Describes the application of conflict-resolution strategies to managed-care disputes. The premises and processes for conflict resolution through negotiation are presented, the application of these principles to common disagreements between providers and payers is demonstrated. Strategies for overcoming difficulties resulting from differential…

Adversarial approaches perpetuate disciplinary problems without solving them. Conferencing is a group conflict-resolution process that focuses on repairing relationships when offenders admit wrongdoing. When kids take responsibility for their bad behavior, they realize they can control their actions-the foundation for developing self-efficacy and…

Presents an outcome investigation of the role of anger management in parent-adolescent conflict. Eighteen parent-adolescent dyads were randomly assigned either to a conflict resolution group treatment or combined conflict management and conflict resolution group treatment. Findings suggest that the combination treatment group parents and teens…

The Conflict Resolution Model was formulated by a group of Australian psychologists who set about integrating the literature on achieving mutually beneficial outcomes in a conflict situation in order to create a best-practice prescriptive process for conflict resolution. A number of experimental studies conducted at the University of Tasmania with…

This brief article describes how classroom group time can be "talk central" for children to discuss problems, imagine solutions, even role-play hypothetical situations. It is often in the safety and support of the large group that children develop the tools they need to learn how to resolve the inevitable conflicts that arise throughout life.…

This booklet contains the statement of the United States Catholic Conference, "Putting Children and Families First: A Challenge for Our Church, Nation, and World," and provides a comprehensive resource for organizing church and community action to improve the conditions of children in the nation. A practical planning guide, support materials, clip…

This book explores conflict resolution strategies and presents a systematic approach to mediation for peer helpers. The first part examines conflict resolution. Internal and external sources of conflict are considered. Irritations, inappropriate expectations, and unknown sources of external conflict are examined. A section on looking inside…

Little experimental research exists concerning third party mediation. Possible dimensions for study are type of control, including outcome control (of the third party over negotiation outcomes) and process control (third party influence on the negotiation process); and type of intervention, i.e., process or issue oriented interventions. To examine…

Educators, in the United States and throughout the world, are looking for new structures to embue teachers with decision-making authority and responsibility. This study maintains that before changing existing structures, it is necessary to examine and improve the current decision making process. The report outlines 12 guidelines for successful…

Instructional consultation in postsecondary institutions is explored by examining problem solving behaviors of instructional consultants and their faculty clients. Study goals were to: determine whether instructional consultants or the faculty clients guide the discussion during instructional consultation; describe the issues discussed by…

Interest in the ways in which conflict can be de-escalated led to this study, in which 86 college students served as subjects, to compare the effectiveness of tit for tat strategies with Osgood's (1962) proposal of graduated and reciprocated initiatives in tension reduction. The first requirement of Osgood's proposal is to communicate the need for…

Author emphasized the conflicting roles of researchers and practitioners. He suggested solutions for bridging the existing gap, while noting that some of these issues cannot be easily resolved. (Editor/RK)

The problem-solving method most often used in problem-solving groups is likely to create relationships among members of the group that will lead to a win-lose solution. To avoid this, members can list conditions they feel a solution must meet before they can accept it. (Author)

Presents a six-step model for conflict resolution and describes several ways a counselor can act as a helping agent in conflict management. (Author)

The difference between constructive and destructive conflicts may be traced to the way in which they are managed. Third-party help is often utilized to achieve constructive conflict management. This article describes two models for conflict management consultation. Five guidelines are given for constructive conflict management. (Author/JEL)