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This paper will share highlights of an approach used to target professional development of faculty and staff at one of the largest public, land grant, research‐intensive universities in the United States. We will share a practical model designed to build individual and organizational capacity by integrating conflict management techniques that are based on social justice principles into higher education settings. This model has been successfully utilized for more than 2,500 faculty, staff, and students (undergraduate and graduate) at the university, and is an ongoing proactive and responsive strategy in creating a mindful culture and sustaining a cohesive workplace climate. [ABSTRACT FROM AUTHOR]

Purpose The necessity to assess and manage supply chains to be free from social problems such as human and labour rights abuses has become particularly apparent since the introduction of conflict minerals regulations in the United States (Dodd-Frank Act) and the European Union. Similarly, stakeholders demand that products are free from social problems. Ever more companies are therefore challenged to assess and manage social issues in their supply chains. At the same time, the increasing literature on assessment and management of social issues is disperse and an overview missing. This paper aims to provide an overview of the existing literature on social assessment and management approaches relating to conflict minerals and connected to social issues in supply chains.Design/methodology/approach A review of the academic literature on social assessment and management of conflict minerals to provide an overview is currently missing. This paper addresses this gap by systematically reviewing the existing research literature on approaches for the social assessment and management of conflict minerals from a supply chain perspective.Findings The systematic literature review found 21 social assessment and 30 social management approaches with reference to conflict minerals, with the most referenced approach being the OECD guidelines. Overall, the conflict mineral related literature discusses rather general social assessment and management approaches, such as codes of conduct, while the effectiveness of the approaches is not analysed in depth. The paper finds that an analysis of the effectiveness and interlinkages of different approaches is missing. The large variety of social and human rights issues addressed in the academic literature ranges from corruption to violence, going beyond the scope of regulations focused on conflict minerals. This indicates that regulations on conflict minerals and the consequences for management are seen as a specific case with wider implications for future regulations and the necessity for management to solve social problems in supply chains in an effective way.Research limitations/implications The review paper is conceptual and develops a framework to classify social assessment and management approaches for conflict minerals, drawing on the supply chain management literature.Practical implications The overview reveals that research refers to broader social assessment and management approaches indicating wider implications for assessing and managing social issues in supply chains in general, irrespective of whether they are conflict mineral related. Research has, however, so far not addressed the effectiveness and interlinkages between social assessment and management approaches. The aim of the emerging regulations, however, is to foster more effective management of social issues in supply chains. Management is therefore challenged to develop and implement innovative approaches to effectively reduce social problems in supply chains beyond conflict minerals. Conclusions are drawn for management and research.Social implications The paper highlights the need for collaboration with NGOs, industry associations and suppliers, recommending to engage in supplier development.Originality/value The paper conducts the first systematic review of academic literature on conflict mineral related social assessment and management approaches. A framework is proposed to classify social assessment and management approaches based on supply chain management literature. While conflict minerals often represent a small fraction of components in a product, they can have huge and costly implications for companies, which require (potentially) large changes for the sourcing and supply strategy of a company. Conflict mineral regulations represent the first attempt to regulate social and human rights abuses in supply chains holding companies responsible for misconduct caused by suppliers abroad. [ABSTRACT FROM AUTHOR]

Despite the lingering conflict between the government of Vietnam and the Vietnamese diaspora in the United States, issues of remittance and relationship relaxation between the refugees and Vietnamese government happened both in the 1990s. Recent years have seen the attitude-change of the returning diaspora and their shifting strategies of working in Vietnam. This paper describes the first step toward rapprochement between Vietnam and its diaspora in the United States, by analysing the attempts of Vietnam to approach its diaspora in the United States and the reactions of the diasporic community members. On the other hand, it also describes the efforts of Vietnamese Americans to empower Vietnamese people through philanthropic and civic engagement activities. The rapprochement via media and civic engagement reveals a shift from hard, intense ideological conflict to soft tactics in the transnational relation between Vietnam and the Vietnamese diaspora in the United States. This paper concludes that the process to rapprochement is still challenged by the significant differences in political views between the two sides. It suggests that the process of negotiation and conflict resolution be conducted with openness, honesty and acceptance of differences. [ABSTRACT FROM AUTHOR]

