations. 2. Recognize the need to build trusting relationships
More informationInvestigation of Allegations of Anti-Semitism at the October 23 rd, 2017 Meeting of the
Investigation of Allegations of Anti-Semitism at the October 23 rd, 2017 Meeting of the General Assembly of the Student Society of McGill University (SSMU) Report Submitted December 15th, 2017 By Spencer
More informationJustice Needs in Uganda. Legal problems in daily life
Justice Needs in Uganda 2016 Legal problems in daily life JUSTICE NEEDS IN UGANDA - 2016 3 Introduction This research was supported by the Swedish Embassy in Uganda and The Hague Institute for Global Justice.
More informationMed-Arb: getting the best of both worlds. Alan L. Limbury 1
Med-Arb: getting the best of both worlds Alan L. Limbury 1 As in other parts of the world, in Australia the litigation climate is changing. Just, cheap and quick is the objective. 2 Courts are streamlining
More information