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  • Selected Questions and Answers
    Assessment Response Planning Building Trust Identifying Issues Dynamics of Meetings Mitigating Tension Capacity Building Power Disparities Neutrality Confidentiality Ending Intervention Measuring Success Copyright 2000 2007 by Conflict Management Initiatives and

    Original URL path: http://www.civilrightsmediation.org/selected_qa/ (2016-02-13)
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  • Civil Rights Mediation Oral History Project: Interview Transcripts
    Ferrell Nancy Hansen Silke Howden Edward Hughes Bob Jones Ernest Klugman Julian Martinez Efrain Petterson Werner Reed Will Rivera Renaldo Salem Dick Salinas Manuel Sutton Ozell Thom Stephen Walsh Martin Warfield Wally Copyright 2000 2007 by Conflict Management Initiatives and

    Original URL path: http://www.civilrightsmediation.org/interviews/ (2016-02-13)
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  • Racial Conflict Simulation: A High School Halloween Party
    black activist student the white student body president or the mediator You then are asked to read what happens and tell us what you would do You can do this just for fun or this can be used by teachers as a educational tool Teachers please see the Using the Racial Conflict Simulation in the Classroom section below for important information Click here to begin the simulation Using the Racial Conflict Simulation in the Classroom The Conflict Research Consortium grants other teachers and trainers permission to use this simulation in their classes on a one time basis if the following conditions are met Please write to tell us who you are how and when you will be using the simulation and with how many students Please do not post this simulation on any other website rather link to our site and have your students work with it here If you print out the simulation please be sure to keep the copyright notice at the bottom If your students hand in electronic copies of their answers please forward those to us We will not post anything that you send us but will use your students answers for ideas about additional scenarios

    Original URL path: http://www.civilrightsmediation.org/simulations/racial_conflict/ (2016-02-13)
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  • best interest to continue with the status quo For more information about this topic see Beyond Intractability Essays Conflict Stages Nature of Intractability Ripeness CRS mediators discussion of conflict stages Intervention Options Have you considered all the available intervention options For more information on this topic see Beyond Intractability Essays Intervention Processes Overview Mediation Consensus Building Policy Dialogue Arbitration Adjudication Hybrid Processes CRS mediators discussion of intervention options Intervention Processes Have you considered how to convene a meeting How to structure the meeting How to facilitate the process to increase the likelihood of a successful conclusion For more information on these topics see Beyond Intractability Essays Mediation Strategies and Techniques CRS mediators discussion of intervention processes Culture and Conflict Are cultural misunderstandings contributing to the conflict Are there differences between the parties in things like nationality language gender or age Do you know some strategies for overcoming cultural differences For more information about this topic see Beyond Intractability Essays Culture and Conflict Women in Intractable Conflict Communication Tools for Understanding Cultural Differences CRS mediators discussion of cultural issues Persuasion Do you have a strategy for explaining the stakeholders goals and actions to each other For persuading them that the other stakeholders goals are reasonable and equitable Or that negotiation or mediation is a viable approach to the problem For more information on this topic see Beyond Intractability Essays Channels of Communication In Depth Communication Persuasion CRS mediators discussion of techniques of persuasion Reframing the Issues Have you thought of ways to get the parties to reframe the issues to make them more negotiable To identify areas of common ground For more information on this topic see Beyond Intractability Essays Frames Framing Reframing Interests Rights Power and Needs Frames Cultural Frames Process Frames Competitive and Cooperative Frames Identity Frames Stereotypes and Characterization Frames Enemy Images Prejudice Into the Sea Framing Fact Frames Worst Case Loss Oriented Frames Reframing CRS mediators discussion of reframing Trust Have you been able to help the parties build trust with each other For more information on this topic see Beyond Intractability Essays Trust and Trust Building Managing Interpersonal Trust and Distrust Limiting Escalation De escalation Humanization of Extremists CRS mediators discussion of trust Power BATNAs Are you clear about the nature of power and how it affects the parties alternatives to a negotiated agreement Are you clear about the powers available to other stakeholders Have you been able to demonstrate to people the powers that the parties are willing to use to defend their interests Here you should consider legal political and economic power as well as the ability to resist violent assaults For more information on this topic see Beyond Intractability Essays Best Alternative to a Negotiated Agreement BATNA Understanding Power Coercive Power Exchange Power Integrative Power Nonviolence Power Inequities Empowerment CRS mediators discussion of power and empowerment Misunderstandings Do you know how much of the conflict might be attributable to misunderstandings If not do you know how to set up communication processes that might

