VOLUME 28 ISSUE 1 DECEMBER 2012 ISSN: 2306-1251

SPECIAL POINTS OF INTEREST: Call for volunteers Stellenbosch 2012 Conference Stories from the Field 2013 Elections Call for submission IACM 2013

Leymah Gbowee, Noble Peace Prize Laureate from Liberia, Addresses IACM in Stellenbosch South Africa.

WENDI L. ADAIR // PRESIDENT 2013 President’s Corner

President’s Corner 1 At the helm of a non-profit volunteer organization:

Stellenbosch 2012 4-13 Steering IACM to growth and sustainability Conference

NCMR Update 14 s IACM President, I have the privilege of doing more than just planning our annual conference.

Executive Office Update 15 A Over a three-year term (as President-elect, President and past-President), I have the opportu- nity to work with a motivated and creative team of IACM officers to change, improve, and grow In Memoriam 16 our organization. Many of our past presidents and officers have made a notable impact, gently Stories from the Field 17-19 steering IACM towards the organization we know today. Some of the courses successfully 2013 IACM Elections 20-21 navigated by your IACM board members since I have been an IACM member include 1) creating our association journal, NCMR, 2) bringing conference submissions and registration on-line, Call for Collaborators 22 and 3) giving Signal a new format and expanded content. All these initiatives are the product Call for IACM 2013 22 of the efforts of IACM members who were willing to serve and improve our organization. And, Award Nominations they are all products of purely volunteer efforts, because IACM is a volunteer organization. AOM 2013 Calls 23 As a volunteer organization, we rely on occasional or regular volunteers for our operations. IACM 2013 Conference 24 As a volunteer organization, we are characterized by autonomy from the state, self-governance IACM Board 25 through an unpaid board, and a not-for-profit orientation. In the following paragraphs, I will introduce you to the volunteer efforts that go on behind the scenes at IACM. You may be thinking, Just released book 26 why is Wendi wasting her semi-annual message on a boring organizational chart? Because I Editor’s Note 26 believe that many of our members don’t know how many volunteers it takes to run IACM and how much we need you to be active to maintain and boost the viability of our organization. If you have ever asked yourself, “Why are the same people always on the election ballot?” “Why doesn’t anyone ask me to run for office?” then please read on as I try to answer those questions and, hopefully, motivate you to become a more active IACM member.

I have been an active IACM member since 1998, but I only truly realized that IACM is a volunteer organization in 2010 when I became IACM President-elect. Each year, our President-elect seeks

CONTINUED ON PAGE 2 PRESIDENT’S CORNER // CONTINUED FROM PAGE 1

out members willing to run in our annual elections other members are willing to run the organization. But for Board Representative-at-Large and President. this perspective is both short-sighted and self-interested. Likewise, the current President is often searching for Volunteer organizations need consistent support from volunteers for many other essential IACM roles, such as members to maintain their viability. Leadership positions NCMR Editor, Signal Editor, Communications Director, rotate on a regular basis and need a regular flow of etc. Until I found myself looking for member volunteers, members willing to take on responsibility. I never fully realized or appreciated that our organiza- What are some ways to volunteer for IACM? Your tion only exists due to the volunteer efforts of our organization needs volunteers in many leadership members. When I calculated that over the past 3 years, capacities including: only 3% of IACM members approached to run for office were willing to do so, I realized that there may be Elected positions (voting board members): many members who are not aware of all the volunteer š President (3-year term as President-elect, President, opportunities or members who haven’t been approached then past-President) “Volunteer and are not sure how to become involved. Hence, š Representative-at-Large (2-year term) organizations like the following paragraphs include information and IACM need consistent Nominated positions (self-nominations welcomed opportunities for you as IACM members to get support from and encouraged): involved and help steer your organization. Our team members to maintain of volunteer member-leaders is a fun, dedicated, and š Executive Director (3-5 year term) their viability.” sometimes eccentric group of members committed to š Communications Director (3-year term) maintaining the organizational health and viability š Signal Editor (3-year term) of IACM. Joining the team is a great opportunity to š NCMR Editor (3-year term) network, connect, and give back to your organization. š Conference Program Chair (1 year) š Conference Local Arrangements Chair (1 year) IACM was created and exists solely for the benefit š Photographer (ongoing) of its members, so let’s briefly visit the many ways you š Financial Investments Oversight (ongoing) personally may benefit from the existence of IACM, the š Regional Representatives (2-3 year term, currently many ways you identify with IACM as an organization, seeking regional reps to promote IACM in your area why you should volunteer for IACM, and how to of the world, see below for more information) volunteer for IACM. How do members benefit from š Advisory Council Chair (3-year term) and identify with IACM? We all benefit from the IACM annual conference by presenting our research (strength- How to volunteer for IACM: The easiest way to ening our writing, building our CV, and for the lucky few, volunteer for IACM is to let a current member of the getting awards), getting feedback from colleagues, leadership team know you are interested. However, networking with colleagues and clients, promoting the there are several myths floating around that may be work of our students, and having a great time with preventing members from speaking up, so let me friends. We also benefit from the promotion of our field briefly dispel some of those myths. through the IACM journal, NCMR. Semi-annually you I can’t be IACM president or take on receive the IACM Signal newsletter which, along with MYTH #1 a critical leadership role because my our website, provides information on job openings, university won’t give me a course release or a stipend journal special issues, conferences, new publications, to hire an assistant. and more. Finally, IACM offers you an opportunity to contribute to different communities and societies and Yes you can! I don’t receive either, and in my survey walk-the-talk of conflict management. Through all these of the past 5 Presidents, none of us asked for or received activities, we all identify with IACM as our professional a course release or a stipend for serving as IACM association as well as our group of colleagues and friends. President or in one of our critical leadership roles.

Why volunteer for IACM? Our volunteer organization This is simply a myth. If a past IACM President or is a public good. Like many public goods dilemmas, it is NCMR Editor received a course release or stipend, easy to assume that IACM will always be there because this was an exception. It is not the norm.

2 IACM // SIGNAL // VOLUME 28 // ISSUE 1 You can’t serve IACM unless someone like you and me who are willing to make the time in MYTH #2 invites you. their busy lives to discover the value in giving back to their organization. Who knows, maybe if you volunteer We are always looking for volunteers. The President- for IACM you will end up being even more productive elect may not know you! We solicit volunteers and across the board. Not to mention that you will have a nominations for officers twice a year. We always lot of fun as part of our leadership team! welcome self-nominations. Please volunteer. We will welcome you with open arms. All of the positions are filled. There are no openings. You can’t help with the conference if you MYTH #6 MYTH #3 are at a public school and your Dean won’t Many of our IACM leaders have been serving in give any money to sponsor the conference. their respective roles for many, many years and would welcome handing the role over to another volunteer The IACM conference will proceed each year with the member. So if there is an existing position that sounds same general prices, meals, and accommodations you “ C urrently we are looking interesting, please let us know. We also have volunteers are accustomed to, regardless of whether the conference for 5-6 IACM Regional rotating and positions opening on an annual basis, so team is able to raise sponsorship money. We greatly Representatives. This anytime is a good time to speak up. appreciate efforts of conference planning teams to raise will help to increase external funds from Universities or local businesses to Currently we are looking for five to six IACM Regional global representation in help defray conference costs. However, we have put on Representatives. This is a new initiative designed to help our organization and many affordable annual conferences without generous increase global representation in our organization and annual meetings.” university or corporate donations through careful at our annual meetings. Regional Representatives will planning and negotiating. It is simply a myth that the be responsible for promoting IACM in their area of the conference team must include someone at a Tier 1 world through such activities as sending out conference U.S. business school or has to raise $20,000 to put information to universities and conflict management on the conference. organizations that might not be aware of IACM, organizing region-specific panels for a conference, Only people with a Kellogg connection or writing a column on conflict management in their MYTH #4 get elected as IACM President. region of the world for Signal. Sound interesting? I thought I would do the research on this one. I was able Please let us know. to get data about 24 of the 27 past and current IACM Last, we welcome suggestions for innovative roles that Presidents, regarding their PhD institution, Post Doc aren’t currently part of our leadership team. We never positions, and faculty positions. Of those 24, only three had a Conference Photographer until one member with had a Kellogg PhD and one did a Post Doc at Kellogg. a talent for photography spoke up and volunteered to Considering that Kellogg graduates a lot of PhD students take on this position. Do you have a talent or interest and hosts many Post Docs in negotiation and conflict that you think could benefit our organization? If so, management, the presence of only four Kellogg connec- please let us know. Now that you are all motivated to help tions among 24 IACM Presidents is quite small and us out and be part of our great leadership team, please certainly does not suggest any systematic bias. email me ([email protected]) and tell me what role Members should wait for the right time interests you. Steering a ship is not a one-person job. MYTH #5 to serve IACM. It isn’t good to volunteer IACM is a vibrant community and a healthy volunteer if you have a busy year coming up. organization that welcomes member contributions to maintain our course. I would love to hear from you. Every year is a busy year. We all have multiple courses, clients, writing commitments, graduate students, courses to teach, etc. The good thing about volunteering is that Wendi Adair, the energy of the leadership and management team fires IACM President up some extra energy in you (and who doesn’t want that?) Volunteer organizations are run by busy people

