July 11 - 13 and 18 - 20, 2013
Thursdays and Fridays 6:00 - 9:30 p.m.
Saturdays 8:30 a.m. - 4:30 p.m.
Prerequisite: LAW 1302 Psychology of Conflict
Based on communication studies, this course examines the vehicle of communication in the context of conflict, both in the courtroom and as part of various alternative dispute resolution processes and other conflict-driven interactions. It builds on basic conflict theory covered in Psychology of Conflict while narrowing its focus to findings related to communication. Concepts explored include the following: basic principles and assumptions of a range of communication theories; influence, persuasion, rhetoric, dialogue, narrative paradigm, and linguistics; nonverbal communication, listening skills, neuro-linguistic programming (NLP); perception and perceptual distortion; power, threat, and facesaving; argumentation vs. aggression; group dynamics and differences in interpersonal, intra-group, inter-group, and organizational contexts; and the effect of third party interventions. The course includes at least one self-assessment instrument to enhance student awareness of individual differences in conflict communication styles.
Jim. L. Thomas is Professor of Communication and Executive Assistant to the President at Lipscomb University in Nashville, Tennessee. He received his BA degree from Lipscomb University, his MA from Auburn University, and his doctorate from The University of Tennessee, Knoxville. Dr. Thomas is a frequent speaker at seminars and programs regarding freshmen retention, student development, and organizational development. In his work with President Lowry, his responsibilities include problem-solving, developing new initiatives for the university, conflict management, and involving the university with the Nashville community. In recent years his attention has focused on conflict management, political consulting, and organizational management.
This course surveys the impact that cultural differences, stereotypes and attributions have on key dispute resolution processes, and on conflict generally. It is designed to build theoretical knowledge, to equip students with an analytical framework useful in determining suitable dispute resolution processes, and to instill practical skills and strategies to enhance effectiveness in cross-cultural contexts. Cultural differences in language, customs, values, legal systems and world-views are examined along various dimensions: orientation towards the individual or the collective community; importance of career success over quality of life; deference to authority; long vs. short term orientation; extent to which expectations for behavior are implicit or express; perceptions of time and personal space; and aversion to risk.
Karenjot Bhangoo Randhawa has completed a Ph.D. in Conflict Analysis and Resolution from George Mason University and a Master's in Sociology and Dispute Resolution. She recently published as a co-author in "Conflict across Cultures: A Unique Bridging Experience," with Intercultural Press and is currently under contract with Lexington Books.
Prerequisite: Law 1392 Mediation Theory and Practice or Law 1422
Alternative Dispute Resolution
This course will explore the theory and practice of ombuds and ombuds programs. These programs are being created at a quickening pace. Our goal is to provide a thorough background that could be used in making a decision about establishing an ombuds program or in examining ombuds practice as a personal career direction. This course is organized around a series of questions: 1. What is ombuds? A general overview of the concept and it evolution. 2. Why does ombuds work? A review of the theory of third party intervention in conflict. 3. How does ombuds work? A survey of ombuds practice with opportunities to try it out. 4. How can ombuds get wide institution/constituency support? An exploration of best
programmatic practices for building strong and enduring programs. 5. What are the issues that arise in ombuds practice? An open-ended discussion of the current opportunities and challenges in the profession. Time will be spent in a variety of activities: presentation, discussion, brainstorming, and skills practice.
David Talbot is currently an ombudsman with The World Bank stationed in Bangkok, Thailand. Prior to the World Bank, Talbot was an ombudsman for Coca Cola Enterprises, Inc. (CCE), an office that addresses workplace conflict for approximately 65,000 employees across North America. He has worked as a conflict resolution professional and trainer for the past 12 years. Prior to CCE, he served as manager for Community Mediation Services in Vancouver, Washington; and director for the California Academy of Mediation Professionals in Los Angeles, California. He holds a J.D. from the University of Idaho and a master of dispute resolution from Pepperdine University, Straus Institute for Dispute Resolution.