    Original URL path: http://www.civilrightsmediation.org/responding_to_racial_conflicts.shtml (2016-02-13)
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  • Notes on Mediation
    agreement but to make sure that it is carried out as effectively as possible The only acceptable excuses for absence would be illness or serious personal emergency To hedge against these possibilities a team may wish to have one or two alternate members If so these individuals must attend all mediation sessions Alternates do not speak in joint sessions they may do so in caucus with their own team Each team should prepare thoroughly for the mediation process developing their proposals for resolution of issues and problems and planning for effective presentation of their proposals to the other team or teams Usually the mediator will meet with each team perhaps also with its parent body or genera membership during this preparatory period He will listen carefully to everyone seeking understanding in depth of their concerns and needs and the positions of the group on the issues He will assist if desired in the team s preparation for the possibility that the parties will come to understand better each other s situation and proceed to hammer out a mutually acceptable settlement From these preparatory talks with each party the mediator will work up an agenda covering all matters which are to be addressed Where possible it is sometimes desirable to hold the joint sessions in a concentrated time frame as in consecutive days But it will often be necessary to recess the sessions for a time for fact finding consultation with constituents or special advisors evaluation of proposals drafting of a prospective agreement or other compelling reasons During the mediation sessions any team or the mediator may request a brief recess in order to caucus to consult with on another in private The mediator is available to the teams for consultation if desired during caucuses or otherwise If a team wishes to discuss any matter which the mediator in confidence such information will not be disclosed except as clearly authorized The more fully the mediator is permitted to understand the problems and position of each party the more useful he ca become in raising questions or offering ideas which will help forge an agreement In some situations the mediator may find that progress can be made in separate meetings with the respective teams as well or better than in joint sessions Significant work in mediation occurs not only at the table but often in caucuses or other separate consultations during longer recesses Although mediation is a means of seeking resolution of disputes involving conflicting views or interests the mediation process is significantly different from legal adversary actions The end result in successful mediation does not consist of winners and losers but of parties who have carefully examined and defined set of issues and have come to an accommodation of views and practices The main focus is not on adjudicating alleged past offenses but on forging consensus as to reasonable and desirable new ways of doing things from this point forward Mediation sessions are closed to the news media and other outside

    Original URL path: http://www.civilrightsmediation.org/notes_med.shtml (2016-02-13)
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  • From Interpersonal to Large-Group Mediation – Differences, Added Dimensions?
    party disputes place still greater demands on the process Difficult for some parties to move away from accustomed arenas of public battling pressure tactics media exploitation etc and into the quieter non public mediation chamber In some cases mediators may need to take into account serious power imbalances between the parties Assuring continuing compliance with an agreement may be more difficult More demanding on mediators in terms of a overall

    Original URL path: http://www.civilrightsmediation.org/small_large.shtml (2016-02-13)
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  • Single Mediator vs. Mediation Team
    idea or question which s he thinks should be considered while the session is in progress this should be conveyed by a note or otherwise in a short recess to the lead mediator not offered openly in the session An associate mediator can be of immense help throughout the entire mediation process His or her perceptions and insights into what is happening with one or another party ideas as to

    Original URL path: http://www.civilrightsmediation.org/team.shtml (2016-02-13)
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  • Mediator Interview Topic - When did you begin at CRS? When did you leave?
    time there was not a single black on the program The guy who used to be with the Civil Rights Commission who later went to HUD by the name of Sam Simmons called me and said Ozell I said Yes He said You know that we re opening this big conference in Little Rock tomorrow I said Yes I know And he said There s not a single black in the opening session I said I know that too I don t know what you all were thinking but there s not a single black on the program He said You ve got to speak I said I ve got to speak About what And Sam said I really don t give a damn Just speak I said Sam it s unfair that you ve been planning this for six weeks and you ve got all of the speakers The governors going to be there and he s going to speak and the congressman s going to speak and one of the senators is speaking Now you call me at the last minute and tell me that I must join in now that s not equal opportunity He said Oh hell Ozell Number one you know you can do it and I know you can do it And number two you know if I d have told you six weeks ago that you still would have spoken extemporaneously Now don t tell me that I know you can and I want you to speak I said Okay He said Fifteen minutes So I spoke There was a guy there from CRS it was just getting started and after I had spoken they invited me to join the staff of CRS Question Was this Ben Holman Answer No Ben Holman was not director at the time See when Ben Holman came he came as head of media for CRS and not director of the agency The director of the agency I ve forgotten his name now but I came in under Roger Wilkins But it was not even Roger then Roger was with the agency but he was not director When I was asked to join I said Alright I ll take a look And I told them that I needed a fourteen to come aboard They didn t have a fourteen to give me so I didn t come Just that simple A year later I was called by a guy named George Cobos George was deputy director then and in charge of the field staff and he was in charge of recruiting and staffing up He called and he said Ozell you don t know me I don t know you I only know who you are but we re trying to staff CRS and I see that you don t have an application in here but I see where they talked with you last year about coming aboard so I m checking We need people to come aboard

    Original URL path: http://www.civilrightsmediation.org/topics/0200.shtml (2016-02-13)
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