The current paper addresses the issue of conflict management in organizations and in particular the emerging role of alternative dispute resolution or ADR. In the content of the article we review the theoretical background on conflict, and then discuss the particularities of organizational conflict. We introduce the concept of ADR, which has its origins in the United States and describes a series of practices used in conflict management resolution, practices that can be used as an alternative to conventional ones. Also, through the analysis of the literature we identified differences between the conventional approach and ADR practices. The main finding in this article refers to the fact that ADR practices enable the actors taking part in the conflict to not feel restricted in terms of the direction to follow to resolve the dispute, as happens in the case of conventional linear practices. [ABSTRACT FROM AUTHOR]

Drawing upon the notion of trust, the paper outlines a model of managing conflict that may be more practical than other negotiation approaches only based on cultural differences. The theoretical model relates different types of trust to different styles of conflict resolution so as to allow for optimal strategy and joint-outcomes that are not solely determined by national cultural attributes. This study used a quantitative design and administered a survey that captures the differences between Koreans and Americans in their level of trust and conflict styles when they negotiated with each other. The statistical significance of ANOVA accepts the posited hypothesis that however large cultural differences may be; the level of trust determines the optimal means of resolving conflict in cross-cultural negotiation. Overall, research findings demonstrate that higher level of trust is associated with collaboration while lower level of trust is associated with competition. The approach used in this study contributes to the field of crosscultural negotiations by providing a new perspective on optimizing conflict resolution. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to describe and interpret the interpersonal and intragroup conflict experiences of staff-level employees and leaders in the medical imaging technology field, working in US tertiary care centers to extract mitigation and management strategies. Design/methodology/approach: A total of 13 medical imaging technologists, who were employed in leadership and staff positions throughout the USA, offered their in-depth accounts of workplace conflict in this interpretive phenomenological investigation. Findings: Conflict avoidance was a predominant conflict management style. This style did little to effectively manage workplace conflict. In some cases, it led to deleterious effects on individuals and organizations and created conflict perpetuation. With proper conflict mitigation and management, the conflict perpetuation cycle can be broken. Research limitations/implications: Generalization beyond the group being studied is not applicable, as it is not the intent of phenomenological research. Four leaders participated in the research study. To examine this population more completely, a greater sample size is required. This recommendation also applies to the staff technologist roles. Another limitation involved the leader/staff-level representation inequality, as well as the male–female representation. These imbalances made it difficult to effectively make comparisons of the experiences of leaders with staff-level technologists, and males with females. Practical implications: Offering the medical imaging workforce emotional intelligence training, health-care administrators can invest in their leaders and staff technologists. Medical imaging schools can incorporate emotional intelligence training into their curricula. Clear policies may decrease the ill effects of change when unforeseeable occurrences result in schedule modifications. Making technologists fully aware of who is responsible for shift coverage when these events occur may reduce negative impact. Trainings in organizational change, collaboration or positivity may be warranted, depending on findings of cultural assessments. Team-building events and opportunities for employees to intermingle may also be used to improve a departmental or organizational culture. Social implications: Mitigating and managing health-care workplace conflict more effectively may prevent patient harm, thus improving the health of members of society. Originality/value: According to recent studies, conflict, and the incivility that often accompanies it, has been on the increase in US organizations overall, and in health care specifically. Conflict that perpetuates can adversely affect health-care organizations and its employees. This paper offers mitigation and management strategies to prevent such consequences. [ABSTRACT FROM AUTHOR]

Traditionally, litigation has been the norm far resolving disputes. It takes place in a public forum and face-to-face. In a global economy, however, such public and face-to-face dispute resolution is not feasible. This is especially true with cross-border purchases through e-commerce. E-commerce requires more efficient and less litigious remedy systems that allow consumers to obtain remedies on their purchases without the cost and travel associated with traditional face-to-face procedures. This has led to development of online dispute resolution ("ODR") processes, especially with respect to business-to-consumer contracts. Accordingly, scholarship and policy papers have advanced ODR for the benefit of consumers. What deserves emphasis, however, is promotion of ODR to empower businesses that seek to attract customers globally. Establishment of trusted ODR systems incentivizes consumers to make cross-border purchases because it provides them with the comfort of knowing there is a cheap and easy means for obtaining a remedy if the purchase goes awry. This is especially important to assist businesses in developing nations, where Internet access is expanding through use of smartphones and similar mobile devices. Such mobile access is narrowing the so-called "digital divide" and fostering enthusiasm for building e-commerce, which is imperative for economic development and global integration. ODR can further these efforts by catalyzing consumer trust, and consequently cross-border sales. This article, therefore, encourages growth of global ODR that is accessible through mobile devices as means for increasing access to remedies and trustworthy e-commerce for companies and consumers in developing nations. [ABSTRACT FROM AUTHOR]

