An interesting depiction of global conflict, with data from the Heidelberg Institute for International Conflict Research and graphic from Good Magazine.
Alright, this has nothing to do with conflict resolution, but it’s research that’s certainly worth a laugh. From the December British Medical Journal.
Published 17 December 2008, doi:10.1136/bmj.a2825
Cite this as: BMJ 2008;337:a2825Research
Christmas 2008: Music
Head and neck injury risks in heavy metal: head bangers stuck between rock and a hard bassDeclan Patton, research assistant, Andrew McIntosh, associate professor
1 School of Risk and Safety Sciences, University of New South Wales, Sydney, Australia 2052
Objective To investigate the risks of mild traumatic brain injury and neck injury associated with head banging, a popular dance form accompanying heavy metal music.
Design Observational studies, focus group, and biomechanical analysis.Participants Head bangers.
Main outcome measures Head Injury Criterion and Neck Injury Criterion were derived for head banging styles and both popular heavy metal songs and easy listening music controls.
Results An average head banging song has a tempo of about 146 beats per minute, which is predicted to cause mild head injury when the range of motion is greater than 75°. At higher tempos and greater ranges of motion there is a risk of neck injury.
Conclusion To minimise the risk of head and neck injury, head bangers should decrease their range of head and neck motion, head bang to slower tempo songs by replacing heavy metal with adult oriented rock, only head bang to every second beat, or use personal protective equipment.
What is it about December and a lack of interest in mediation and conflict resolution?
(via Google Trends)
For your holiday entertainment, here’s a physical example of the potential lose-lose outcome in adversarial games.
This recently went out from PON consortium:
The Program on Negotiation Graduate Research Fellowships are designed to encourage young scholars from the social sciences and professional disciplines to pursue theoretical, empirical, and/or applied research in negotiation and dispute resolution. Consistent with the PON goal of fostering the development of the next generation of scholars, this program provides support for one year of dissertation research and writing in negotiation and related topics in alternative dispute resolution, as well as giving fellows an opportunity to immerse themselves in the diverse array of resources available at PON.
The Program on Negotiation Graduate Research Fellowships allow doctoral students who are writing their dissertations to be part of the PON community for one year. Successful candidates will receive:
* A stipend of $20,000
* Desk space and related working facilities at PON, and
* Library and other privileges at Harvard.
PON encourages students from diverse theoretical and research traditions to apply.
PON Graduate Fellows are expected to participate fully in an interdisciplinary research seminar, faculty seminars, and other special events. They have the opportunity to be involved in an array of other opportunities at the PON consortium schools - Harvard University, the Massachusetts Institute of Technology, Tufts University, and Simmons College - and other institutions in the Boston area.
Application
Applications are due by February 15, 2009.
Doctoral candidates in the fields of economics, psychology, sociology, anthropology, international relations, public policy, urban planning, business, and law are encouraged to apply. Doctoral candidates must have completed all degree requirements except for the dissertation. Graduate law students are eligible in connection with scholarly research undertaken to satisfy their SJD thesis requirements.
Each applicant should submit:
* A detailed description of her/his proposed research (no longer than 15 pages)
* A research budget indicating all expenses and other possible sources of financial support
* A resume
* A departmentally approved dissertation proposal, and
* Two letters of recommendation, one of which must be from the faculty member who will be supervising his or her research.
While applicants are not required to work within the university or department of a PON faculty member, strong preference will be given to research that is of particular interest to one or more members of the PON faculty. Therefore, applicants who are not currently working with PON faculty are advised to identify a PON faculty member to whom their research is likely to be of interest, and to solicit a letter of support from that person. Please see the Research Projects section of this site for information on research projects and faculty members.
http://www.pon.harvard.edu/research/fellowship.php
Thanks go out to Barry Edwards, who forwarded his organization’s (Center for Legal Solutions) collection of Practical Research on Alternative Dispute Resolution.