IACM // SIGNAL // VOLUME 28 // ISSUE 1 3 MARTIN EUWEMA // PRESIDENT 2012 Stellenbosch, South Africa Conference 2012 Working on conflict: The after-party

celebrated the 25th annual attitude to both academics and policy-makers, š IACM-participants have been performing IACM conference this year. And indeed, was provocative and inspiring. Her Q & A community work in South Africa, before and it was quite a celebration! Those who joined session was amusing and to the point. We felt after the conference. I know some partici- certainly will remember the Pan-African honored with her presence. If you have not pants felt IACM still was and is a ‘white, elite awards dinner. I have not seen at any prior seen or read it, I can only highly recommend group of people’. This is true in many ways. conference, participants jumping to the dance ‘Pray the devil back to hell’, as a documentary, Academics are, almost by definition, elite. floor that eagerly, massively, and continuously. and her biography ‘Mighty be our powers’. As elites we have to take responsibilities. Excursions, from Robben Island, to the A very inspiring book, showing what peace And I was impressed by the initiatives of townships and scenic routes, contributed to building really means in practice. Peter quite a few of the participants who worked a better understanding of the historical and Coleman, at the Q&A , sharing ‘Leymah, you for one or two weeks, or shorter, with local, contemporary conflict dynamics in South are my hero!’, I am sure he reflected the feeling less, privileged communities. And continue Africa. We had a really rich program, both of many, and certainly mine. The afterparty to do so. Throughout the entire conference, in terms of quality and quantity, and of this conference might be worth mentioning. IACM 2012 hosted a special track on attendance (228 participants) well I would like to highlight two — of the many mediation, provided by academics as well exceeded our expectations. aspects, expressing the importance of as outstanding mediators. This track was organizing IACM conferences in the way we organized in close cooperation with the We enjoyed an interdisciplinary and have done for so many years. new Association for Mediation Education. challenging program. Personally, I was very This has been a really fruitful exchange of happy with our three key note speakers. practices and people, and starting point Starting with Judge Arthur Chaskalson, who “We do face challenges in of new forms of collaboration, in research shared insightful views and experiences on developing further, and most of all, and in teaching. I would like to express once the development of the new South African IACM has still a huge potential to be explored further.” more my deep gratitude to the conference constitution—highly complex negotiation team: Lindy, Ozum, Hillie, and Shaul on the process. Listening to him, I was struck by the program side, and David, Sunelle, Barney, total absence of ego. Here, we met a truly wise First, bridging between academic and and last but certainly not least, Katalien, on elderman, sharing challenges, without any practitioner worlds. the local arrangements side. Also Shirli and need to express his own impressive role in š Leymah Gbowee’s new initiative (AGLI: Shelly, together the IACM backbone, were these processes. Two more keynotes by two African Girls Leadership Initiative) and key to the success of this organization. young women followed. Ellen Giebels inspired IACM cooperate to provide scholarships Thanks a lot! us with her work on hostage negotiations, and for African girls who have leadership more so, with her strong appeal to be really Lessons learned are many. I realized IACM potential, however lack the means to follow engaged in your field work. Ellen demon- has a strong culture, with its own traditions, education. This is highly needed! The strated why she was this year’s IACM Rubin particularly visible at the annual conferences. University of Leuven has started a new fund Award winner. Research is not simply ‘being’ We do have quite a strong in-group, and at the following up on our IACM initiative, to in the field, observing. It is working together same time are an open community, welcoming develop these scholarships to a large scale, with people, to help them understand what is new people, new cultures. We do face ongoing and in a sustainable way. We link this with going on in violent conflicts. And through this challenges to develope further; and most of the network of European Research Universi- engagement helping people at the same time, all, IACM has a huge potential to be explored ties. And we hope that many will join. The learning and building academic knowledge. further. I can only encourage you to put some University of Seville also shares in this of your energy into this network, to discover The charisma of Leymah Gbowee really initiative. Realizing the huge financial and and exploit this potential. engaged the IACM community. Her direct, organizational problems nowadays in no-nonsense, activist approach, and critical Spain, this is highly admirable.

4 IACM // SIGNAL // VOLUME 28 // ISSUE 1 BARNEY JORDAAN // LOCAL ARRANGEMENTS CHAIR 2012 Hosting the Stellenbosch 2012 Conference

t was a great honour for the Africa Centre for Dispute and spirit of Africa. The choice to stay at a residential I Settlement (ACDS) at the University of Stellenbosch conference venue also was made deliberately. Business School to act as host of the 2012 IACM annual In this way, we offered an opportunity for networking conference, the first of its kind on the African continent. and reducing the risks of early and easy withdrawal The local arrangements committee consisted of Katalien from the conference. Outside of the conference, Bollen, department of psychology at the Catholic participants and their families had time to explore the University of Leuven; Professor Barney Jordaan, head beauty of the Cape Winelands, visit game reserves, of the ACDS and Sunelle Hanekom, administrator at the Robben Island, and go on ‘township’ tours. Some also ACDS since January 2012 (and prior to that Alexandra did volunteer work with NPO’s in township areas. “ E very effort was made de Beer). The team worked in close cooperation with Finally, the programme was unique in that it included to turn the conference Martin Euwema, 2012 president of IACM and Lindy a special mediation track. This served to attract local into an all-African (and Greer as program chair. While we were not able to attract practitioner interest over and above the academic not exclusively South corporate sponsorships, we were able to attract financial African) event.” interest that the conference generated. The local sponsors such as ESSEC, James Wall, and Schouten organising committee learnt some valuable lessons: Nelissen University. Also the AC4 (Columbia), DRRC (Northwestern) and ACCORD provided substantial it is critical for there to be good coordination scholarships, for which we are, and remain, grateful. A. between members of the committee in the country The University of Stellenbosch made in-kind contribu- where the event is to be held and committee tions, including marketing and provision of conference members who are situated abroad; packages, while other universities (Amsterdam, members of the committee at local level need to Vlerick, Leuven) contributed valuable staff time. B. have a keen eye for detail and must have good Every effort was made to turn the conference into an organisation and negotiation skills; all-African (and not exclusively South African) event. conferences of this nature can have a more lasting To this end, the support of bodies such as the African C. value than merely promoting ‘academic tourism’ Mediation Association (AFMA) and ACCORD was by linking aspects of the conference to local obtained. AFMA represents mediation bodies in Nigeria, challenges. This can be done in several ways, e.g.: South Africa, Egypt, Ghana, Kenya, Uganda, and Senegal. ACCORD (the African Centre for the Constructive š focusing the theme of the conference on issues Resolution of Disputes) is a South Africanbased civil that are of local, as well as, broader significance society organisation working throughout Africa to bring š organising community interactions/activities creative African solutions to the challenges posed by prior to or after the conference conflict on the continent. We also introduced day passes, š using venues and service providers that at regular and reduced fees to encourage local profes- are committed to sustainable business and sionals and students to join IACM. other practices š using socially responsible local service providers, Attendance exceeded our expectations, with more than e.g. for the production of conference name tags, 228 people from over 20 countries attending. A success- provision of entertainment ful event, in a beautiful setting was rounded off with a great party at the awards dinner.

Apart from the comfort of a first-class conference venue, guests also experienced a touch of the friendliness

IACM // SIGNAL // VOLUME 28 // ISSUE 1 5 ESTHER GATHIER Stellenbosch, South Africa 2012 Conference Highlights

s a manager regulatory and public affairs and it was this visit and feeling that made a we talked about mediation in the future; Aof the Netherlands Mediation Institute big impression on me during my stay in challenges for 2020 with participants from — which is the independent quality institute of South Africa. Russia, South Africa, USA, France, Spain, mediation in my country — one of my respon- Italy, the Netherlands, etc. We explored the One day before the conference I moved to sibilities is to keep up with the (international) challenges for mediation, in terms of research, Spier Estate, the conference venue just outside developments on mediation. On a regular basis policy, and practices for the coming years. Stellenbosch in the middle of the wine fields. I see ADR conferences coming by. It was the Together we set up a top ten of issues to be It was a stunning place; the decor featured a conference of IACM with the theme “From studied more for the coming years to 2020. vibrant style with strong colours and textures fear to a common future: 25 years of conflict Because of this session we are still in touch and a collection of art that explored contem- management” that immediately draw my with each other. porary South African culture. I had an attention. Not only because the conference enormous room with a huge fire, so I was very One of the most memorable experiences would be held in the beautiful country of South comfortable while I finalized my presentation. with regard to professional learning was the Africa — which I think, given its history, is the I was also impressed by the sustainability keynote given by 2011 Nobel Peace Prize place for a conference on conflict management of Spier. They also do a good job of employ- Laureate Leymah Gbowee. Not only because — but above all because of the mission and ing lots of local people. I also went on the of her story and challenging questions, but goals of the IACM. conference tours to Robben island and to the also because of the way she spoke. Another Nine days before the start of the conference township Khayelitsha. Both tours were very memorable experience from a social point I went to Stellenbosch to see something of the impressive. It took me a while to recover of view was the gala dinner that we had in area of and to experience a bit of South Africa from the things I saw, heard and felt. Moyo restaurant (outside in a big tent with before the conference. I stayed in the heart candles all over the place). I never went to a I gave my presentation on the first day of the of the picturesque and beautiful village of conference where the participants were having conference; it was about the implementation Stellenbosch. From here I took some tours. such a good time together and here we ended of mediation in the Netherlands. The past 15 One memorable experience during my first up on the dance floor. It was so great meeting years mediation has developed strongly in my week was my visit of Kayamandi, a township new colleagues at the conference. country. In my presentation I described the just outside Stellenbosch, with a population elements that were important for development, To conclude, it was a very special and of about 30,000 people, who came from the which are: the existence of an independent impressive conference in South Africa because rural areas of South Africa (and even other national quality institute for mediation of the interesting program, the conference African countries) in search of work and a which also promotes mediation, the public venue, meeting new colleagues, hearing better future for themselves and their families. policies regarding mediation, our mediation inspirational stories, and especially seeing My guide was born and bred in Kayamandi referral system, and our cultural nature something of this beautiful, diverse and and she gave me an insider’s look at the life (consensus-oriented). confronting rainbow nation, where I learned of a township resident. She took me on a stroll a lot about different ways of dealing with to meet local entrepreneurs and talked about I found that what made the conference conflicts. The keyfob we received as confer- community development in the township. I program so inspiring was the interaction ence participants and which was made by local met the wonderful people of Kayamandi as we between practitioners on the one hand and handicrafts women, is attached to my key walked through the area and I was welcomed the theorists and researchers on the other chain. Every day it reminds me of the strength into their homes. Despite the extreme poverty, hand. I heard that it was the first time that and hope of the people in South Africa. I recognized the vitality and inner strength there was a special track on mediation in the of the community as they build new houses program. As a representative of a mediation Esther Gathier is Manager Regulatory & Public and help each other in the spirit of Ubuntu: institute it was very interesting to learn Affairs at the Netherlands Mediation Institute, African neighbourliness (which was a topic about mediation developments in other and a mediator. of one of the sessions on the conference). I countries. I also remember the last round- experienced a lot of joy and hope in Kayamandi table session of the mediation track in which

