1 / 47

UNDPKO Civilian Police Division Draft Training Module, June 2005

Community Conflict Resolution. UNDPKO Civilian Police Division Draft Training Module, June 2005 . Understanding Societal Conflict and Community Conflict Resolution Communication in context of UN Peace Operations Interpersonal Mediation Dealing with Prejudice Community Peacebuilding

samantha
Télécharger la présentation

UNDPKO Civilian Police Division Draft Training Module, June 2005

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Community ConflictResolution UNDPKO Civilian Police DivisionDraft Training Module, June 2005

  2. Understanding Societal Conflict and Community Conflict Resolution Communication in context of UN Peace Operations Interpersonal Mediation Dealing with Prejudice Community Peacebuilding Inter-Group Conflict Resolution Structure of Presentation

  3. Understanding Societal Conflict and Community Conflict Resolution in the UN Peace Operations Context Session 1

  4. Orientation and trust building Risk factors in societal conflict Approaches to conflict management and peacebuilding Session 1 Structure

  5. Objectives Ground rules Cases Trust building to promote collaborative problem solving i. Orientation and trust building

  6. Understand risk factors for escalating violence Understand approaches for managing conflict locally, especially needs-based approaches Develop practical skills for engaging parties to a conflict to de-escalate tensions and promote problem solving Develop skills in mediating inter-personal, community and local inter-group conflicts Overall Objectives of CCR Training

  7. 1. Group incentives for collective action: threat to human needs for: a) security; b) identity/respect; c) distributive justice/effective participation 2. Strength of separate group identity 3. Group capacity for collective action 4. Domestic opportunity factors for collective action 5. International opportunity factors for collective action ii. Risk Factors for Societal Violence

  8. Four approaches Conventional model Dual concern model Needs based approach: 4 phases iii. Approaches to Conflict Management and Peacebuilding

  9. Four Approaches to Local Conflict Management and Peacebuilding Power-based Rights-based Needs-based Experiential

  10. Strong, realist,hard bargaining, hawkCompromiseDeferential, Idealist, soft, dove

  11. Conflict Management Strategies Assertive: High concern for own outcomes competitive, collaborative, adversarial integrative o o Less concern forAffirming: High concern compromising relationship/otherfor relationship/other o o avoiding, accommodating, withdrawalyielding Less concern for own outcomes

  12. Objectives – roles for UN police in sustaining peace? Risk factors and needs in societal conflict? Use constructive approaches for community conflict management and peacebuilding as needed Questions? Session 1 Summary

  13. Communications in the UN Peace Operations Context Session 2

  14. Attitudinal prism Giving the message – non-violent communication Getting the message – active listening techniques Engaging the stakeholders – multi-track diplomacy and dealing with difficult people (ex) Session 2 Structure

  15. Conflict = situation + behaviour + attitudes Attitudes are based on selective perceptions, beliefs, stereotypes and communications – all affect how we interpret what we see and hear Most open to change are communications and stereotypes i. Attitudinal Prism

  16. Impact of culture, emotions etc. Respect cultural differences: not a question of right or wrong Inform and empower the listener Avoid negative attributions (“You…”) Focus on 1. what I have observed, 2. what I feel, 3. value and 4. request Be aware of body language ii. Non-Violent Communication

  17. Pay attention, minimize distractions Check the body language Elicitive questions (“Can you say more about that? How would that work?”) Avoid advising, comparing, cutting in. Reflecting back (“So what I’m hearing is… In other words, you want…”) iii. Active Listening

  18. Problem oriented policing Multi-track diplomacy: needs-based, inclusive, joint problem solving Build trust, capacity, consensus and commitment Dealing with difficult people situations (emotional, negative attitudes, coercive, distrustful, dirty tricks etc.) (ex) iv. Engaging the stakeholders

  19. Why are communication & conflict resolution skills necessary? How best to change negative attitudes in conflict? What is non-violent communication? What is active listening? Role of multi-track diplomacy? Principles for dealing with difficult people Cross-cultural communication Questions? Summary Session 2

  20. Interpersonal Mediation in UN Peace Operations Session 3

  21. Roles of third parties Mediation process: opening, discussion, closing Role play exercise (case 1) Qualities of a good mediator Session 3 Structure

  22. Force (power orientation—conflict suppression or containment); Adjudication (rights orientation—formal conflict management); Arbitration (rights—conflict management, parties choose arbitrator not outcome); Power mediation (mixed orientation); Mediation (needs orientation—integrative dispute resolution, parties decide outcome); Facilitation (needs orientation—informal integrative conflict transformation, community or inter-group). Roles of Third Parties

  23. Opening the mediation (explanation) Mediated discussion Closing Mediation Process

  24. Welcome, introductions, seating (circular) Explain the mediator’s role (facilitating the process, neutral on the outcome) Explain the mediation procedure Explain confidentiality Confirm parties know what they are here to discuss, and have power to settle Agree on ground rules (no violence or threats + as preferred) Questions (ensure process understood) Ensure comfort(explain breaks) Sign agreement to mediate (if desired/required) Opening the Mediation