I recently was forwarded this advert for a UN mediator position:
Mediator, P-5
DEADLINE FOR APPLICATIONS: 30 Dec 2008
DATE OF ISSUANCE: 31 Oct 2008
ORGANIZATIONAL UNIT: Office of the Ombudsman
DUTY STATION: New York
VACANCY ANNOUNCEMENT NUMBER: 08-OMB-OMBUDSMAN -419576-R-NEW YORK
(G)
Staff members of the United Nations Secretariat must fulfill the
lateral move requirements to be eligible to apply for this vacancy.
Staff members are requested to indicate all qualifying lateral moves
in their Personal History Profile and cover note.
Remuneration
Depending on professional background, experience and family
situation, a competitive compensation and benefits package is offered.
More Info United Nations Core Values: Integrity, Professionalism, Respect for Diversity
Responsibilities
Under the general authority of the United Nations Ombudsman and
under the immediate supervision of the Director, the Mediator will be
responsible for the following duties: • Support the Director by
providing mediation services to staff members and related personnel
as applicable, of the United Nations Secretariat, the United Nations
Development Programme, the United Nations Population Fund, the
United Nations Children’s Fund and the United Nations Office for Project
Services; • Inform, and where necessary guide, parties in potential
or active disputes about the mediation process and assist them to
initiate it; • Conduct mediation by helping all parties to resolve
workplace conflicts in a voluntary and confidential process, acting
as a neutral third-party, facilitate and help conflicting parties to
discuss issues and negotiate an agreement; • Maintain neutrality and
impartiality towards all parties and confidentiality within the
process, gather information as appropriate, and help parties
identify and understand issues and interests, explore options, and generate solutions to which all parties agree, draft agreements when
requested;
• Participate in establishing and maintaining a panel of external
mediators;
• In consultation with the Director, recommend
appropriate
mediators from panel for mediation cases;
• Assist in identifying
systemic issues encountered during mediation and make proposals
towards relevant actions to be taken;
• Perform extensive research
and analysis and prepare opinions, studies, briefs, reports and
correspondence;
• Participate in developing and delivering outreach
and learning activities on mediation and conflict management to help
all parties to efficiently utilize mediation;
• Work collaboratively
with relevant actors in the various UN offices to achieve mediated
solutions to employment related problems raised by the parties when
requested;
• Develop relationships with clients and advise on all aspects of the Mediation Division’s Dispute Resolution Services, by
telephone or meetings with parties.
• Offer creative and expert advice on the best service or dispute resolution technique to meet the
client’s needs and requirements; • Where required, assist in
following up with the parties after mediations to receive feedback and to advise clients of further services
• Assist in maintaining a case / referrals
database;
• Attend forums and other events and attend mediations as
an observer and take further training when required; • Perform other
duties to support the Office of the Ombudsman in its core functions,
as assigned.
Competencies
• Professionalism: Knowledge of alternate dispute and conflict
resolution systems, especially mediation. Knowledge of the United
Nations activities and organisational structure; ability to
establish and maintain confidentiality. Ability to prepare reports, formulate positions on issues, articulate options concisely conveying maximum necessary information. Established record for integrity and for
dealing fairly, comfortably and responsibly in all professional
interactions. Ability to exercise sound judgment in the context of
cases and assignments given. Ability to work in a multi-cultural,
multi-ethnic environment with sensitivity and respect for
diversity.
• Communication: Ability to speak and write clearly and effectively;
Ability to listen to others, correctly interpret messages and
respond appropriately. Interpersonal and communication (spoken, written and presentation skills)
• Teamwork: Works collaboratively with colleagues
to achieve organizational goals. Ability to establish and maintain
effective working relations with people of different national and
cultural backgrounds, with respect for diversity
• Client orientation: Ability to establish and maintain productive relationship with clients by gaining their trust and respect; identify client’s needs and matches them to appropriate solutions; meets timeline for delivering services to clients.
• Leadership: Ability to establish and maintain relationships with a broad range of people to understand needs and gain support. Ability to collaborate with others to achieve results. Demonstrate ability to provide leadership and take responsibility for incorporating gender perspectives in substantive work; commitment to the goal of achieving gender balance in staffing.