Previous literature has indicated conflicting results regarding a response time bias favouring words indicating large real-world objects (RWO) over words indicating small RWO during a lexical decision task. This study aimed to replicate an original experiment and, expanding on it, disentangle possible alternatives for why this effect is sometimes observed and sometimes not. The same methods as the original study were followed, and the results were inconsistent with all previously published findings. Although no significant difference was observed for response time, the findings indicated a significant difference in accuracy and inverse efficiency scores such that "large" words were recognised significantly more accurately than "small" words. After examining several linguistic dimensions that may also contribute to response time, statistical models accounting for these dimensions yielded a significant and increased effect size for the response time size rating of words in our sample from the United States. Our findings indicate that there is a cognitive bias favouring words representing large RWO over small ones but suggest several additional linguistic factors need to be controlled for it to be detected consistently in response time. [ABSTRACT FROM AUTHOR]

Mediation orientation programs are an increasingly common resource for parents preparing to mediate custody and visitation disputes. In this paper, we review empirical studies on program effectiveness and describe a range of programs in the U.S. Most are brief and psychoeducational in nature, focusing on the mediation process and the effects of conflict on children. Programs typically provide information through reading materials, slides, and videos, either in a group setting or online. Few evaluate program effectiveness. We offer suggestions for program evaluation and introduce an assessment-based framework for providing individualized services for parents. Key Points for the Family Court Community [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the role of two moderators of the relationships between affective conflict and cognitive conflict and team performance: the cultural context and the level of team-oriented behaviors. Design/methodology/approach – Survey questionnaires were administered to a sample of 143 Mexico- and US-based learning teams. Regression analysis was used to test hypotheses. Findings – In both cultural contexts, cognitive conflict more positively affected performance when team-oriented behaviors were high. This effect was stronger for Mexican teams. Affective conflict more negatively affected performance in Mexican teams than US teams, particularly when team-oriented behaviors were high. Practical implications – The results have implications for managing conflict to improve team effectiveness in the USA and in Mexico and for training managers who work across these cultural contexts. Originality/value – The paper demonstrates the joint role of the cultural context and team behaviors in how conflict influences team performance. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to explicate the universal theme of teamwork within organizations as a performance factor toward effective and efficient library cost savings and long-term group success. Design/methodology/approach – Focusing on lessons from the past, along with current research and experience, library managers can gain insight into tried and true actions increasing the potential for team success essential for smooth operations. Findings – A multitude of elements contribute to effective team management. The cultivation of creativity, the resolution and anticipation of conflict, the blending of physical and virtual interaction and a focus on external environments are key. Originality/value – This paper provides a comparison of current team dynamics with those of the past to show that merely the context of good team management has changed while the core goal of library team management has remained. [ABSTRACT FROM AUTHOR]

The focus of this paper is the connection between conflict and commercial activity. In particular, it focuses on the ongoing conflict in the Eastern Democratic Republic of Congo (DRC) that is funded, in large part, by the sale of conflict commodities -- minerals, metals, and petroleum -- that fund violent groups at their source and then enter legitimate markets and products around the world. Recently, attention has turned to how to regulate conflict commerce as a tool for divesting from violent conflict. In the United States, for example, the recently adopted Dodd-Frank Wall Street Reform and Consumer Protection Act include a provision addressing conflict minerals originating from this region. The violent and secretive nature of conflict minerals transactions makes crafting effective regulation and policing strategies challenging. As a result the Dodd-Frank Act, like other domestic and international efforts, is designed in large part to discover, gather and disseminate information about the nature and scale of conflict commodities emanating from the DRC. This paper analyzes this legislation while also discussing a number of other current conflict commerce governance efforts. It observes the difficulty of regulating in the context of conflict and corruption and analyses the use of regulation as a tool for informationextraction, information-forcing and information-dissemination as opposed to its use as a tool for directly proscribing undesirable behavior. [ABSTRACT FROM AUTHOR]