  25. Opening statements by each party in turn (invite the aggrieved party first) Parties free exchange (mediator facilitates) Mediator restates: clarify issues, needs Breaks, side meetings if needed Brainstorm options for meeting needs Evaluate options, get to agreement Clarify and review agreement, next steps (implementation, accountability) Mediation Discussion

  26. Summarize & next steps Adoption/signing of agreement Thank and congratulate parties Next meeting (open door, follow up) Destroy confidential notes Submit report as required Closing the mediation

  27. Respected and trusted by the parties, not anxious for recognition Impartial: able to focus on process, put aside own opinions on outcome Strong “people skills”—active listener, patient, empathic, nonviolent communicator, able to be directive on process, ok with parties’ high emotions Imaginative in helping parties to find their own ideas to solve their problems Expert in mediation process, not necessarily on the issues in dispute Qualities of a Good Mediator

  28. Third party roles Mediation process: 3 stages Use common sense and apply guidelines as appropriate to your situation Qualities of a good mediator Session 3 Summary

  29. Dealing with Stereotypes Session 4

  30. Inter-cultural communication, body language Stereotypes, blaming, victimhood and prejudice reduction Mirror, mirror exercise Hot buttons Session 4 Structure

  31. Community Peacebuilding in UN Peace Operations Context Session 5-6

  32. Building on indigenous strengths 12 methods for community peacebuilding Ho’oponopono (role play: case 2) Brainstorming and consensus Session 5-6 Structure

  33. CYCLES OF ESCALATION & TRANSFORMATION Reconciliation Aggression Injury, pain, shock, denial Negotiating solutions, joint planning Act of “justified” aggression Creating myths, heroes & the “right” history Realization of loss Envisioningrestorative &social justice Desire for justice/revenge Suppression of grief/fears Mourning, expressing grief, accepting loss Choice to forgive Anger:“Why me?” Acknowledging wrongdoing, apologies, truth-telling, re-writing history Facing fears Identifying needs: “Why them?” Re-humanizing the “other”

  34. A: Focused on healing – 1. Exculpatory (going beyond blaming) 2. Reparation/restitution (restorative justice) 3. Apology/forgiveness (best if transactional) 4. Penitence (prayer, meditation or confession to restore integrity – inner focus) 5. Punishment (retributive justice—juridical accountability) 6. Shared karma (shared responsibility for creating our situation—also helps with B) Community Peacebuilding Methods

  35. B: Focused on closure and starting afresh – 7. Truth (history gathering—for transparency of understanding) 8. Theater (reliving—for opening and release of emotions, so ready to move on) 9. Joint sorrow (integrate community by empathy, support) 10. Joint reconstruction (recreate the past as positive – how we might have done better) 11. Joint conflict resolution (to create a positive future) 12. Ho’oponopono (can include all the above) Community Peacebuilding Methods

  36. 5 stages: 1st round: Gathering perspectives on the crisis and defining problem 2nd round: Reflective phase 3rd round, integrative phase: brainstorming 4th, consensus building, action planning and implementation Closing, according to local custom Ho’oponopono

  37. Build on indigenous strengths 12 approaches: which ones work here? Ho’oponopono: adapt to culture Principles for brainstorming Minimum level of consensus? Questions? Session 5-6 Summary

  38. Inter-Group Conflict Resolution In UN Peace Operations Context Session 7-8

  39. The ARIA process ARIA Adversarial phase: what? ARIA Reflective phase: why? ARIA Integrative phase: how? ARIA Action phase: implement Role play exercise – case 3 Evaluation Session 7-8 Structure

  40. Entry phase: what is the conflict about? Parties advocate, argue positions Clarifies the issues and shows where the parties are firm Demonstrates limits of adversarial style Role reversal to deepen understanding ARIA Adversarial Phase

  41. Reframing to understand why? From positions on the issues to underlying interests, fears, needs Small groups, active listening Report to plenary List (flipcharts) and compare needs and concerns of each party ARIA Reflective Phase

  42. Inventing options to address needs Focus is on how to resolve the conflict Brainstorm first: creative idea generation (bridging, compensating, expanding the pie etc.) Then evaluate: which ideas might be adapted as part of a consensus? Small groups refine each theme basket Plenary decides by consensus ARIA Integrative Phase

  43. Action planning: who does what when and how? Verifiable commitments Monitoring and sustained follow-up Multi-track networking Prepare for re-entry ARIA Action Phase

  44. Value of citizen and police involvement in peacebuilding – from power to needs Model for inclusive democratic culture Integrative, needs based approach: parties acting voluntarily for own good Work with internal as well as inter-group differences Conflict motivates constructive change Long-term process > sustainable peace Questions? Session 7-8 Summary

More Related