Tilburg University Worldview Conflict
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Part Four - 'Made in America: Christian Fundamentalism' Transcript
Part Four - 'Made in America: Christian Fundamentalism' Transcript Date: Wednesday, 10 November 2010 - 2:00PM Location: Barnard's Inn Hall 10 November 2010 Made in America Christian Fundamentalism Dr John A Dick Noam Chomsky: “We must bear in mind that the U.S. is a very fundamentalist society, perhaps more than any other society in the world – even more fundamentalist than Saudi Arabia or the Taliban. That's very surprising.” Overview: (1) Introduction (2) Five-stage evolution of fundamentalism in the United States (3) Features common to all fundamentalisms (4) What one does about fundamentalism INTRODUCTION: In 1980 the greatly respected American historian, George Marsden published Fundamentalism and American Culture, a history of the first decades of American fundamentalism. The book quickly rose to prominence, provoking new studies of American fundamentalism and contributing to a renewal of interest in American religious history. The book’s timing was fortunate, for it was published as a resurgent fundamentalism was becoming active in politics and society. The term “fundamentalism” was first applied in the 1920’s to Protestant movements in the United States that interpreted the Bible in an extreme and literal sense. In the United States, the term “fundamentalism” was first extended to other religious traditions around the time of the Iranian Revolution in 1978-79. In general all fundamentalist movements arise when traditional societies are forced to face a kind of social disintegration of their way of life, a loss of personal and group meaning and the introduction of new customs that lead to a loss of personal and group orientation. -
Stereotypes and Prejudice
Stereotypes and Prejudice Their Overt and Subtle Influence in the Classroom CONNIE T. WOLFE University of Michigan STEVEN J. SPENCER Hope College The authors examine overt and subtle forms of stereotyping and prejudice. Two theories that explain overt prejudice are reviewed: realistic conflict theory and social identity theory. Although overt prejudice seems to have declined, subtle stereotyping is still pervasive. The authors review one theory, aversive racism theory, that explains this phenomenon. They also discuss two perspectives, attributional ambiguity and stereotype threat, which provide accounts of the impact of subtle racism. Both overt and subtle prejudice present challenges for the classroom. The authors describe one intervention called the jigsaw classroom that encourages work toward common goals and helps reduce the expression and impact of overt discrimination. A second intervention program, wise schooling, is presented, which aims to reduce the impact of subtle stereotypes by reducing stereotype threat. Why do prejudice and discrimination exist? Has overt racism been replaced by more subtle forms of prejudice? How does stereotyping affect its targets? In this article we describe two theories, realistic conflict theory and social identity theory, which provide an answer to the first question. We address the second question by noting that although overt discrimination has decreased, subtle forms of prejudice are still quite common and we describe one theory, aversive racism, that provides a compelling account of this change in the expression of prejudice. Finally, we answer the third question by describing two phenomena, attributional ambiguity and stereotype threat, that result from the pervasive nature of subtle stereotyping. This article is a selective overview of what social psychology has to say about these crucial issues. -
Conflict Sensitivity and Peacebuilding Programming Guide
CONFLICT SENSITIVITY AND PEACEBUILDING Programming Guide NOVEMBER 2016 N C O FLIC S T EM AN T A S L Y Y S S I E S & M T H E N O O I R T I E A S T N O E F M C E H L A P N M I G E & N P G I R S O E G D R M A CONFLICT 02 SENSITIVITY AND PEACEBUILDING PROGR AMMING GUIDE AcKNOWLEDGEMENTS There are many individuals across UNICEF who have provided valuable insights and contributions to the production of this guide. The guide was produced through a consultative process and informed by practical application of its content through several training workshops at country and regional levels, often tied to UNICEF programme planning processes. Special thanks go to Zachary Metz, Naghmeh Sobhani and Kristoffer Nilaus-Tarp, the three consultants who worked closely with Sharif Baaser and John Lewis (HATIS/ Programmes Division, UNICEF NYHQ) in producing the guide as part of a broader capacity development project. UNICEF would like to thank the Government of The Netherlands and the Swiss Agency for Development and Cooperation (SDC) for their generous funding contributions that made the production of this guide possible. CONFLICT SENSITIVITY AND 03 PEACEBUILDING PROGRAMMING GUIDE SUMMARY, OVERVIEW AND GUIDE TO THE GUIDE SUMMARY AND OVERVIEW The Conflict Sensitivity and Peacebuilding Programming Guide is a tool for UNICEF field staff and leadership to understand, situate and operationalize conflict sensitivity and peacebuilding through UNICEF’s existing work or new initiatives in different contexts and in partnership with other stakeholders. -
The Psychology of Peace, Conflict, and Reconciliation in Northern Ireland Spring, 2019 PSY386 Tentative Syllabus (Updated 4/6/19)