An ethnographic study of a team of software developers working on a new product across two groups--located on the West Coast of the United States and in Bangalore, India--is used to analyze status dynamics in distributed groups. Whereas existing literature has emphasized the importance of communication, task design, and incentives for cooperation, this paper shows how status differentials and geographic distance reinforce each other to affect the work processes and collaboration in distributed teams. The focus is on two elements: the relationship between the collaboration across the two groups and their members and the members' interpretations of this relationship. Status influences the perceptions of the remote group, as well as the willingness to cooperate with its members. The key findings specify the informal closure strategies used by the high-status group in relation to the low-status group. Furthermore, the superimposition of geographic and status distance in remote work lowered the cost of exclusion of one group from the collaboration and led to the deepening of status differences between remote groups. By showing status to be both an input and an output of intergroup relations, the paper specifies some of the mechanisms through which status orderings are maintained and reinforced. [ABSTRACT FROM AUTHOR]

From intimate domestic disputes to politically maneuvered ethnic clashes, power dynamics lie at the heart of conflict. Three organizations-Amani People's Theatre from Kenya, Budondo Intercultural Center from Uganda, and Presence Center for Applied Theatre Arts from the United States-use Forum Theatre as a nonviolent force for change and leadership development in East African villages and slums, helping communities learn from each other and transform their conflicts from the inside out. This briefing paper provides a theoretical overview of participatory theatre methodologies. It examines seven case studies in which Forum Theatre has identified underlying community issues and offered a laboratory for imagining more just and peaceful alternatives to conflict. [ABSTRACT FROM AUTHOR]

The article focuses on the efforts of American geographer Gilbert White in dealing with natural hazards management. It mentions about the paper published by White regarding his concerns for safety and security which focused on water supply, peace and conflict resolution, and management of river basins. However, White gave little time to the articulation of philosophy or theory and avoided theoretical debates and referred philosophical questions. After all the efforts, the author concluded that White mattered was the inner man both his own self and those whose lives he touched.

This article offers evidence on the ownership concentration at a representative sample of U.S. public firms. Ninety-six percent of these firms have blockholders: these blockholders in aggregate own an average 39% of the common stock. The ownership of U.S. firms is similar to and by some measures more concentrated than the ownership of firms in other countries. These findings challenge current thinking on a number of issues, ranging from the nature of the agency conflict in domestic corporations to the relationship between ownership concentration and legal protections for investors around the world. [ABSTRACT FROM AUTHOR]

In the US, health care professionals are trained predominantly in uniprofessional settings independent of interprofessional education and collaboration. Yet, these professionals are tasked to work collaboratively as part of an interprofessional team in the practice environment to provide comprehensive care to complex patient populations. Although many advantages of interprofessional education have been cited in the literature, interprofessional education and collaboration present unique barriers that have challenged educators and practitioners for years. In spite of these impediments, one student-led organization has successfully implemented interprofessional education and cross-disciplinary collaboration. The purpose of this paper is to provide a conceptual framework for successful implementation of interprofessional education and collaboration for other student organizations, as well as for faculty and administrators. Each member of the interprofessional team brings discipline-specific expertise, allowing for a diverse team to attend to the multidimensional health needs of individual patients. The interprofessional team must organize around a common goal and work collaboratively to optimize patient outcomes. Successful interdisciplinary endeavors must address issues related to role clarity and skills regarding teamwork, communication, and conflict resolution. This conceptual framework can serve as a guide for student and health care organizations, in addition to academic institutions to produce health care professionals equipped with interdisciplinary teamwork skills to meet the changing health care demands of the 21st century. [ABSTRACT FROM AUTHOR]

The Nagorno-Karabakh conflict as one of the most destructive regional conflicts, has became a problem not just for the conflicting sides but also for other regional and even non-regional actors as well, such as the United States (US) which experiences difficulty in dealing with the conflict. The US policy toward the conflict was constrained by its domestic politics and lobbies, which act on their narrow interests, compared with the global role and interests of the US. On the one hand US interests require the protection of Azerbaijan's territorial integrity and stability, since it has substantial energy resources. On the other hand, domestic constraints prevented the US administration from playing the honest broker in conflict resolution, at least for Azerbaijan. The realization of projects advancing the transportation of Caspian energy resources to the world markets was delayed and despite the ceasefire agreement in 1994, the problem continues. This paper analyses US policy towards the Nagorno-Karabakh conflict and focus on the US role during the peace process. The analysis points to the need for the US to pay attention to the early settlement of the conflict without which the normalization of Turkey–Armenia relations, which remains one of the major aims of the US regional policy, will also not be possible. [ABSTRACT FROM PUBLISHER]