6 IACM // SIGNAL // VOLUME 28 // ISSUE 1 CHRISTIANNA GOZZI Stellenbosch, South Africa 2012 Conference Highlights

ape Town welcomed me to its winter with the sun decision makers. I thought back to the classic paper Crising over dewy grape vines, crisp air scented with Her Place at the Table: A Consideration of Gender Issues the smoke of burning wood stoves, ruby wine, a view in Negotiation (1991) and wondered: Is Ms. Gbowee’s of the wavy current that marks the mixing of the perspective dismissed by peace institutions typically Atlantic and Indian Ocean at the Cape of Good Hope operated by members of high power groups because and the staggering majesty of Table Mountain, which she represents a uniquely feminine way of thinking buttresses its cosmopolitan cityscape. about conflict and negotiation? The authors, Kolb and Coolidge, argue that I’d travelled from New York City, where I work women tend to frame and as Assistant Director at Columbia University’s conduct negotiations in a Advanced Consortium on Cooperation, Conflict way that is different than and Complexity (AC4) to attend the 25th Annual the dominant cultural International Association of Conflict Management framework of conflict Conference at the Spier Estate in Stellenbosch. The resolution. Thus, the keynote address was delivered by 2011 Nobel Laure- female voice is either ate Leymah Gbowee. Ms. Gbowee spoke about war in ignored or diluted. This her home country with a cadence so gracefully hopeful highlights the tension that and urgent that her message electrified the audience; Ms. Gbowee illuminates; jolting all of us to our feet in the way that only the a lack of balance between recognition of injustice can. the relational elements of conflict resolution and Ms. Gbowee stressed to the audience, many of whom political models of diplomacy and institution building. were basic researchers studying conflict and peace in “ Ms. Gbowee spoke Ms. Gbowee is fighting for the right of women to sit at the laboratory, to not forget about the human element about war in her home the peace-making table with men. With each stride, she of conflict resolution. She argues that while the Truth country with a cadence carries her community with her — in the foreground. so gracefully hopeful and Reconciliation Committee in South Africa is “Take me out of the community and you’ve taken and urgent that her considered successful, such processes are not applicable everything from me” she says. message electrified to every post conflict setting in Africa. Peace, Ms. Gbowee the audience.” argues, is not delivered or sustained through a checklist, On the IACM sponsored trip to Robben Island my but rather achieved by a non-linear process of healing colleagues and I crested along the choppy Atlantic in a relationships, humanity, and dignity. small ferry packed with black South African high school students whose laughter mixed with the salty air. When “Why does Africa always have to be rushed?” she we disembarked the ferry, the students boarded the bus asked us. It seems hard to not rush reconciliation and which takes visitors around the island. The side of the reconstruction, though, when Cape Town continues to bus read “The journey’s never long when freedom is the confront the tremors of the deep brutality, denial of destination.” In that moment, I was acutely aware of my basic human needs, and slavery that seized the country own privilege — my skin color, my nationality, and this during Apartheid. The stark inequality of townships opportunity to contribute to the scholarly discourse of patchworked corrugated tin and scrap wood casts a that continues to address injustice. dark shadow on the crisp architecture of the wealthy. Christianna Gozzi is the Assistant Director at the Advanced Despite her status as international advisor and hero, Consortium on Cooperation, Conflict and Complexity (AC4) at Ms. Gbowee’s edicts have not yet been enacted by Columbia’s Earth Institute.

IACM // SIGNAL // VOLUME 28 // ISSUE 1 7 (IACM LOGO) SIGNAL, VOLUME 28, ISSUE 1 PAGE 7

Stellenbosch, South Africa 2012 Conference Highlights by Charlie Irvine

CHARLIEThis IR Vyear’sINE conference took us to Stellenbosch, South Africa. This is a new country, with big ideas and wild stories. It was the perfect backdrop to our conference as we attempted to engage with conflict in the ‘real world’. But it was hard to ignore the reality outside the front door. South Africa remains one of the most deeply divided countries on earth. Local people tell us that the Stellenbosch,gap between rich and poor hasSouth actually grown Africa since the end 2012 of apartheid: little wonder, then, that the security industry is pervasive. Extensive European- Conferencestyle houses proclaim ‘armedHighlights response’ on the front gate, while a few kilometres away shanty towns look as if they were built on a rubbish dump.

And yet this feels like a remarkably optimistic place. Again and again we hear his year’speople conference talking took about us to ‘the Stellenbosch, transition’. South Local mediatorhe feelss about have telling fascinating us these stories stories. to ‘At tell first of it helpingwas to negotiate strikes, or riots, or even funerals. These stories speak of a preparedness to tackle the big stuff, Africa. This is a new country, with big ideas and wild very difficult’, he said, ‘but now it’s easier, like a kind T of stepping up to the plate when the nation was in crisis. stories. It was the perfect backdrop to our conference as of healing,’ and he puts his hand to his chest.

we attempted to engage with conflict in the ‘real world’. The most moving stories, however, are told onI sensed Robben a strange Island familiarity (used by about the his apartheid manner, the regime way to But it was hard to ignore the reality outside the front incarcerate black and other non-white political prisoners)he spoke. in It suchis a ableak matter-of-fact place but fashion we are about grateful terrible to step door. Southonto Africa dry land remains after one 45 ofminutes the most of deeplyyawling and rolling on the waves of two oceans. Our guide had spent things that most of us wish had never happened to divided fivecountries years on in earth. the Local prison. people He tell describes us that for us the daily indignities, the seemingly trivial layers of inhumanity, like a daily allowance of 1oz fat for anyone. ‘coloureds’ He was and quiet, 1/2oz unemotional, for ‘bantus’. and He unflinching. shows us the the gap between rich and poor has actually grown since dormitories, the cells, the punishment block andAs th Ie walked exercise back yard to the (where boat it Nelsoncame to Mandelame. He reminded was given the end of apartheid: little non-prison clothes for a morning in 1966, for a meDail ofy someExpress mediation photo-shoot, clients. only When to I haveworked then in familyremoved again straight after).wonder, I ask then, our guidethat the how he feels about telling us these stories. ‘At first it was very mediation I listened to tens or hundreds of stories like “The most moving difficult’, he said, ‘butsecurity now it’s industry easier, is like a kind of healing,’ and he puts his hand to his chest. this, as victims of domestic violence (mostly, but not stories are told on pervasive. Extensive entirely, women) recounted the events that had led I sensed a strange Europeanstylefamiliarity about houses his manner, the way he spoke in such a matter-of-fact fashion about Robben Island. terrible things that most of us wish had never happenedthem to leave. to anyone.Sometimes He they was cried, quiet, but unemotional, mostly they and proclaim ‘armed response’ These stories need unflinching. As I walked back to the boat it camewere to like me. this He man, reminded matter-of-fact me of some and unemotional. mediation clients. on the front gate, while When I worked in family mediation I listened toThe tens stories or hundredsjust had to ofbe storiestold. like this, as victims of to be told, and the domestic violence (mostly,a few kilometres but not awayentirely, women) recounted the events that had led them to leave. world needs to Sometimes they cried,shanty but towns mostly look they as were like Storiesthis man, can’t matter-of-fact be told to no-one. and Theunemotional. listeners play The a stories listen.” just had to be told. if they were built on a crucial part. We are welcomed to Robben Island by a rubbish dump. little community of former prisoners, and even some Stories can’t be told to no-one. The listeners play guardsa crucial (‘they part. were We theare good welcomed guys’ says to Robben our guide). Island I’m by a And yet littlethis feelscommunity like a remarkably of former optimisticprisoners, place.and even some guards (‘they were the good guys’ says our guide). “The most moving sure that the reason we are made so welcome on that Again andI’m again sure we that hear the people reason talking we are about made ‘the so welcome on that island and in this country is this: if no-one stories are told on hears the stories, no healing comes. These storiesisland need and to in bethis told, country and isthe this: world if no-one needs hears to listen. the By transition’. Local mediators have fascinating stories Robben Island. These extension, anyone who has experienced trauma stories,needs tono tellhealing their comes. story, Thesein their stories own needway, to at be a told,time of to tell of helping to negotiate strikes, or riots, or even stories need to be told, their choosing, to a listener they trust. and the world needs to listen. By extension, anyone funerals. These stories speak of a preparedness to and the world needs who has experienced trauma needs to tell their story, tackle the big stuff, of stepping up to the plate when to listen.” Mediators are uniquely privileged. We are invited ininto their people’s own way, lives at ata time their of lowest their choosing,moments. to Sometimes a the nationthey was choose in crisis. to tell us very little. That’s their prerogative. But when they disclose something important we owe it to them, and the wider world, to listen withlistener all our theymight. trust. In doing so, we honour their stories and The most moving stories, however, are told on Robben allow healing to come. Thus the past does not haveMediators the last areword. uniquely privileged. We are invited into Island (used by the apartheid regime to incarcerate people’s lives at their lowest moments. Sometimes they black andThat other must non-white be the political hope for prisoners). South Africa. It is a We are meaning-making creatures, and the people in this choose to tell us very little. That’s their prerogative. But bleak placeamazing but we place are grateful are working to step as onto hard dry as land they can to make sense of the senseless. They need the rest of us when they disclose something important we owe it to after 45 tominutes listen. of yawling and rolling on the waves them, and the wider world, to listen with all our might. of two oceans. Our guide had spent five years in the In doing so, we honour their stories and allow healing prison. He describes for us the daily indignities, the to come. Thus the past does not have the last word. seeminglyCharlie trivial Irvine layers isof inhumanity, a practising like mediator a daily and Visiting Professor at University of Strathclyde, Glasgow, allowanceScotland, of 1oz fat where for ‘coloureds’ he teaches and a 1/2ozMasters for programmThate in Mediation must be the and hope Conflict for South Resolution. Africa. We are meaning- ‘bantus’. He shows us the dormitories, the cells, the making creatures, and the people in this amazing place punishment block and the exercise yard (where Nelson are working as hard as they can to make sense of the Mandela was given non-prison clothes for a morning senseless. They need the rest of us to listen. in 1966, for a Daily Express photo-shoot, only to have Charlie Irvine is a practising mediator and Visiting then removed again straight after). I ask our guide how Professor at University of Strathclyde,

8 IACM // SIGNAL // VOLUME 28 // ISSUE 1 2012 IACM Awards Stellenbosch, South Africa

Outstanding Awards 2012 Jeffrey Z Rubin Theory-to-Practice Award Ellen Giebels

Outstanding Article of the Year Award The Effects of Conflict Asymmetry on Work Group and Individual Outcomes Karen A. Jehn, Sonja Rispens, and Sherry M.B. Thatcher, Academy of Management Journal, 53, 596-616, 2010.