The Psychology of Peace, Conflict, and Reconciliation in Northern Ireland Spring, 2019 PSY386 Tentative Syllabus (updated 4/6/19) Professor: Ellen Shupe, Ph.D. 2218 ASH Email: [email protected] Cell: (616) 516-0818 Readings Feeney, B. (2004). A short history of the Troubles. Dublin, Ireland: The O’Brien Press. Additional readings (see list below) Course Overview The Psychology of Peace, Conflict, and Reconciliation in Northern Ireland is a 6-credit study abroad program consisting of 3 weeks of class meetings on the GVSU Allendale campus and three weeks of travel and study in the North of Ireland. The course focuses on the psychology of conflict and on the psychology of peace and reconciliation, two topics that are often studied independently. There is a long history of scholarship on the dynamics, causes, and consequences of conflict and violence, from a variety of perspectives (e.g., social, biological, and clinical) and on interpersonal, intergroup, and international levels. Unlike theory and research on conflict, the specific focus on peace and reconciliation is relatively new to psychology. The emerging field of peace psychology draws on rich theory from clinical, social, political, and community psychology, and is influenced by literature from sociology, international relations, political science and other fields outside of psychology. Thus, both the psychology of conflict and the psychology of peace and reconciliation are broad topics that could easily be studied over the course of a year or more. Although we will also discuss interpersonal and international conflict, PSY386 will focus primarily on the psychological literature related to violent intergroup and ethnopolitical conflict and peace-building efforts, as they are most relevant to Northern Ireland. -
Ebook Download the Psychology of Conflict and Conflict Management
THE PSYCHOLOGY OF CONFLICT AND CONFLICT MANAGEMENT IN ORGANIZATIONS 1ST EDITION PDF, EPUB, EBOOK Carsten K W De Dreu | 9781136679926 | | | | | The Psychology of Conflict and Conflict Management in Organizations 1st edition PDF Book Newstrom eds. Breaking the bonds of reciprocity in negotiations. These studies report that individuals low on need for affiliation prefer a dominating style, whereas those high on need for affiliation tend to use an obliging style. In forcing, one party aims to achieve his or her goal by imposing a solution onto the other party. Zaheer, S. Conflict within interdependence: Its value for productivity and individuality. Those differences will lead to conflict if the individuals reach different conclusions. Wiley Encyclopedia of Management , 11 , 1—4. Recently viewed 0 Save Search. Help Learn to edit Community portal Recent changes Upload file. The five styles are as follows:. The Academy of Management Review, 23 3 , — Journal of Applied Psychology , 97 2 , — How arbitration works. International Journal of Conflict Management , 5 , — Management of a business. Journal of Personality and Social Psychology , 66 4 , — The goal is to hold conflict levels in the middle of this range. Conflict coaching is a new and rapidly growing process in the public as well as private sector Brinkert, This style is also the best choice in situations in which one party cannot resolve the conflict alone. This process is experimental and the keywords may be updated as the learning algorithm improves. Academy of Management Journal, 26 2 , — Types of management. It takes two to tango: An interdependence analysis of the spiraling of perceived trustworthiness and cooperation in interpersonal relationships. -
The Art and Science of Framing an Issue
MAPThe Art and Science of Framing an Issue Authors Contributing Editors © January 2008, Gay & Lesbian Alliance Against Defamation (GLAAD) and the Movement Advancement Project (MAP). All rights reserved. “Ideas are a medium of exchange and a mode of influence even more powerful than money, votes and guns. … Ideas are at the center of all political conflict.” —Deborah Stone, Policy Process Scholar, 2002 The Art and Science of 1 Framing an Issue an Issue and Science of Framing Art The The Battle Over Ideas 2 Understanding How People Think 2 What Is Framing? 4 Levels of Framing 5 Tying to Values 6 Why Should I Spend Resources on Framing? 6 How Do I Frame My Issue? 7 Step 1. Understand the Mindset of Your Target Audience 7 Step 2. Know When Your Current Frames Aren’t Working 7 Step 3. Know the Elements of a Frame 7 Step 4. Speak to People’s Core Values 9 Step 5. Avoid Using Opponents’ Frames, Even to Dispute Them 9 Step 6. Keep Your Tone Reasonable 10 Step 7. Avoid Partisan Cues 10 Step 8. Build a New Frame 10 Step 9. Stick With Your Message 11 “Ideas are a medium of exchange and a mode of influence even more powerful than money, votes and guns. … Ideas are at the center of all political conflict.” —Deborah Stone, Policy Process Scholar, 2002 2 The Battle Over Ideas Are we exploring for oil that’s desperately needed to drive our economy and sustain our nation? Or are we Think back to when you were 10 years old, staring at destroying delicate ecological systems and natural your dinner plate, empty except for a pile of soggy– lands that are a legacy to our grandchildren? These looking green vegetables. -
The Effects of Racial Conflict on Organizational Performance: a Search for Theory
