Mental health among college students has been proven to be a relevant social issue that our society faces. There are certainly a few different institutions that play a large role within the development of this social issue. The first institution, and the primary institution at play with this issue, is the higher education system. In terms of mental health and having access to resources, college students haven’t always been as lucky as they are today. One study in 2007 explains the story of Junior at Syracuse University (Kravets, 3081). Anita Rutman had a history of mental health issues; she even found herself being admitted to a mental health hospital. One morning in February, she threw herself off of the eighth floor of Boland Hall and landed on a patio and fortunately lived. However, her attempt stemmed from the university sending her letter three days prior that informed Anita that the school was planning to dismiss her because of her suicidal tendencies (Kravets, 3081). Anita later sued Syracuse for ten million dollars for malpractice and negligence in handling her condition.
Healthy Brain team at The Illinois Department of Human Services’ Division of Mental Health is pleased to present this proposal for your view. We look forward to partnering with you to provide help for mentally ill college students at Cook County, Illinois. The objective of healthy Brain programs is to promote and improve the quality of mental health care to college students. With growing national concerns regarding the prevalence and complexity of mental and behavioral health issues among college students and the negative impact these disorders have on the health and safety of higher education communities, student retention, student learning/ academic progress, and the human potential of students.
Even though this book was written in 2001, I am grateful for having been exposed to this book by Dr. Muvingi in my Mediation class. I like Kenneth Cloke, who is the Director of the Centre for Dispute Resolution in Santa Monica, California and is an experienced author and writer. I consider Mediating Dangerously is a call for action for mediators, this book offers a fresh vision to new and experienced mediators within the field of conflict analysis and resolution. Cloke explores the deeper foundations of the transformational process of mediation in order to discover what exactly happens when people engage in the risky practices of forgiveness and honesty, and reveal their authentic selves to one another. He also shows us how to reach beyond technical, traditional, or conventional interventions within and throughout a mediation process. I am convinced one of the intentions of the author in this book; definitely was to teach conflict analysis and resolution professionals how to unveil its invisible heart and soul in order to reveal the delicate and sensitive engine that drives the process of personal and organizational transformation. I have learned that the process of mediation is not an easy process to master and requires a tremendous amount of practice before becoming an expert. Mediators need to know how to clarify the issues involved in a conflict, develop tons of patience as well as improve their listening skills. Mediators need to control their own emotions,
The professional I interview acquire a Ph.D. in Human Services/Public Health, with a concentration in: Healthcare Administration. In addition; to obtaining a RN license, as well as a University Professor; also owner of a Healthcare agency.
In the words of Alexa Rosa, “learning from conflict is the best of all experiences. It brings out the true shine in our souls.” This quote to me is the best way to explain how the mediations in this course have shaped me in becoming a better mediator. There are things I had to overcome in this course and those are, being nervous, not being as confident as I should, and being able to go more in depth in a situation you have never faced to find a solution that fits both parties. I would like to talk about my experiences in each of my mediations what I learned and what I need to work on from my first mediation, my second mediation, and my third mediation, each mediation shared some same things but also some different things.
Within a neighboring community, compromise and sacrifice are a thing of necessity and need not be considered advantageous. A very good example will that which is displayed among the people of the Hadza and Zapotec cultures which profoundly are different in how go about living their daily life?s but still share a great similarity in how the resolve their conflicts. In the course of this paper, struggle within the two viewpoint culture and community will be discussed. According to Crapo (2013), culture is defined as ?a way of life of any individual or group of individuals.? For the two cultures identified, conflict resolution is not based on language, cultural failure or customs as the have nothing in common in those respect. The overall good of parties involved is the main reason why compromise is reached. According to Durham (1992), ?it is economically important that each culture rely on conflict resolution as opposed to other less productive measures that could lead to a less desirous outcome or even risk catastrophic loss.?
The first topic that was brought up was our conversation about conflict and its associated elements from the previous week. Along with this conversation, we were also asked if we were able to identify any types of conflict this weekend. After we finished covering some of the topics from last week we then moved on to a more detailed discussion of mediation. We started our lesson about mediation by analyzing what an opening statement is. There are many ways to write an opening state, but that choice is largely up to the writer. There is the beginning of the mediation which includes the opening statement and the end of the mediation which involves the signing of the agreement. By following these two main points the writer is granted with the flexibility to design an opening statement that is reflective of their own preferences. Shortly after we introduced the opening statement in class we watched three mediation videos. The first mediation video included a student mediator. The opening statement for this mediator included what she did not do which the opposite of what was suggested in the articles that we were assigned to read. Fortunately, different opening statement styles are important for the mediation process because there is a possibility that mediation would not work if every person used the same opening statement. Because of the flexibility of the open statement one is able to craft and opening statement to their likely as long as the core elements are followed.