Best Book of the Year Award Evaluating Peace Operations Paul F. Diehl and Daniel Druckman 2010. Boulder, CO: Lynne Rienner Publishers.

Conference Awards Best Empirical Conference Paper Best Theoretical Conference Paper The Effectiveness of a Mediation Program in Symmetrical Managing Differences to Reduce Conflicts and Maximize versus Asymmetrical Neighbor-to-Neighbor Conflicts Performance: The Leadership Effectiveness and Diversity Elze G. Ufkes, Ellen Giebels, Sabine Otten, Karen van der Zee (LEAD) Model Astrid Homan Runner-up Best Empirical Conference Paper Whatever it Takes: The Effects of Rivalry on Unethical Behavior Runner-up Best Theoretical Conference Paper Gavin Kilduff, Adam Galinsky, Edoardo Gallo, James Reade The Rise and Fall of Subgroups and Conflict in Teams: Faultline Activation and Deactivation Best Graduate Student Conference Paper Martijn van der Kamp, Karen Jehn, Brian Vincent Tjemke Before the Game Even Begins: Outgroup’s Representative as a Determinant of Ingroup’s Perceptions and Decisions in Best Applied Conference Paper Intergroup Negotiations Harnessing Pluralism: Mechanisms for Building Robust Catia Teixeira, Stephanie Demoulin, Vincent Yzerbyt Collaboration at Atlas, CERN Raghu Garud, Barbara Gray, Philipp Tuerstcher Runner-up Best Graduate Student Conference Paper: Watch Your Tone! Paralanguage Communicating Negotiation Runner-up Best Applied Conference Paper Approach Across Culture Context, Process, and Failure: The Derailed Mediation Efforts Zhaleh Semnani-Azad, Wendi Adair on the Final Status of Kosovo Georgios Kolliarakis

IACM // SIGNAL // VOLUME 28 // ISSUE 1 9 IACM-DRRC Student Scholarship Awards

Hillie Aaldering, University of Amsterdam Muhammad Riaz Khan, Institute of Management Interest (Mis)Alignment in Representative Sciences, Pakistan Negotiations Horizontal & Vertical Individualism – Collectivism and Conflict Management Styles: A Pakistani Tijs Besieux, KU Leuven Sub-Cultural Model Linking Transformational Leadership and Customer Satisfaction: The Mediation of Team Conflict and Shiva Taghavi, HEC Paris Team Cohesion Work Is an Act of Worship: The Effect of Religious Thoughts on Work Attitude and Behavior Stijn Decoster, KU Leuven Followers’ Reactions to Self-serving Leaders: Tracy Xiong, University of Waterloo The Influence of the Organization’s Ethical Climate The Relationship Between Multicultural Experience and Team Creativity Ann Sophie De Pauw,Vlerick Leuven Gent Management School Reina Zenelaj, Epoka University Parochial Cooperation and Social Value Orientation EU/US and Turkey as Mediators in Bosnia: in Crossed-groups Social Dilemmas A Comparative Case Study

Meriem Kalter, KU Leuven/Hogeschool Utrecht How Can a Mediator Deal with Power Differences in Labour Conflicts?

Cátia Pinto Teixeira, Université catholique de Louvain Before the Game Even Begins: Outgroup’s Repre- sentative as a Determinant of Ingroup’s Perceptions and Decisions in Intergroup Negotiations

IACM-AC4 Student Scholarship Awards

Nithin Coca Coletha Ngirwa School of International and Public Affairs Katholieke Universiteit Leuven Columbia University Higher Education International Affairs Ozum Saygi Shira Mor University of Amsterdam, Netherlands Columbia Business School Organizational Psychology Organizational Behavior Mohd Tufail Abdusabur Abdusamadov Jawaharlal Nehru University, New Delhi, India University of Missouri-Columbia Regional Development Sociology

Timothy Aduojo Obaje University of KwaZulu-Natal Policy and Development Studies

10 IACM // SIGNAL // VOLUME 28 // ISSUE 1 LINDY GREER // PROGRAM CHAIR 2012 Stellenbosch, South Africa 2012 Overview of Conference Program

The 2012 IACM conference in South Africa received etc) were programmed together in common thematic 221 submissions – including full papers, extended sessions, and these sessions were placed within specific abstracts, symposia, roundtables, panels, workshops, theme tracks that ran throughout the course of the “ H ighlights included high and novel sessions. Compared to past years, this is a conference and had their own specific conference room. profile keynote speakers, high number of submissions (i.e. 43% above 2009, Highlights of the final program included high-profile a well attended special 39% above 2010, although 20% lower than 2011). After keynote speakers (Judge Arthur Chaskalson, Leymah mediation track, and a cancellations, the final program included 188 oral Gbowee, Ellen Giebels), a well-attended special media- number of interesting presentations, and 21 symposia/panels/workshops, tion track, and a number of interesting paper sessions paper sessions.” and 25 posters. Papers from different research including cutting edge research presentations and backgrounds (political science, social psychology, law, interactive practitioner-oriented sessions.

IACM // SIGNAL // VOLUME 28 // ISSUE 1 11 12 IACM // SIGNAL // VOLUME 28 // ISSUE 1 Conference Photos by Wolfgang Steinel.

IACM // SIGNAL // VOLUME 28 // ISSUE 1 13 DEBORAH CAI // NCMR EDITOR Negotiation and Conflict Management Research Update

Negotiation and Conflict Management Research (NCMR), In 2013, the first two issues will be filled with articles the official journal of IACM, will move completely online that have been accepted for publication but have been this coming January for the first issue of 2013. In an waiting in queue for inclusion in upcoming issues. We’ve arrangement made last year with Wiley, NCMR’s moved the special issues to later in 2013 to reduce the publisher. Although I confess I had some initial qualms time to publication for articles already accepted. The about moving to an online journal, conversations second two issues of 2013 are special issues; one guest PAGE 14 (SIGNAL LOGO) SIGNAL, VOLUME 28, ISSUE 1 with Wiley led me to believe that the quality of online edited by Jana Raver, on counterproductive work publishing has greatly improved and the reputation behavior, and the other edited by Lindy Greer, on power, of the journal will continue to be just as strong as ever. status and conflict. The production staff at Wiley is committed to working As we look ahead to 2014, we are lining up two more Negotiationwith us at NCMR and to promote Conflict the journal Management and to continue Research special issues. The first special issue will be guest edited Deborahto produce Cai, NCMRa high-quality Editor publication. by Bill Donohue, former IACM president, and will Last year, when Mara Olekalns and Karen Jehn were address extortionate negotiation — or bargaining for serving as co-editors of the journal, they worked with human life — which includes topics such as kidnappings, Wiley to submit the necessary documents to consider piracy, hostages, genocide. The call for submissions will the journal for inclusion in Thomson Reuters (formerly be sent out soon, but the likely deadline for submissions ISI) Web of Knowledge Journal Citation Reports (JCR). will be around May 2013. So begin considering what Negotiation and ConflictWe Management are still waiting Research to learn the (NCMR) outcome, theof this official request, journal manuscripts of IACM, will could be prepared for this issue. move completely onlinewhich this coming should comeJanuary sometime for the in first Spring issue 2013. of The 2013. In an arrangement “NCMR will move In addition, I would like to invite requests to serve as made last year with Wiley,journal NCMR has’s many publisher. strengths, Although and we’re I confess hopeful itI hadwill some initial qualms completely online this guest editor of a special issue of NCMR that would honor about moving to an onlinebe rankedjournal, with conversations JCR soon. with Wiley led me to believe that the quality comingof online January publishing for the has greatly improved and the reputation of the journal will thecontinue work of to Roger be Fisher. If you are interested in guest justfirst as issuestrong of as2013.” ever. The production staff at Wiley is committed to working withediting us at this NCMR issue, please send me a proposal by December to promote the journal and to continue to produce a high-quality publication. 1 that includes your vision for this issue. I hope to invite a guest editor by January so that we can move forward Last year, when Mara Olekalns and Karen Jehn were serving as co-editors ofon preparing the journal, the call for submissions for this issue, they worked with Wiley to submit the necessary documents to consider thewhich journal likely would for be published in late 2014. inclusion in Thomson Reuters (formerly ISI) Web of Knowledge Journal Citation Reports (JCR). We are still waiting to learn the outcome of this request, which should come sometime inAs Spring a reminder 2013. to allThe of journalour IACM has scholars, please many strengths, and we’re hopeful it will be ranked with JCR soon. continue to include citations from NCMR published “NCMR will go articles in your research. The reputation of the journal completely In 2013, the first two issues will be filled with articles that have been acceptedwill for be publication strengthened but the have more been citations from NCMR online this waiting in queue for inclusion in upcoming issues. We’ve moved the special issuesare included to later in in our 2013 published to reduce research. the time to publication for articles already accepted. The second two issues of 2013 are special issues; one coming January guest edited by Jana Raver, on counterproductive work behavior, and the otherShould edited you have by any Lindy questions Greer, about on the journal, please for the first power, status and conflict. write to me or to Jennifer Midberry, who is working with issue of 2013” me as NCMR’s editorial assistant, at [email protected]. As we look ahead to 2014, we are lining up two more special issues. The firstWe hope special you will issue continue will be to guestsubmit your research to edited by Bill Donohue, former IACM president, and will address extortionateNCMR. negotiation—or We’re here bargainingto serve you forand to serve IACM as human life—which includes topics such as kidnappings, piracy, hostages, genocide.caretakers The of call the forassociation’s submissions journal. will be sent out soon, but the likely deadline for submissions will be around May 2013. So begin considering what manuscripts could be prepared for this issue.

In addition, I would like to invite requests to serve as guest editor of a special issue of NCMR that would honor the work of Roger Fisher. If you are interested in guest editing this issue, please send me a proposal by December 1 that includes your vision for this issue. I hope to invite a guest editor by January so that we can move forward on preparing the call for submissions for this issue, which likely would be published in late 14 IACM // SIGNAL // VOLUME 28 // ISSUE 1 2014.

