EDITOR’S INTRODUCTION.
PART I: ARTICLES.
Peer Mediation Training and Program Implementation in Elementary Schools: Research Results (Kathy Bickmore)
An evaluation of the Center for Conflict Resolution’s peer mediation program in twenty-eight Cleveland public schools adds more evidence about the value of these efforts for developing student conflict competence and improving learning environments. Unique aspects of the Cleveland program, including peer involvement in training and mentoring of other students, are analyzed with respect to implementation issues and advantages.
Structural Sources of Conflict in a University Context (Allan Edward Barsky)
What are the structural factors that act as sources of conflict in universities? This qualitative study answers that question from the perspective of students, faculty members, administrators, and the non-teaching staff. The results are presented in light of the unique organizational characteristics of universities providing insight for practitioners of higher education workplace conflict resolution.
PART II: COLLOQUY: TALKING IN AND ABOUT
CONFLICT—DISCOURSE STUDIES OF
CONFLICT PROCESSES.
What Mediators Do with Words: Implementing Three Models of Rational Discussion in Dispute Mediation (Scott Jacobs, Mark Aakhus)
How do mediators interpret conflict situations? This article suggests that mediators rely on three dominant interpretive frames—critical discussion, bargaining, and therapy—and how their frames influence the substance, direction, and outcome of mediation. Working from these three models of rational discourse, the authors suggest a theory of mediator competence, focusing on which model to implement and how to best implement any model discursively.
Disputing Neutrality: A Case Study of a Bias Complaint During Mediation (Angela Cora Garcia,Kristie Vise, Stephen Paul Whitaker)
Most mediators endorse a philosophy that they should behave in a nonbiased manner toward disputants. This case study takes a careful look at how mediator behaviors, whether intended or not, can create the perception of mediator bias. Specific examples of emotion work, summarization, and questioning behaviors reveal potential traps mediators can work to avoid.
Discourses in the Use and Emergence of Organizational Conflict (Iwona L.Kusztal)
There has been little research on how organizational conflicts actually emerge, develop, and change. Research addressing this question has usually focused on personality and structural factors as sources of conflict. A better understanding of these processes is invaluable for practitioners seeking to effectively prevent and manage conflicts. This extensive study locates the source of emerging conflicts in the different discourses used by organizational members.
PART III: BOOK REVIEW.
Review of Kestner and Ray’s The Conflict Resolution Training Program: Leader’s Manual. San Francisco: Jossey-Bass, 2002 (Melinda Ostermeyer).
PART IV: READER RESPONSE.
False Dichotomies and Asking the Right Questions: Response to Chia and others’ "Enacting and Reproducing Social and Individual Identity Through Mediation," Conflict Resolution Quarterly, 2000, 19 (1), 49–74 (John Wade).