New Horizons in Adult Education and Human Resource Development 13 Volume 21, Number 1/2, Winter/Spring 2007 THE EFFECTS OF RACIAL CONFLICT ON ORGANIZATIONAL PERFORMANCE: A SEARCH FOR THEORY Marilyn Y. Byrd Instructor, Business Administration and Systems University of Mary Hardin-Baylor Abstract This article addresses the effect of racial conflict on organizational performance as an issue that needs theoretical support in the foundational theories of human resource development (HRD). While the field of HRD recognizes theories from multiple disciplines, the field lacks a theoretical framework to inform leadership in managing racial conflict. In this article literature across multiple disciplines was reviewed to identify research and theory that links racial conflict, racial groups, organizational groups, and performance outcomes. The findings indicate Critical Race Theory (Bell, 1993; Delgado, 1995; Ladson-Billings & Tate, 1995) and Embedded Group Theory (Alderfer & Smith, 1982) provide useful frameworks for addressing inter-group conflict by offering counter discourse through storytelling. This article also suggests a conceptual framework for HRD to begin theory-building research of its own. The purpose of this article is to address the effect of racial conflict on organizational performance as an issue that needs theoretical support in the foundational theories of HRD. This article examines foundational theories of HRD, suggest a conceptual framework for theory- building research addressing racial conflict, racial groups, organizational groups, and performance outcomes, discuss why HRD should be concerned with racial conflict, and review theories and research from other fields that might be useful in addressing the topic. The following research questions are addressed: 1. What foundational theories of HRD inform racial conflict among work groups? 2. -
Psychology, Meaning Making and the Study of Worldviews: Beyond Religion and Non-Religion
Psychology, Meaning Making and the Study of Worldviews: Beyond Religion and Non-Religion Ann Taves, University of California, Santa Barbara Egil Asprem, Stockholm University Elliott Ihm, University of California, Santa Barbara Abstract: To get beyond the solely negative identities signaled by atheism and agnosticism, we have to conceptualize an object of study that includes religions and non-religions. We advocate a shift from “religions” to “worldviews” and define worldviews in terms of the human ability to ask and reflect on “big questions” ([BQs], e.g., what exists? how should we live?). From a worldviews perspective, atheism, agnosticism, and theism are competing claims about one feature of reality and can be combined with various answers to the BQs to generate a wide range of worldviews. To lay a foundation for the multidisciplinary study of worldviews that includes psychology and other sciences, we ground them in humans’ evolved world-making capacities. Conceptualizing worldviews in this way allows us to identify, refine, and connect concepts that are appropriate to different levels of analysis. We argue that the language of enacted and articulated worldviews (for humans) and worldmaking and ways of life (for humans and other animals) is appropriate at the level of persons or organisms and the language of sense making, schemas, and meaning frameworks is appropriate at the cognitive level (for humans and other animals). Viewing the meaning making processes that enable humans to generate worldviews from an evolutionary perspective allows us to raise news questions for psychology with particular relevance for the study of nonreligious worldviews. Keywords: worldviews, meaning making, religion, nonreligion Acknowledgments: The authors would like to thank Raymond F. -
How Our Worldviews Shape Our Practice
How Our Worldviews Shape Our Practice Rachel M. Goldberg This article reviews research on the effect of a conflict resolution practi- tioner’s worldview on practice. The results revealed patterns connecting worldview frames with differing uses of power. Forty-three environ- mental and intercultural practitioners were interviewed, and narrative and metaphor analysis was used to reveal key worldview orientations in their practice stories. The results are correlated in continuums and “pro- files” of the worldview orientation. The findings strengthen previous work questioning the effects of the traditional neutrality stance, deepen fieldwide arguments for the embedded nature of worldview and cul- ture, and describe new methods that reveal some of the dynamics between worldview and practice. Native American tribe spent many years struggling against a govern- Ament agency for permanent residence status on their traditional homeland (the ability to live in and use their traditional homeland). Over time, their argument became a fight about permanent homes, because this was the only way to argue for use of the land that the agency understood. For the agency representatives, permanent housing (a building) was syn- onymous with permanent residence (ability to live on and use the land). One day, the mediator who was working with the tribe asked them why they wanted permanent homes. It turned out that the area became very hot during the summer; the tribe had traditionally built temporary homes in the winter and migrated to the mountains during the hot season. It become clear that the tribe did not even really want permanent housing, but a right to reside legally in the area—in their case, a very different goal. -
What Is Racial Domination?