As a reminder to all of our IACM scholars, please continue to include citations from NCMR published articles in your research. The reputation of the journal will be strengthened the more citations from NCMR are included in our published research.

Should you have any questions about the journal, please write to me or to Jennifer Midberry, who is working with me as NCMR’s editorial assistant, at [email protected]. We hope you will continue to submit your research to NCMR. We’re here to serve you and to serve IACM as caretakers of the association’s journal.

(IACM LOGO) SIGNAL, VOLUME 28, ISSUE 1 PAGE 15

Updates from the Executive Office Shirli Kopelman, Executive Director Cheryl Rivers, Communications Director

Here is something you probably didn’t know. Analysis of the SHIRLI KOPELMAN // EXECUTIVEIACM DIREC membersTOR & CHERYL register RIVER S shows // COMMUNICA we haveTIONS members DIRECTOR in 36 countries, across most continents (we’re still waiting for an intrepid IACMer to go to Antarctica). You have colleagues in Africa, America (Central, North, and South), Asia (East and Updates fromCentral), theEurope, and the Middle East. The conferences held in Turkey in 2011 and South Africa in 2012 helped attract new members and enhance the international fabric of your Executive Officeorganization. As we seek to further broaden the global network of IACM scholars and practitioners, we are thinking of ways to enable other forms of communication.

“Pick a regular day ere is something you probablyObviously, didn’t know. the Analysis ideal is to Wecontinue need your meeting help toface-to- get everyoneface at on our the annual new Facebook conference, where we can forge Hof the IACM members register showsconnections we have membersand exchange group! our ideas Please so check we canif you develo have pbeen our added thinking. by a Evenfriend when you are stuck in your when you take a look in 36 countries, across most continentsoffice, you(we’re can still stay connected(the group through currently our website has 57 members),– keep your and eyes if so, open take a for new features and more at the latest news on waiting for an intrepid IACMer todynamic go to Antarctica). content! You When didfew you minutes last lookto add at your the IACMupdated colleagues research to the and group. practice spotlight on the home page? If you would like to promote your own work through this venue we are happy to hear from you – www.iacm-conflict.org.” have colleagues in Africa, Americasend (Central, one North, of us anand email.The The group website is set alsoup such feautures that members updates need from to be members about job postings or South), Asia (East and Central), Europe,research and funding. the Middle In the nextapproved few months, by an administrator we will have (in more our case, and ourmore amazing information about the upcoming East. The conferences held in Turkey2013 in conference.2011 and South And, ofShelly course, Whitmer you can at the peruse University all past of Michigan). Signal Newsletters We (an amazing archive of Africa in 2012 helped attract new IACMmembers history), and enhance see past conferencehope we can programs, get to 80% and of theview membership group photos. through If you haven’t developed an IACM the international fabric of your organization.website habit As we– start seek one now.networking Pick a regular(then we day will to creatively look at the figure latest out news a way on www.iacm-conflict.org. to further broaden the global network of IACM scholars to invite everyone). “ P ick a regular day A third way to connect with your IACM colleagues, available all year round, is when through you our take group a look on and practitioners, we are thinking of ways to enable Facebook. It is open only Finally,to IACM please members contact and us toyou share can your informally inspiring chat, IACM upload at your the personallatest news photos on other forms of communication. from conferences, and viewstories the or experiences. wonderful We collectio wouldn love of to photos flavor the that IACM Wolfgang www.iacm-conflict.org.” Steinel (our IACM Obviously, the ideal is to continueconference meeting face-to-face photographer) websitehas already with moreuploaded professional and read yet your personal colleagues content. comments. at our annual conference, where we can forge connections We need your help to get everyoneThank you on for the the new opportunity Facebook to servegroup! IACM Please — we check love if you have been added by and exchange our ideas so we can develop our thinking. a friend (the group currentlythis community! has 57 members), and if so, take a few minutes to add your IACM Even when you are stuck in yourcolleagues office, you can to stay the group. The group is set up such that members need to be approved by an connected through our website —administrator keep your eyes (in open our case, our amazing Shelly Whitmer at the University of Michigan). We hope we can for new features and more dynamicget content! to 80% When of the did membership through networking (then we will creatively figure out a way to invite you last look at the updated researcheveryone). and practice spotlight on the home page? If you would like to promote Finally, please contact us to share your inspiring IACM stories or experiences. We would love to flavor the your own work through this venue we are happy to hear IACM website with more professional yet personal content. from you — send one of us an email. The website also feautures updates from members about job postings Thank you for the opportunity to serve IACM – we love this community! or research funding. In the next few months, we will have more and more information about the upcoming

2013 conference. And, of course, you can peruse all past Signal Newsletters (an amazing archive of IACM history), see past conference programs, and view group photos. If you haven’t developed an IACM website habit – start one now. Pick a regular day to look at the latest news on www.iacm-conflict.org.

A third way to connect with your IACM colleagues, available all year round, is through our group on Facebook. It is open only to IACM members and you can informally chat, upload your personal photos from conferences, and view the wonderful collection of photos that Wolfgang Steinel (our IACM conference photographer) has already uploaded and read your colleagues comments.

IACM // SIGNAL // VOLUME 28 // ISSUE 1 15 IN MEMORIAM Arthur Chaskalson

JUDGE ARTHUR CHASKALSON died at was Chairperson of the Johannesburg Bar, for Human Rights the age of 81 in Johannesburg on Saturday, served as Vice-chairperson of the General in South Africa, as December 1, 2013. IACM members were Council of the Bar of South Africa, and was a well as from the privileged to meet him this past summer at member of the National Council of Lawyers Jewish Board of Deputies. In 2002 he was our conference in Stellenbosch, South Africa. for Human Rights from 1980 to 1991. From awarded the Supreme Counsellor of the He was one of our esteemed keynote speakers. 1990 to 1994 he was consultant to the ANC Baobab, a national honour, for his service to Below is a brief bio of his career. on constitutional issues. He is a member of the nation in constitutionalism, human the Academy of Science of South Africa and rights and democracy. After many years of being an active anti- was selected as one of four members of the apartheid activist, as well as a world-renowned The major achievement that Chaskalson Permanent Court of Arbitration of South legal specialist, Arthur Chaskalson was will always be associated with is the restora- Africa in 1999. He has been an honorary appointed by former President Nelson tion of the credibility of the judiciary, as well member of the Johannesburg Bar since 2002. Mandela, as the first President of the as instituting and maintaining respect for Internationally, his achievements include Constitutional Court of South Africa in the independence of the Constitutional being vice-chairperson of the International 1994. This achievement was followed seven Court. Since 1994, the Constitutional Court Legal Aid Division of the International Bar years later by his appointment to the position has been responsible for many controversial, Association from 1983 to 1993. Chaskalson of Chief Justice of South Africa. Upon his yet groundbreaking judgments. Of these, the was consultant to the Namibian Constituent retirement in 2005, President Mbeki hailed abolition of capital punishment and the Assembly for the drafting of the Constitution Justice Chaskalson as having been instru- provision of antiretroviral care for pregnant of Namibia in 1989 and 1990. In 2001, he was mental in constituting a “democracy at work” women stand out. Judge Chaskalson was appointed by the UN as an ad hoc judge of the in South Africa. His many local achievements formative in building a new legal order Criminal Tribunal for the former Yugoslavia. include his admission to the Johannesburg for post-apartheid South Africa, based on Justice Chaskalson has received a number Bar in 1956,PAGE at which 16 time he was counsel for (SIGNALthe foundational LOGO) SIGNAL, constitutional VOLUME values 28, ISSUE 1 of honorary doctorates, and awards for the members of the liberation movement, most of human dignity, equality and freedom. promotion of human rights from Lawyers famously in the Rivonia treason trial. He In Memoriam Roger Fisher

IN MEMORIARogerM D. Fisher, a Harvard law professor who was a co-author of the 1981 best seller “Getting to Yes: Negotiating Agreement Without Giving In” and whose expertise in resolving conflicts led to a role in drafting the Camp David accords between Egypt and Israel and in ending apartheid Rogerin Fisher South Africa, died on 25th October in Hanover, N.H. He was 90 years old.

Over his career, Professor Fisher eagerly brought his optimistic can-do brand of problem solving ROGER D. FISHERto a, abroad Harvard array law professorof conflicts who across emphasis the globe, was always from theon addressing hostage thecrisis mutual in Iran to“Getting the civil to war Yes,” in El was a co-authorSalvador. of the 1981 His best emphasis seller “Getting was alwaysinterests on addressing of the disputing the mutual parties insteadinterests of of thewhich disputing he wrote parties with to Yes: Negotiatinginstead Agreement of what Without separated Giving them. what As he separated often told them. his As students, he often told “Peace his is notMr. a piece Patton of and paper, In” and whosebut expertise a way inof resolving dealing conflictswith conflict students, when it arises.”“Peace is not a piece of paper, but a William Ury, has sold millions of copies and led to a role in drafting the Camp David accords way of dealing with conflict when it arises.” been translated into 36 languages, and has It did not matter to Professor Fisher whether the warring parties reached out to him or not; he would assume they needed between Egypt and Israel and in ending been used by leaders in business and his help. “Most of the time he wasIt didnot not invited. matter He to Professorwould invite Fisher himself,” whether his son Elliott Fisher said. “Our sense growing up apartheid in South Africa, died on 25th government. Professor Fisher also wrote other was that he would read the newspaperthe warring and partiesthink, reached‘Oh, shoot, out to there him oris not;something to fix.’ October in Hanover, N.H. He was 90 years old. books and cofounded the Harvard Negotiation he would assume they needed his help. “Most “Getting to Yes,” which he wrote with Mr. Patton and William Ury, has sold millionsProject, of which copies teaches and beenconflict translated resolution into 36 Over his career, Professor Fisher eagerly of the time he was not invited. He would invite languages, and has been used by leaders in business and government. Professorskills to Fisher students also and wrote to international other books parties and co- brought his optimistic can-do brand of himself,” his son Elliott Fisher said. “Our founded the Harvard Negotiation Project, which teaches conflict resolution skillsin the to midst students of a dispute. and to international parties problem solvingin the to a midst broad arrayof a dispute. of conflicts sense growing up was that he would read the across the globe, from the hostage crisis in newspaper and think, ‘Oh, shoot, there is (Source: New York Times, August 27th 2012) Iran to the civil(Source: war in El New Salvador. York Times, His Augustsomething 27th 2012) to fix.’

