Sunday, December 13, 2009
Matthew Buckland - (mainly Web) futures
Thursday, December 03, 2009
Conflict and groupwork
Berghof Handbook for Conflict Transformation - Articles - Section III: Third-Party Tools and Capacity Building
huge number of resources on conflict issues, and here are some relevant to futures studies:
Ron Kraybill -
Facilitation Skills for Interpersonal Transformation (pdf)
Describes the most important skills and tools facilitators need in order to enhance capacities at the individual and interpersonal level. The author presents: skills used in moment-by-moment interaction with parties; techniques for facilitating sustained dialogue; and principles of process design for addressing the larger institutional and structural realities of conflicts. (2004, revised for print edition)
Friedrich Glasl & Rudi Ballreich -
Team and Organisational Development as a Means for Conflict Prevention and Resolution (pdf)
Offers conflict transformation approaches for groups, teams and organisations. The authors identify five levels of cooperation within teams (i.e., the level of individual members, the content level, the interaction level, the procedural level and the level of external relations of the group to its environment) and offer suggestions for addressing conflict within teams at each level. (2004, revised for print edition)
Norbert Ropers -
From Resolution to Transformation: The Role of Dialogue Projects (pdf)
Presents dialogues as the classical means of constructively dealing with conflicts. The author gives an overview of ideal types and identifies the basic elements of most dialogue processes. He discusses dialogue in the context of various other approaches in order to establish criteria for measuring success. (2004, revised for print edition)
Ron Fisher -
Methods of Third-Party Intervention (pdf)
Reviews various forms of third-party intervention (eg, conciliation, consultation, mediation, power mediation, arbitration and peacekeeping), focusing on mediation. Using a basic contingency model, the author outlines which third-party role may be most successful in which context. Critical issues are introduced, including: culture, power asymmetries, biases, timing, effectiveness and the ethics of intervention. (2001)
huge number of resources on conflict issues, and here are some relevant to futures studies:
Ron Kraybill -
Facilitation Skills for Interpersonal Transformation (pdf)
Describes the most important skills and tools facilitators need in order to enhance capacities at the individual and interpersonal level. The author presents: skills used in moment-by-moment interaction with parties; techniques for facilitating sustained dialogue; and principles of process design for addressing the larger institutional and structural realities of conflicts. (2004, revised for print edition)
Friedrich Glasl & Rudi Ballreich -
Team and Organisational Development as a Means for Conflict Prevention and Resolution (pdf)
Offers conflict transformation approaches for groups, teams and organisations. The authors identify five levels of cooperation within teams (i.e., the level of individual members, the content level, the interaction level, the procedural level and the level of external relations of the group to its environment) and offer suggestions for addressing conflict within teams at each level. (2004, revised for print edition)
Norbert Ropers -
From Resolution to Transformation: The Role of Dialogue Projects (pdf)
Presents dialogues as the classical means of constructively dealing with conflicts. The author gives an overview of ideal types and identifies the basic elements of most dialogue processes. He discusses dialogue in the context of various other approaches in order to establish criteria for measuring success. (2004, revised for print edition)
Ron Fisher -
Methods of Third-Party Intervention (pdf)
Reviews various forms of third-party intervention (eg, conciliation, consultation, mediation, power mediation, arbitration and peacekeeping), focusing on mediation. Using a basic contingency model, the author outlines which third-party role may be most successful in which context. Critical issues are introduced, including: culture, power asymmetries, biases, timing, effectiveness and the ethics of intervention. (2001)
