We are continually compiling articles about research being done that relates to the goals of the Center for Negotiation and Conflict Resolution and would like to share them with you here.
CNCR is interested in how people reach decisions--in negotiations and collaborations--and how these processes differ in the way information is understood, presented, and weighed, when the process is cooperative and interest-based, at one extreme, and when it is essentially a series of positional exchanges, confrontational and adversarial, at the other, and what accounts for the shift from one approach to another (and when and why such shifts occur--and don't) and how the use of information--and the framing of information--and issues, are factors. CNCR also has an interest in how "outcomes" reflect the process differences.
Secondly, we seek to understand how third parties affect process (negotiation, facilitation, and decision-making generally) and outcome, and, by incorporating research into practice, to make practitioners of intervention (mediators; facilitators) more effective in assisting the negotiations between and among parties.
A third interest concerns education and training for conflict resolution, helping groups and institutions cope with conflict, particularly ongoing conflict, and, strengthening capacity for conflict resolution. Accordingly, the first of these grants, resistance to collaboration, will, we anticipate, provide useful data in advancing the use of (efffective) negotiation and collaboration in public decision-making sectors.
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Please note that all material found in these documents is the property and responsibility of those third parties and not the Center.
Rutgers' colleague, Ken Kressel's work appeared in a recent issue of Court ADR Connection
Resistance to Collaboration: A Proposal to the Hewlett Foundation
Sanford M. Jaffe
Women are Less Likely to Negotiate, and It Can Be Costly To Them
Alan B. Krueger
This article reviews Linda Babcock and Sara Laschever's book, Women Don't Ask.
Letting the Computers Conduct the Haggling
Conflict and Your Career: An Effectiveness Study
Craig E. Runde