16 IACM // SIGNAL // VOLUME 28 // ISSUE 1

Why am I pursuing a PhD? By Martijn van der Kamp

It was 2007, and I was working on my Master’s thesis, when I first met Etty Jehn, my current PhD supervisor. Although she is one of the most exciting and well-respected people I had ever met, she asked me to do one of the most boring things I could imagine; start a PhD. study. Right after the boring process of writing a master’s thesis, strategy consulting was way more sexy and had far more appeal. But Etty is quite a persistant person; we kept in touch, and by late 2011 I couldn’t wait to start as a PhD. student in Melbourne. So what happened? How did I come to choose to do one of the most boring things most people can image?

I always thought to do a PhD ‘some day’; although I really enjoyed my time in consultancy, after two years I missed the intellectual stimulation that academia has to offer. It was actually on ‘some day’ that my colleague Dennis asked me the question: “Martijn, why don’t you start a PhD. now?” I replied I was too busy now and it would be too hard to combine with consulting. Then Dennis said: “Would that be different in, let’s say, ten years? It made me think.. Wife?.. Kids?.. I would still be busy.. Mortgage?.. Not long after this conversation, Etty told me that she was moving to Australia and that there would a possibility for me to apply in Melbourne. “Are you willing to leave your Dutch life?” is what she asked and “You bet!” is what I replied. The rest is history. This PhD program pro- vides the opportunity to work with the most exciting and well-respected people I know, on a topic that provides me the intellectual complexity and stimulation I seek, and, moreover, is located in a place where I can develop and enjoy myself tremendously—the Melbourne Business School in Australia.

Now, two years down the track. My journey already exceeds my best expectations! I chose and shaped my own topic: Subgroup formation and conflict in strategic alliances. Doing coursework on a PhD. level, working on state-of-the-art research, and presenting it to peers at international conferences like IACM is equally satisfying to the work I do with people in organizations to improve their daily work outcomes and well-being.

I suppose I am not the only one who likes to live an exciting life. Therefore I would advise everyone to look for the more exciting stuff the world has to offer, grab those opportunities. Enjoy life’s little surprises as they come, and accept the occasional boring moments that are essential parts in them.

Martijn is a PhD. candidate at the Melbourne Business School (MBS), Australia. MARTIJN VAN DER KAMP Why am I pursuing a PhD?

t was 2007, and I was working on my Dennis asked me the question: “Martijn, why Now, two years down the track. My journey IMaster’s thesis, when I first met Etty Jehn, don’t you start a PhD. now?” I replied I was already exceeds my best expectations! I my current PhD supervisor. Although she is too busy now and it would be too hard to chose and shaped my own topic: Subgroup one of the most exciting and well-respected combine with consulting. Then Dennis said: formation and conflict in strategic alliances. people I had ever met, she asked me to do “Would that be different in, let’s say, ten Doing coursework on a PhD. level, working one of the most boring things I could years? It made me think.. Wife?.. Kids?.. I on state-of-the-art research, and presenting imagine; start a PhD. study. Right after the would still be busy.. Mortgage?.. Not long it to peers at international conferences like boring process of writing a master’s thesis, after this conversation, Etty told me that she IACM is equally satisfying to the work I do strategy consulting was way more sexy and was moving to Australia and that there with people in organizations to improve their had far more appeal. But Etty is quite a would a possibility for me to apply in daily work outcomes and well-being. persistant person; we kept in touch, and by Melbourne. “Are you willing to leave your I suppose I am not the only one who likes to late 2011, I couldn’t wait to start as a PhD. Dutch life?” is what she asked and “You bet!” live an exciting life. Therefore I would advise student in Melbourne. So what happened? is what I replied. The rest is history. This everyone to look for the more exciting stuff How did I come to choose to do one of the PhD program provides the opportunity to the world has to offer, grab those opportuni- most boring things most people can image? work with the most exciting and well-re- ties. Enjoy life’s little surprises as they come, spected people I know, on a topic that I always thought to do a PhD ‘some day’; and accept the occasional boring moments provides me the intellectual complexity and although I really enjoyed my time in consul- that are essential parts in them. stimulation I seek, and, moreover, is located tancy, after two years I missed the intellectual in a place where I can develop and enjoy Martijn is a PhD. candidate at the Melbourne stimulation that academia has to offer. It was myself tremendously —the Melbourne Business School (MBS), Australia. actually on ‘some day’ that my colleague Business School in Australia.

TERRI LITUCHY Power Distance in the Classroom

hat do your students call you? Dr. Last However, this would not be acceptable in high Interesting things to know when you are WName? Professor LastName? Mister? power distance countries. I am currently teaching and also when involved in interna- Ma’am? Your first name? The answer may teaching in Barbados, students here call me tional conflict research! For example, depend on in which country you teach. When ma’am. I am trying to get them to call me knowing if your opponent is from a high or I am teaching in the United States or Canada, Doctor or Professor Lituchy instead. When I low power distance country, you will know if my undergraduate students call me Doctor or was teaching in Mexico, the students called you should call them by their title or if using Professor Lituchy. The graduate students me Doctora, Professora, Senora, Lituchy. Yes, their first name is okay. This will help develop usually call me Terri. When I was teaching THREE titles before my name! In Japan, the the relationship and trust. Understanding in California, a couple of students actually title for a teacher is “Sensei”. To further show power distance can also help you determine called me DUDE! (I was not happy about that). their respect for the status difference between whom you should send to the negotiation Friends teaching in the south have told me faculty and students. The students would exit table. You do not want to send someone of they are often called, Ma’am. They are more the room by walking out backwards and low status if power distance is high. formal there. bowing. This is so the professor does not see Terri Lituchy is now a professor of International their backside, a sign of disrespect. Another The United States and Canada are fairly low Business at The University of the West Indies in colleague who taught in Thailand said that power distance countries; and many of us are Barbados. She has recently co-edited two books: the students there entered and exited the okay with students calling us by our first names. “Gender and the Dysfunctional Workplace” room on their knees. Thailand is very high A friend, who taught in Ireland, said all of the (Elgar Publishing ) and “Management in Africa: on power distance. students called her by her first name from Macro and Micro Perspectives” (Routledge). the first day – a low power distance culture.

IACM // SIGNAL // VOLUME 28 // ISSUE 1 17 BARNEY JORDAAN Resolving Differences in Family-Owned Businesses

amily businesses are notoriously light in their use of bureaucracy. It š Teamwork is required between kin and non-kin. If relationships F is one of their appealing characteristics, and an aspect of their speed among “insiders” and between them and “outsiders” are not and flexibility in problem solving. Their informality and intimacy healthy, decision making becomes difficult. makes elaborate decision-making methods unnecessary. However, it is š Lines between ownership, management, and control are blurred. a common failing of all growing businesses that they do not recognize how growth is changing them. They are like a child who stays in short š Differences often go beyond business conflict because of the inter- pants even when they’re splitting at the seams.1 twined business and personal relationships. Sibling rivalry, especially in the absence of a clear succession strategy, is a key contributor to It is indeed an ironic aspect of family-owned businesses that the conflict. Conflicts in the business can affect family relations in the self-same characteristics that can give them a competitive advantage same way that conflicts between members of the family can have an are also the factors that contribute to the high levels of destructive adverse effect on the smooth running of the business. conflict that often occur in them. In particular, while their general lack of bureaucracy (formalized rules and systems) can create an atmo- š There is sometimes a clash between the “old” culture of the founders sphere of informality and also facilitate quick decision making, it can and new values and norms that later generations want to import. also be an obstacle to the introduction of good corporate governance. š The power division is usually different from that in other businesses. Similarly, although close family ties in family-owned businesses can Apart from the power of the founder (who may no longer be active contribute to high levels of trust and cooperation, those very same ties in the business), the presence of passive shareholders (other family can add emotional fuel to the fire when conflicts arise. members) means that power is often fragmented and therefore For many businesses, including family-owned ones, emphasis on good difficult to manage. corporate governance requires a culture shift and results in increasing š Those involved in the challenges of keeping the business afloat are formalization, or “bureaucratization,” of a business. Culturally, the need sometimes not appreciated by noninvolved family members (passive for transparency, succession planning, and adherence to ethical business shareholders), which causes resentment. Unequal access to information principles runs counter to the secrecy, nepotism, and lack of board about the business among family members who work in it and those independence one finds in many family-owned businesses. Further, who don’t further magnifies this factor. the introduction of formalized systems, policies, and procedures can negatively affect levels of trust in the organization, if it is not š Leaders are expected not only to manage the business but also to deal managed well. sensitively and generously with family concerns. They are caught in the dual pressures of assuring competitive survival of the business while From a conflict perspective, several factors distinguish family also maintaining family harmony. businesses from other businesses. As stated at the outset, perhaps ironically, the same features that can make family relationships In light of these factors, those assisting in the resolution of disputes in lasting and strong and promotive of a healthy business can also create family-owned businesses need to be alert to what makes family businesses mistrust and produce dysfunctional governance. Such factors include different from other commercial enterprises. It is necessary to under- the following, which is not an exhaustive list:2 stand the different relationship patterns that exist in these businesses in order to administer the best treatment. As in most relationships, š Co-ownership by a kinship group means that there is no rigid divide the nature and quality of relations in family businesses are to a large between work and family. Those involved are bound together not degree dependent on two factors: the level of trust between members only by business but also through emotional, social, economic, and of the family directly or indirectly involved in the business and the legal relationships. When conflict arises, it can threaten one or more level of formality, or bureaucratization, of the business. Trust, in this of these relationships. context, refers to the level of communication, transparency, credibility, š Decision-making (and dispute-resolution) authority is initially vested and collaboration between the various stakeholders in the family-owned in the founder, who makes decisions based on his or her authority business. Formalization refers to the extent to which the relationships and ownership of the business. But new generations do not enjoy between the stakeholders are governed by clear rules and policies, the same authority among each other, which leads to contestation. such as shareholders agreements, succession plans, and so on.3

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Resolving Differences in Family-Owned Businesses continued

3. Professional antagonistic—signifying a situation where rules, policies, and agreements are in place, yet trust levels are low, which results in a rule- and compliance-driven, formalistic environment. The business tends to lose the advantage of being a closely knit, family-orientated concern, but it also tends to operate in a more professional way. Conflicts are generally dealt with through formal, agreed procedures.

