Conflict resolution training programs: Implications for theory and research

Abstract

Interest in methods of conflict resolution has grown significantly in the last decade (Pruitt and Kressel, t985). Some of the more prominent developments include the emergence of public sector labor mediation, family and divorce mediation, and judicial and public resource mediation. This interest is also reflected in the number of courses included in the curricula of schools of law and business, graduate programs in sociology and social psychology, and in inter-disciplinary programs focusing on conflict resolution. Additionally, many professionals and lay people in a variety of occupations indicate a strong desire to acquire sMlls in conflict resolution (Sandole and Sandole-Staroste, 1987). To meet these needs, researchers, theorists, teachers and practitioners in academic and nonacademic settings are holding conferences, conducting research, producing papers, and offering many types of short courses and training programs with such tides as "The Craft of Negotiation," "Mediation of Family and Divorce Conflict," and "Methods of Alternative Dispute Resolution."In this article I shall examine four conflict resolution training programs in an attempt to determine to what extent the assumptions, approaches, principles and theories underpinning these programs could form the basis of an economical model that could effectively train a variety of people and groups.Is there a set of necessary principles for teaching people how to be conflict resolvers? Are there methods of training that encourage the skill development of potential conflict resolvers? How should training programs be evaluated? Are criteria being developed for appraising the effectiveness of training?The training programs discussed here--each selected because of its distinctive purpose--were offered by expert practitioners for experienced as well as would-be negotiators and mediators. My analysis of the training programs is based on observations of and consultations with trainers and participants, and on my own d~ect participation in the trainings.

Divorce Mediation Among Asian Americans

“…In her study, Schultz (1989) examined four conflict resolution training models taught in large metropolitan cities. She concludes that while these programs effectively teach the basics of conflict resolution in a "hands on" approach, much theory work is left out.…”

“…Similarly, in another study on mediation training programs, Grebe (1988) found programs lacked much theoretical foundation, providing for more practical applications, or the "cookbook approach." Although all four programs provided some communication skills, Schultz (1989) criticized the lack of interpersonal skills that are important "for dealing with such complex issues as the interaction relationship of the parties to a conflict." Schultz concluded that an effective program should include emphasis on the relation of conflict management styles to understanding the different perspectives of the parties in conflict.…”

A Theory Matrix for Mediators

“…This journal, for instance, has included a section devoted to theory from its inception, while educational institutions, foundations, and associations have sponsored several theory‐oriented initiatives (William and Flora Hewlett Association 2002; Convenor Conflict Management 2006a, 2006b; Association for Conflict Resolution 2008; Susskind and Susskind 2008). Despite these efforts, however, it seems that many mediators have had little exposure to theory (Schultz 1989; Macfarlane and Mayer 2005a, 2005b; Honeyman, Mcadoo, and Welsh 2006).…”