The American College of Physicians (ACP) was one of the first organizations in the United States to develop evidence-based clinical guidelines and has been developing guidelines since 1981. ACP's Clinical Guidelines Committee (CGC), in collaboration with staff from the Clinical Policy department, develops clinical guidelines and guidance statements and continues to refine and enhance its methodology. This article presents an update of the CGC's 2010 paper outlining policies, methods, and presentation format of ACP's clinical guidelines and guidance statements. Updated methods include more stringent policies about disclosure of interests and conflict management; inclusion of public perspective; full adoption of GRADE (Grading of Recommendations Assessment, Development and Evaluation) methods; more standardized reporting formats that consider value of care, patient comorbid conditions, patient values and preferences, and costs; and further clarification of guidance statement methods. [ABSTRACT FROM AUTHOR]

The vast majority of doctors behave to the highest professional standards, but a small number do not. Those who display unprofessional behaviour tend to do so recurrently and often go unchallenged, except in the most extreme cases. In North America such behaviour is termed 'disruptive' and is receiving increased attention from regulators following a clear demonstration of a link with medical errors. In the United Kingdom a small number of the most serious cases will come to the attention of the National Clinical Assessment Service (NCAS) or the General Medical Council but little attention has been paid to lower profile behavioural disturbance. Disruptive behaviour has also been demonstrated by nurses, other clinicians and managers but it is the behaviour of doctors which has been most closely linked with patient harm. In this paper we shall review the literature on disruptive behaviour by doctors and examine the evidence linking it to patient harm and unsafe working environments. We shall describe some of the programmes which have been developed in North America to deal with this and suggest ways in which these might be adapted for use in the UK. [ABSTRACT FROM AUTHOR]

Purpose – This study aims to examine how American and Chinese employees of multinational organizations deal with conflict between them. Design/methodology/approach – In-depth interviews were conducted with 42 employees from 28 multinational organizations operating in China. A constant comparative method was used to analyze the data. Findings – The paper finds that both American and Chinese employees used various strategies to deal with conflict, such as integrating, insisting on one's own solution, compromising, yielding to authority, avoiding, passive resistance, dissolving the relationship, and a third-party approach. In general, American participants were more likely to confront a conflict than Chinese participants. Findings of this study also indicate that differing motivations lead to the utilization of a common conflict management strategy. Research limitations/implications – The validity of this study might be compromised due to self-reported responses. Future researchers need to further clarify definitions of conflict management styles and pay more attention to adaptation during the process of intercultural conflict resolution. Practical implications – The findings of this study will help practitioners become more cognizant of conflict behaviors in multinational organizations, and thus be able to prepare more effective strategies to manage conflict. Originality/value –This is one of few studies that examine conflict in multinational organizations from an intercultural perspective. This study is also one of few that utilize a qualitative approach to examine intercultural conflict management in a workplace. [ABSTRACT FROM AUTHOR]

This paper investigates the differences between American and Chinese conflict management styles and tries to decode areas of cultural differences that can lead to misunderstanding and conflict. In-depth interviews with foreign-born Chinese searching for jobs at American workplace and case studies with executives at American corporations in China were conducted. From analyzing the roots of Chinese culture, Chinese and American cultural differences, American and Chinese conflict management models, the paper proposes two fundamental differences in negotiation: a four-fold difference between the Chinese and Americans that could potentially cause conflict: directness-subtleness, aggressiveness-modesty, courtesy-command, and American-Chinese experiential differences, as well as a difference in the choice of conflict styles and tactics between Chinese and American negotiators. The case study demonstrated that the Chinese subsidiaries of America-based multinational corporations need to be more sophisticated in handling international business conflicts. The findings indicate that there is a strong relationship between Chinese and American value systems and in the choice of conflict-handling styles. Illustrations of how these parameters play out in the workplace and suggestions for both Americans and Chinese in handling conflicts are provided. Examples of how and where disconnects can occur are reviewed, as well as the hierarchy in which the conflict can occur and the potential impact on individuals and conflict resolution systems. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to compare conflict management behaviors of American and Chinese managers. Its main aim is to uncover cultural differences in the way Chinese and American managers approach conflict - thereby developing a more thorough understanding of conflict management across cultures. Design/methodology/approach - Inductive analysis is used to uncover conflict management constructs that are unique to each culture. Structured interviews and multidimensional scaling techniques are used. Findings - Results show that the conflict management behaviors suggested by American and Chinese managers are different. For Chinese managers alone, embarrassing the colleague and teaching a moral lesson is an important element. For American managers alone, hostility and vengefulness are important elements. Results suggest that both cultures acknowledge avoidant approaches, but the underlying intentions for Americans alone are associated with a lack of confidence. Research limitations/implications - Results are based on one conflict scenario and the participants are managers working in mainland China. These factors may limit the generalizability of the results. Practical implications - The findings of this paper suggest that managers should consider cultural differences in conflict management when diagnosing and intervening in conflict situations in different cultures. Originality/value - The authors present new concepts for potential inclusion in a comprehensive model of conflict management. The authors illustrate the value of using an inductive approach to improve our understanding of conflict management across cultures. [ABSTRACT FROM AUTHOR]