4. Intimate professional—a situation where the business has in place policies, agreements, and procedures that are necessary for its effective operation and governance. Relationships between the key stakeholders are generally characterized by high levels of trust and collaborative decision making and disputeresolution. Conflicts are dealt with proactively, and a high premium is placed on conflict prevention.

In summary, although good governance requires (and for good reason) that policies, procedures, and agreements are formalized, their

introduction may have an adverse impact on trust if the process of formalization is not managed properly. Instead of merely adopting standard-form policies and procedures from other organizations, it is advisable for family-owned businesses—possibly with the aid of a reputable business consultant—to develop and design policies and

procedures that are appropriate to their own circumstances. These policies should also be adaptable, to change as the business and the family continue to grow and evolve.

To avoid losing their key competitive advantages, family businesses need to ensure that there are adequate systems and rules in place not only to resolve conflicts and disputes but also to prevent conflict from

happening in the first place. Preventive measures (e.g., establishing Relationships in Patterns family councils, agreement on deadlock-breaking mechanisms, rules Intimate—characterized by high levels of trust and low levels of succession, etc.) are obviously important. Where disputes do arise,

1. of formality. On the positive side, differences tend to be resolved however, mediation (sometimes co-mediation) offers the disputing In summary, although goodearly, and governance high levels requires of collaboration (and for occur. good The reason) absence thatof formalized policies, procedures, and agreements are formalized, their introduction may have an adverse impact on trust if theparties process the best of opportunity to resolve disputes while repairing systems and processes tends to be an obstacle in a business environ- formalization is not managed properly. Instead of merely adopting standard-form policiesrelationships and proce- that might have been damaged or broken as a result dures from other organizations,ment that isit becomingis advisable increasingly for family-owned regulated. Therebusinesses—possibly is a danger that withof the an internalaid of a conflict. reputable business consultant—tothe introduction deve oflop policies, and design rules, and policies systems and can procedures affect trust levels,that are appropriate to their own circumstances.leading These to apolicies professional should antagonistic also be adaptable, culture (see to below), change if not as the businessBarney and Jordaan the holds an LLD degree and is a Distinguished Professor family continue to grow managedand evolve. with care. at the University of Stellenbosch Businesses School, South Africa, where he also heads the Africa Centre for Dispute Settlement. A lawyer by training, To avoid losing their key competitiveAntagonistic advantages,—the culmination family ofbusinesses low trust and need low tolevels ensure that thereJordaan are has ade- been active as a mediator and arbitrator since 1989. quate systems and rules2. in of place formality. not onlyWhen to trust resolve is low, conflicts the absence and of disputes clear policies, but also to prevent conflict from happening in the firstprocedures, place. Preventiveand agreements measures on how (e.g., to manage establishing the business family and councils, the agreement on deadlock-breaking mechanisms,differences rules within of it succession,merely aggravates etc.) theare conflicts. obviously Legal important. action, or Where 1. disputesGrant Gordon do and Nigel Nicholson, Family Wars: Classic conflicts in family business arise, however, mediationfamily (sometimes warfare, tends co-mediation) to be the only offers process the availabledisputing to parties the parties. the best opportunityand how to deal to with them (London and Philadelphia: Kogan Page, 2008): 243. resolve disputes while repairing relationships that might have been damaged or broken as 2.a See,result for example,of an C. E. Aronoff and J. L. Ward, “Run the business like a business,” internal conflict. Professional antagonistic—signifying a situation where rules, Nation’s Business 95, 83, no. 11 (1995): 49–51; J. M. Haynes and T. M. Usdin, 3. policies, and agreements are in place, yet trust levels are low, “Resolving family business disputes through mediation,” Family Business Review 10, no. 2 (1997): 115–127. Barney Jordaan holds anwhich LLD results degree in anda rule- is anda Distingu compliance-driven,ished Professor formalistic at the environ University- of Stellenbosch Businesses School, South Africa, where he also heads the Africa Centre for Dispute Settlement.3. For anA lawyerapplication of trust and formalization in the context of workplace relations ment. The business tends to lose the advantage of being a closely generally, see J. Purcell, “Mapping management styles in employee relations,” by training, Jordaan hasknit, been family-orientated active as a mediator concern, and but arbitrator it also tends since to operate 1989. in a more Journal of Management Studies 24, no. 5 (1987): 533–548. professional way. Conflicts are generally dealt with through formal, agreed procedures.

1. Grant Gordon and Nigel Nicholson,Intimate professional Family Wars:—a situationClassic conflicts where the in business family hasbusiness in and how to deal with them (London and4. Philadelphia place policies,: Kogan agreements, Page, and2008): procedures 243. that are necessary for 2. See, for example, C. itsE. effectiveAronoff andoperation J. L. Ward,and governance. “Run the Relationships business like between a business,” the key Nation’s Business 95, 83, no. 11 (1995):stakeholders 49–51; J.are M. generally Haynes characterized and T. M. Usdin,by high “Resolvinglevels of trust fa andmily business disputes through mediation,” Familycollaborative Business decision Review making 10, and no. disputeresolution. 2 (1997): 115–127. Conflicts are dealt 3. For an application of withtrust proactively, and formalization and a high in premium the context is placed of workplace on conflict relations prevention. generally, see J. Pur- cell, “Mapping management styles in employee relations,” Journal of Management Studies 24, no. 5 (1987): 533–548.

IACM // SIGNAL // VOLUME 28 // ISSUE 1 19 PAGE 20 (SIGNAL LOGO) SIGNAL, VOLUME 28, ISSUE 1 IACM ELECTIONS

IACM Elections Members Vote for Future IACM President

In December 2012, members vote for future IACM President

Anne L. Lytle received her ANNE L. LYTLESh ereceivedrry M her.B B.achelor’s Thatc ofh Seciencer is a SHERRY M.B. THATCHER is a Professor of Business Bachelor’s of Science Degree Degree from CornellProfessor University in the of field Business of Neurobiology Administration and a Moore Business Partnership Foundation from Cornell University in the and Behaviour, andAdministration both her MS and and PhD in aO rganizational Moore Fellow in the Management Department of the Darla Moore Business Partnership field of Neurobiology and Behav- Behaviour with a specialization in Negotiation and Dispute School of Business at the University of South Carolina. Her iour, and both her MS and PhD Foundation Fellow in the in Organizational Behaviour with Resolution fromManagement the Kellogg Graduate Department School of Mofanage the - research revolves around teams and includes the study of a specialization in Negotiation ment, NorthwesternDarla U niversity.Moore HerSchool research of Businessinterest in the intragroup conflict as it relates to diversity faultlines, identity, and Dispute Resolution from the role of culture in negotiation, conflict,at and the organisational University decision-making of South led her and the effects of computer-mediated communication. She has authored numerous Kellogg Graduate School of to serve as a faculty member in the Carolina.School of B usiness Her research and Management revolves at the scholarly publications in these areas, including articles in the Academy of Management, Northwestern around teams and includes the Hong Kong University where she served as a consultant to the United Nations in Management Review, Academy of Management Journal, Journal of Applied University. Her research interest study of intragroup conflict as it in the role of culture in negotiation,South- conflict,East Asia, and a principal investigatorrelates for the to Hongdiversity Kong governmentfaultlines, toidentity, explore and Psychologythe effects, Organization Science, International Journal of Conflict Management, organisational decision-making led hernegotiation to serve and as conflict a processes acrossof computer-mediated the Asia Pacific, and designed communication. research Journal She of has Management , Decision Support Systems, Negotiation Conflict and faculty member in the School of Businessand education and Man- programs on encouragingauthored creativity numerous and independent scholarly thinking publications in Management in these Research, and Group Decision and Negotiation. Her recent agement at the Hong Kong Universitythe Asian where cultural she context. For almostareas, ten years, including Dr. Lytle was articles a member inof the the AcademyAcademy of of Management Journal paper on conflict asymmetry (with co-authors served as a consultant to the United Nations in Management Review, Academy of Management Organisational Behaviour faculty at the Australian Graduate School of Manage- Karen Jehn and Sonja Rispens) was awarded best paper of the year in 2011 from South-East Asia, a principal investigator for the Hong Journal, Journal of Applied Psychology, Organization Kong government to explore negotiationment, and acting conflict as Director and presenterScience for the ,core International MBA leadership course, Journal five of the ConflictInternational Association of Conflict Management. Her research has been processes across the Asia Pacific,popular and executive designed programs, and a varietyManagement of customised, Journal corporate of programs. Management,funded Decision by both private and public organizations, including the National Science research and education programs on encouraging Support Systems, Negotiation ConflictFoundation. and S he has previously served as an associate editor for a special issue Currently, Dr. Lytle is an adjunct faculty member at the Melbourne Business creativity and independent thinking in the Asian cul- Management Research, and Group Decisionof Negotiation and Conflict and Management Research on the topic of asymmetry. tural context. For almost ten years,S Dr.chool Lytle at the was University a of MelbourneNegotiation and the Director. Her of recentLytle and AcademyAssociates of Management She currently serves on the editorial boards of Academy of Management Review member of the Organisational BehaviourPty Ltd, which faculty provides at consulting andJournal training paper to public, on private,conflict and asymmetry non-profit (with co-authors and Small Group Research. the Australian Graduate School oforganisations Management, specializing in negotiation,Karen conflict Jehn management, and Sonja emotional Rispens) was awarded best acting as Director and presenter for the core MBA paper of the year in 2011 from the International intelligence, leadership, and managing people for high performance. For a conference focused on conflict management, IACM welcomes an incredibly leadership course, five popular executive programs, Association of Conflict Management. Her research diverse range of researchers and topic areas that enhance our understanding and a variety of customised corporateAs programs. a member of IACM since 1989, IAhasCM has been been an funded incredibly by important both part private and public organizations, including the Nationalof conflict Science and conflict management. IACM has been an important part of my of my professional and personal life. Here I find not only life-long friends and Foundation. She has previously servedcareer as as a an springboard for new research projects, as well as a place to receive Currently, Dr. Lytle is an adjunct facultycolleagues, member but people at who want to make a difference in making the world a better associate editor for a special issue of Negotiationmeaningful feedback on developing ideas. As a PhD student, the supportive and the Melbourne Business School at theplace. University It is this mission of that I would Conflictlike to focus and on most Management — continuing Research to find on the topic of Melbourne and the Director of Lytle and Associates developmental nature of the IACM conference was a great place for me to new ways that all of us, regardless asymmetry.of intellectual tradition, She currently position or servesfocus, can on the editorial Pty Ltd, which provides consulting and training to boards of Academy of Management Reviewpresent myand work and receive valuable, and encouraging, feedback. Furthermore, public, private, and non-profit organisationscome together special- and add value to each other. I would like to carry on the great work Small Group Research. the size and international orientation of the association allows for meaningful izing in negotiation, conflict management,of our past emotional leaders who have taken IACM to new places to spread our membership interactions that engage and push forward our thinking. As someone who has intelligence, leadership, and managingwider, peopleand who have for looked to find each one of us new inspiration in achieving For a conference focused on conflict management,lived in a number of different countries and works with co-authors from a number high performance. our own unique purpose through our research or practice. IACM welcomes an incredibly diverse of range disciplines of and countries, I would emphasize the need to continue to bring in researchers and topic areas that enhance our voices from related disciplines and different geographical regions. The theories As a member of IACM since 1989, IACM has been an understanding of conflict and conflict management. incredibly important part of my professional and IACM has been an important part of my careerand methods as a used to understand conflict and conflict management will only be personal life. Here I find not only life-long friends springboard for new research projects, asenriched well as by aincluding these different voices in our conversations. and colleagues, but people who want to make a place to receive meaningful feedback on developing difference in making the world a better place. It is ideas. As a PhD student, the supportive and this mission that I would like to focus on most— developmental nature of the IACM conference was a continuing to find new ways that all of us, regardless great place for me to present my work and receive of intellectual tradition, position or focus, can come valuable, and encouraging, feedback. Furthermore, together and add value to each other. I would like to the size and international orientation of the carry on the great work of our past leaders who have association allows for meaningful interactions that taken IACM to new places to spread our membership engage and push forward our thinking. As someone wider, and who have looked to find each one of us who has lived in a number of different countries and new inspiration in achieving our own unique purpose works with co-authors from a number of disciplines through our research or practice. and countries, I would emphasize the need to continue to bring in voices from related disciplines 20 and different geographical regions. The theories and IACM // SIGNAL // VOLUME 28 // ISSUE 1 methods used to understand conflict and conflict management will only be enriched by including these different voices in our conversations. (IACM LOGO) SIGNAL, VOLUME 28, ISSUE 1 PAGE 21