STATE OF THE ART WHAT IS RACIAL DOMINATION? Matthew Desmond Department of Sociology, University of Wisconsin—Madison Mustafa Emirbayer Department of Sociology, University of Wisconsin—Madison Abstract When students of race and racism seek direction, they can find no single comprehensive source that provides them with basic analytical guidance or that offers insights into the elementary forms of racial classification and domination. We believe the field would benefit greatly from such a source, and we attempt to offer one here. Synchronizing and building upon recent theoretical innovations in the area of race, we lend some conceptual clarification to the nature and dynamics of race and racial domination so that students of the subjects—especially those seeking a general (if economical) introduction to the vast field of race studies—can gain basic insight into how race works as well as effective (and fallacious) ways to think about racial domination. Focusing primarily on the American context, we begin by defining race and unpacking our definition. We then describe how our conception of race must be informed by those of ethnicity and nationhood. Next, we identify five fallacies to avoid when thinking about racism. Finally, we discuss the resilience of racial domination, concentrating on how all actors in a society gripped by racism reproduce the conditions of racial domination, as well as on the benefits and drawbacks of approaches that emphasize intersectionality. Keywords: Race, Race Theory, Racial Domination, Inequality, Intersectionality INTRODUCTION Synchronizing and building upon recent theoretical innovations in the area of race, we lend some conceptual clarification to the nature and dynamics of race and racial domination, providing in a single essay a source through which thinkers—especially those seeking a general ~if economical! introduction to the vast field of race studies— can gain basic insight into how race works as well as effective ways to think about racial domination. -
Ch 12: Aggression
13 Aggression and conflict What’s it about? (Social Psychology pp. 482–525) Conflict is seen as the perceived incompatibility of goals, where what is wanted by one group may be against the desires of another group. Aggression is defined by social psychologists as a behaviour whose immediate intent is to hurt someone. There are generally two distinct categories of aggression: instrumental aggression and hostile aggression. Group norms often promote aggressive behavior rather than restraining it. Models can reduce aggression, but often also enhance it. Factors that increase the chances of aggression include emotional arousal, alcohol, and time pressure, but similarity reduces aggression. The realistic conflict theory argues that intergroup hostility, conflict, and aggression arise from competition among groups for mastery of scarce but valued material resources. The relative deprivation theory suggests that social comparison, not objective reality, determines how satisfied or dissatisfied people are with what they have. Approaches to reduce aggression and conflict include minimizing or removing aggressive cues; altering perceptions; encouraging cooperation; encouraging careful interpretation and identification with others; trying to find mutually acceptable solutions; or working together toward a shared goal. Negotiation is reciprocal communication designed to reach agreement in situations where some interests are shared, and some are in opposition. Superordinate goals are shared goals that can be attained only if groups work cooperatively -
American Worldview Inventory 2021 Release #4: the National Religious Realignment: Identifying Dramatic Changes in Long-Term Faith Commitments
American Worldview Inventory 2021 Release #4: The National Religious Realignment: Identifying Dramatic Changes in Long-Term Faith Commitments Dr. George Barna, Director of Research, Cultural Research Center Release Date: June 8, 2021 One of the strengths of America for more than two centuries was the consistency of people’s faith commitments. Not only did more than nine out of 10 Americans associate with the same faith (Christianity), but that alignment brought with it common views about morality, purpose, family, lifestyle, citizenship, and values. But the dramatic erosion of shared Christian belief over the past 30 years is ushering in a number of rapid and radical changes in the relatively stable major religious alignments of America, according to new research from the Cultural Research Center at Arizona Christian University. The latest findings from theAmerican Worldview Inventory 2021 identify a number of major shifts in the U.S. religious landscape, including: • dramatic changes in the faith of American Hispanics, with a decrease in the number of Hispanic Catholics, accompanied by a sharp increase in Hispanic “Don’ts”—those who don’t believe, don’t know, or don’t care if God exists; • fast growth in Islamic, as well as Eastern and New Age religions; • a consistent 30-year decline in both Christianity and confidence in religion; • a breathtaking drop in four critical spiritual indicators: belief in God, belief in the Bible, recognition of salvation through Jesus Christ, and possession of a biblical worldview; • and a surprising increase in belief in reincarnation, even among Christians. Hispanic Faith For the past several decades Hispanics have been a major growth segment for the Catholic Church in America.