This paper examines compacts used by U.S. western states to engage in shared governance of interstate rivers. Compacts are viewed as inflexible, rigid governance structures incapable of responding to changing environmental and institutional settings because of the use of unanimity rules and the inability to directly regulate water users. Using data from a study of 14 western interstate river compacts we examine this claim. In particular, we explore the response of compacts to water conflicts. We find that members of compacts, closely related water agencies, and compact governments are capable of responding to conflicts. To better understand this finding, we identify the conditions under which compacts are likely to address conflicts, as well as the types of conflict solutions compact governments adopted. [ABSTRACT FROM AUTHOR]

Difficult polarizing problems/conflicts are pervasive in the United States and the world. Welcome to spiritual rationality/connectedness problem solving and negotiation involving spirituality and rationality, and emphasizing connectedness in problem solving. In particular, we develop CPSN-ESD—Connectedness Problem Solving and Negotiation (CPSN) through Evolutionary Systems Design (ESD)—discussing spiritual rationality/connectedness and highlighting connectedness with One and with each other as values, among others, in problem solving. In CPSN-ESD, CPSN is effected through ESD, a game-theory based, general formal systems- spirituality modeling/design framework for individual and multiagent (group) problem solving and negotiation implemented by computer technology. Problem solving is represented by an evolving problem system of purposes and their relations from the lowest-level action to the highest purpose, ultimate common ground—spirituality, connectedness with One (or a surrogate, as discussed). For an agent, an evolved problem system satisfying spiritual rationality identifies right action (a solution) producing spirituality, connectedness with One (or a surrogate). A negotiation agreement requires multiagent agreement on the action to be taken. Agents may be natural or artificial. The paper focuses mostly on human agents with ideas being applicable to other natural and artificial (computer) agents with lesser (or greater) capabilities than humans according to their built-in capabilities. Present-to-future CSPN-ESD work includes furthering support of human agents; designing spiritual agents; designing multiagent systems for connectedness capitalism; developing connectedness democracy; further research and applications on intercultural and international negotiation; work on the world connected. [ABSTRACT FROM AUTHOR]

Pre-play discussion consistently increases cooperation in dilemma interactions. Most explanations of this “cheap-talk” effect are based on either commitment or group solidarity effects. Because discussion about the upcoming dilemma allows participants to make promises and creates group solidarity, the 2 explanations are often confounded. This paper aims to clarify past results by having participants engage in an unrelated discussion prior to a dilemma interaction. We find that solidarity effects can be induced by minimal group categorizations, but are relatively weak. Discussions involving consequential but unrelated coordination tasks are shown to prime cooperative norms and increase cooperation with both in-group and out-group members. Our findings suggest that cheap talk may work for even cheaper reasons than previously thought. [ABSTRACT FROM AUTHOR]

Cities around the world are challenged by a growing ethnic diversity and previous studies theorize that two of the factors that contribute to ethnic differences in public participation are conflict communication style and sense of community. This paper addresses these factors as predictors of community meeting attendance by two ethnic minority groups—African Americans and Korean Americans. Survey findings indicate ethnic differences as predictors of intent to attend a community meeting, and implications for facilitation of meeting processes are discussed. Further research is suggested to deepen understanding of how different ethnic groups perceive and respond to conflict in public meetings. [ABSTRACT FROM AUTHOR]

Since September 11, many cities have undergone significant changes in both morphology and management as a result of the greater perceived risk of terrorist attack. Such changes have often sought to territorialise the city through the redesign of space and the modernisation of management systems. More recently, such 'resilience' planning is becoming increasingly focused upon how the general public can assist this securitisation process by becoming better prepared and more responsible for their personal risk management. To illustrate these processes, a case study of Manchester, UK, between 1996 and 2006 will be used to indicate how these operational changes are having impacts on the rebordering of the city and upon broader issues of citizenship. The paper also questions how greater public acceptability can be achieved within urban security strategies. [ABSTRACT FROM AUTHOR]