Conflict by any definition means an expressed struggle between at least two independent parties who perceive incompatible goals, scarce resources and interference from the other party in achieving their goals. This can be in the form of a difference of opinion, confrontation, stubbornness and many other ways to exemplify conflict. Everyone has experienced conflict in one way or another. If conflict is appropriately addressed it can be healthy and beneficial if not addressed correctly then it can become victimizing and concerning. I never intend to make anyone uncomfortable or put-off by my conflict resolution style but what life experiences has taught me is that I will always have to deal with problematic situations and it is how I handle them that really makes a difference in my relationships with other people. With this being said I want to know how my method of conflict resolution effects my interpersonal relationships. Based on my knowledge thus far, I have observed that my communication style may work with one relationship but not others. This has left room for error regarding arguments because it is particularly difficult to change who you are, how you talk, and the way you present yourself from person to person. Therefore, I have one preferred conflict resolution style: the only issue with that is not everyone accepts or appreciates it. My goal is to talk to someone I am really close with and find out his thoughts about my
The process of conflict transformation includes numerous types of practices and approaches. It is crucial for a conflict resolution practitioner to be able to self-assess the entire practice of intervention to get a clear notion of why the approach that has been used was successful or caused fail. Conflict interveners whose practices are well established on theories of conflict resolution and ongoing researches need to refine their assumptions and skills through an extensive process of self-reflection. Such refining would help them to conceptualize a theoretical basis of their approaches and intervention techniques. They would be able to understand what intervention technique is appropriate for a situation, without trying out one tool after another. The process of self-asses or reflective practice in conflict resolution is beneficiary to predict and understand conflict resolution approaches consequences’ and to evaluate the success or failure of an intervention. For a conflict resolution practitioner theory is the foundation upon which the nature of both conflict assessment and conflict intervention are more understandable. For example, in a mediation process mediators sometimes prefer and sometimes don’t prefer to use caucus technique as a way for a better conflict transformation. Theoretical foundation of involving of a mediation technique would help avoid an unfortunate end of the entire process. Hence, it is important for a conflict intervener to understand
Conflicts are an inevitable part of human life. Whether they happen in personal lives or within organizations, it is human nature to be involved in conflicts. Workplace conflicts, such as the one in the current situation with Dr. Jones and Susan, can result in negative consequences if they are not handled adequately. Some of these consequences may include irreparable damage to the relationships and disrupt teamwork, becoming an overall detriment to the organization. However, if the conflict is managed properly it can bring the problems to light and motivates the conflicted individuals to work together to find a solution that is agreed upon (Omisore & Abiodun, 2014).
On one of the mediation discussions we had, we realised that as the facts behind each party’s anger and resentment were not provided, this always leaves the opposite party feeling confused and frustrated by the behaviour of the aggrieved person. Upon having a sharing of their moral framework privately or openly, the mediation moves from the realm of physical demands, to really addressing the root of the problem behind any hostilities. Therefore, when a successful mediation occurs, both parties are psychologically more at peace with the decisions that are being made. This is large in part due to their own form “justice” or beliefs are being satisfied as
In the recent years, there has been a consistent increasing concern in the cultural aspect of conflict resolution and prevention. This might be as a result of the increased number of intense ethnic/cultural conflicts that exist in the world. Balkans and Rwanda are the most cited examples of the violent intra-country conflicts that are as a result of cultural dimensions. However, one should not forget that even the state to state disputes include numerous cultural elements as evident in the Indian-Pakistan war. Together with other conflicts in the world has brought the element of culture and its influence to the forefront of conflict resolution. This has resulted to increased determinations of the international communities to appease
Life is full of conflicts and negotiations. There is no doubt that conflicts between individuals, between groups and even between countries are always happening in unexpected situations in the society. When the accidents occur around friends, families or ourselves, those problems have to be deal with in a correct way to avoid more terrible situation. And that is what negotiation born for. Negotiation is “a process in which two or more parties exchange goods or services and attempt to agree on the exchange rate of them.”(Chapter14, p198) From the chapter 14, the definition, the function and different types of conflicts are clearly shown while the advantage, the ways of negotiation is also explained to establish a
Conflict Management Arbitration and Mediation It is well recognized that the availability of prompt, effective and economical means of dispute resolution is an important element in the orderly growth and encouragement of international investment and trade. Increasingly, arbitration and mediation, instead of litigation in national courts, have become the preferred means of resolving international commercial disputes. Arbitration: Arbitration is a procedure in which a dispute is submitted, by agreement of the parties, to an arbitrator or to a tribunal of several arbitrators who give a decision on the dispute that is binding on the parties. In contrast to mediation, once the parties have freely agreed to submit a dispute to arbitration, a party cannot unilaterally withdraw from the arbitration. Expedited Arbitration: Expedited Arbitration is, as its name suggests, a form of arbitration in which certain modifications are introduced in order to ensure that the arbitration can be conducted and an award rendered in a shortened time frame and, consequently, at a reduced cost. To achieve those objectives, the modifications provide for a sole arbitrator (rather than a tribunal of several arbitrators), shortened time periods for each of the steps involved in the arbitration proceedings, and condensed hearings before the sole arbitrator. Mediation Followed, in the Absence of a Settlement, by Arbitration: This procedure combines, sequentially, both mediation and arbitration. Where the
Conflicts are a very common part of life that take place in the day to day lives of individuals. They are unavoidable, and can even be healthy depending on how they are handled. The process of conflict negotiation is one that determines how impactful conflicts can be in everyday life. Conflict negotiation indicates to the process of facilitating an agreement when two parties or more are involved in a disagreement. It is involved in many concepts such as bargaining position, behavior, emotions, thoughts, communication, interests, sequences and strategies, all of which are meant to foster the best outcomes for the parties involved.