QUALIFICATIONS
Education
Advanced university degree (Master’s degree or equivalent) in
alternative dispute resolution, administration, human resources
management, law, social sciences or related field. A first
university degree with the relevant combination of qualification and experience may be accepted in lieu of the advanced university degree. Training in conflict resolution including mediation required.
Work Experience
A minimum of ten years of progressively responsible experience
including five at the international level in legal, managerial or
dispute resolution or related fields. Experience in conflict
management and different approaches to mediation are required. UN
field experience is an asset.
Languages
English and French are the working languages of the United Nations
Secretariat. For this post, fluency in oral and written English is
required. Working knowledge of a second official language of the
United Nations is an asset.
Other Skills
The United Nations shall place no restrictions on the eligibility of
men and women to participate in any capacity and under conditions of
equality in its principal and subsidiary organs. (Charter of the
United Nations - Chapter 3, article 8). English and French are the
two working languages of the United Nations Secretariat. The United
Nations Secretariat is a non-smoking environment.
THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE
RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING,
TRAINING OR ANY OTHER FEES). THE UNITED NATIONS DOES NOT CONCERN
ITSELF WITH INFORMATION ON BANK ACCOUNTS.
PLEASE NOTE THAT APPLICATIONS RECEIVED AFTER THE DEADLINE WILL NOT
BE ACCEPTED.
How to apply
All applicants are strongly encouraged to apply online as soon as
possible after the vacancy has been posted and well before the
deadline stated in the vacancy announcement. Because applications
submitted by United Nations (UN) staff members are considered first,
provided the eligibility requirements set out in ST/AI/2006/3 are met and the application is submitted in a timely fashion, staff members
should apply within 15-day or 30-day mark.
Online applications will be acknowledged where an email address has
been provided. If you do not receive an e-mail acknowledgement
within 24 hours of submission, your application may not have been received.
In such cases, please go to “My UN” page and check the status of
your application by clicking on “View Application History”, and resubmit
the application, if necessary.
To start the application process, applicants are required to
register by opening a “My UN” account. Go to Login, and Register as a User.
Fill in the form and choose a User Name and Password.
After opening the account, applicants may apply for vacancies using
the Personal History Profile (PHP) provided. Once the PHP has been
completed for a particular vacancy, it can be saved and used for
future applications. The PHP may be up-dated, when necessary, for
future applications.
In completing the PHP, please note that all fields marked with an
asterisk must be completed.
UN staff members must submit scanned copies of their two latest
Performance Appraisal System (PAS) reports at the time of
application to the appropriate Human Resources Office (HRO)/Personnel Office
(PO) to the email address below, clearly indicating the vacancy
announcement number. In case you have no access to the digitizing
equipment, please submit hard copies of the two latest PAS reposts
to the relevant HRO/PO via fax.
E-mail: staffing@un.org,
Fax: 1-917-367-0524
Please see the Frequently Asked Questions, if you encounter problems
when applying.
I always vote, and being a civil society junkie, I always get a bit misty-eyed in the process. But today’s election was special. It was the first time a candidate I supported in the primaries was there to vote for in the final presidential election. Happy day.
From the latest British Journal of Sociology, “Ignorance as an under-identified social problem.”
I’ll be continuing my discussion of credentialing shortly, but in the meantime, here’s an interesting insertion of mediation into public-sector dispute resolution: North Carolina’s Senate is considering a bill that would include mediation as a step in disputing public records and open meeting law issues. Story here.
Also, Cricket Australia is lobbying the International Cricket Council for a mediation phase in cases of racial vilification in international cricket.
“It is consistent with our view, and the ICC’s view, that cricket should have a zero-tolerance approach to racism in sport. We need to understand what we need to do to encourage cultural acceptance, and that it’s more complicated than simply writing a list of rules. We recommended that there should be an intermediate step that recognises the complexity and the need for a more sophisticated process that takes the high drama out of it. Genuine, properly structured, well-founded mediation can have really good results. You can achieve reconciliation and move on.”
Cricket story here.