IACM Elections(IACM LOGO) SIGNAL, VOLUMEIACM ELECTION 28, ISSUES 1 PAGE 21 IACM ElectionsMembers Vote for Two Upcoming In December 2012, members voteRepresentatives-at-Large for two upcoming Representatives-at-Large In December 2012, members vote for two upcoming Representatives-at-Large

Ilja van Beest isIl ja van Beest is MichILaMJAei cVlhAN aAe BEE.l AG.S TGr isor oas sss MMICHAELa t t h eM Aw. GROa tSSWt . h e w W . MATTHEW W. MCCARTER a professor of social professoris an of social associate psychology Misc Cana associaterter professoris Wang- in the is Wang-Fradkin Assistant a professor of socialpsychology at is anprofessor associate in the at Tilburg University. The IACM FradkinDepartment of Assistant Management is Wang- Professor and Assistant Professor Tilburg University. McCarter psychology at Department of Professor and Assistant The IACM professorconference hasin been his choice the at Colorado State University. He of Management in the Argyros Management at ProfessorFradkin of Assistant Tilburg University.conference has conference for most of his earned his PhD at Arizona State School of Business at Chapman DepartmentColorado State of Management in the been his choice Professor and Assistant The IACM academicUniversity. career. 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Decision making, Processes , trust,Journal and of pro-social behavior cope. An intriguing Relations finding. His in this dissertation was management. In 2012, 2011, 2009Operations Management, Journal of chosen to be the best dissertation in a variety of business ventures; e.g., line of research is that ostracized Business Logistics, and Group of the year by the Dutchand in 2006 he was named a Dean’s Processes alliances, and Intergroup supply Relations chains,. public-private individuals are hurt evenassociation when of socialthis psychology. Scholar for excellence in research Matthew at earned his B.S. in His work on symptomIAC attributionM // SIGNAL // VOLUME 28 // ISSUE 1 parnerships, work teams, and 21 is financially beneficial. A dominant management from Brigham Young was awarded the Ig-Nobel Prizethe for College of Business at CSU. From University atcommunities. Provo, Utah and received His a work provides theme in his researchMedicine. on symptom He was one of the 2005-2008 he served as the editor PhDof in business administration from authors who contributed to a remedies for a variety of resource attribution is that people are likely the College of Business at the popular book about social scienceSIGNAL (our official newsletter). University management of Illinois at Urbana- issues, such as avoiding to attribute negativeawarded the physical Silver Slate PencilMichael for has also served on the IACM Champaign.blackouts with shared energy grids, states to their illnessbest even children’s if this bookis of Logo the Committee, the Best Netherlands. encouraging international funding for objectively not the case. 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Award, a 2007 Outstanding Service scholarly outlets, including the He is currently associate editor of Award (both from IACM) and a 2007 Academy of Management Review, two journals, Social Influence and Reviewer Award from Negotiation and Organizational Behavior and Human Group Processes and Intergroup Conflict Management Research. Decision Processes, Journal of Relations. His dissertation was Operations Management, Journal of chosen to be the best dissertation Business Logistics, and Group of the year by the Dutch Processes and Intergroup Relations. association of social psychology. Matthew earned his B.S. in His work on symptom attribution management from Brigham Young was awarded the Ig-Nobel Prize for University at Provo, Utah and received a Medicine. He was one of the PhD in business administration from authors who contributed to a the College of Business at the popular book about social science University of Illinois at Urbana- awarded the Silver Slate Pencil for Champaign. best children’s book of the Netherlands. STEPHEN GRAY

Seeking Collaborators for Myanmar Project

ecades of isolation and repression in Burma For the last three months Columbia University has D(Myanmar) is giving way to fragile hope. The been conducting a systemic conflict assessment in progress of the reformprocess is staggering and highly Myanmar, focusing on the active peace conflict in encouraging, yet new freedoms have not been delivered Kachin state. The study intends to develop a holistic to many of Myanmar’s people. A central challenge that picture of the actors, issues, and contingencies at play threatens the entire reform process is the need for in the peace process and to produce actionable recom- comprehensive peace agreements between the govern- mendations for peace process actors to move forward ment and the nation’s multiple ethnic minority groups. the dialogue process to the 2015 elections.

The government has signed ceasefire agreements with We have applied for funding to scale up this work ten of the 11 ethnic armed groups, yet ongoing violence and are looking for contributors with a background in in Rakhine and Kachin states, fracturing of some ethnic complexity and systems approaches to conflict and/or groups, and delay in translating ceasefires to compre- experience in Myanmar. The project is being lead by hensive peace agreements reveals the significant IACM Board Member Dr. Peter Coleman and several challenges that lie ahead. Careful international engage- research colleagues. Please direct any enquiries to ment is necessary to support positive movement. Stephen Gray at [email protected].

CALL FOR NOMINATIONS

IACM Awards - Call for Nominations

Call for Nominations for the IACM Lifetime Achievement Award The Lifetime Achievement Award (LAA) recognizes important contributions over the span of a career, particularly to those colleagues who have spanned disciplinary boundaries in their scholarship. To see past award winners go to http://www.iacm-conflict.org/iacm-awards. To nominate a colleague please contact Wendi Adair wladair@ uwaterloo.ca. The deadline for nominations is March 1, 2013. The winner will receive the award at the 2013 IACM conference in Tacoma, Washington.

Call for Nominations for the IACM Outstanding Article or Book Chapter Award On behalf of IACM, Vidar Schei invites scholars to nominate papers for the IACM outstanding published article award. This award honors the authors of a published article or book chapter that advances conflict management theory and practice. To be eligible, articles must have been published in the 2011 calendar year and may have an empirical, theoretical, or practical focus. To nominate a paper for this award, email a full-text copy of the paper to Vidar Schei [email protected]. The deadline for nominations is March 1, 2013. The winner will receive the award at the 2013 IACM conference in Tacoma, Washington.

Call for Nominations for the IACM Outstanding Dissertation Award On behalf of IACM, Ashleigh Shelby Rosette invites recent graduates of doctoral programs to apply for the Outstanding Dissertation Award. The IACM Outstanding Dissertation Award is given to the applicant whose dissertation makes an excellent contribution to the field of conflict management (generally defined). To be eligible, the dissertation must be completed between January 1, 2011 and December 31, 2012. To apply for the Dissertation Award (or to nominate a deserving recent graduate), please submit a 10-page, double-spaced abstract of the dissertation (excluding tables, figures, and references) to Ashleigh Shelby Rosette at [email protected]. Please include the dissertation defense date on the title page. The deadline for nominations is March 1, 2013. The winner will receive the award at the 2013 IACM conference in Tacoma, Washington.

22 IACM // SIGNAL // VOLUME 28 // ISSUE 1 ACADEMY OF MANAGEMENT 2013 WORKSHOPS

CM Division Professional Development Workshops (PDW)

he Conflict Management Division is soliciting Proposals reflecting this theme are particularly welcome, T proposals for professional development workshops but you should not be limited by this theme. Workshops (PDWs) at the 2013 Academy of Management meetings will be scheduled between 8:00 AM and 8:00 PM on in Orlando, Florida. Workshops are an opportunity to be Friday, August 9 and Saturday, August 10. The submission innovative, explore cutting edge ideas, share expertise website is http://submissions.aomonline.org/2013. and best practice, and to engage in stimulating Critical dates discussions. PDWs can take a variety of forms including roundtables, workshops, town hall meetings, and debates. November 6, 2012 Submission website opens They can revolve around substantive issues, focus on January 15, 2013 Submission deadline for submission “state of the art” research or teaching, or on practice 5:00 PM EST relating to conflict. Workshops should be interactive and interesting to CM members but also have some If you have any questions, or wish to discuss your ideas broad appeal to multiple divisions. before submitting, please feel free to contact Mara The theme for the conference is “Capitalism in Question”. Olekalns, PDW Chair, [email protected], For a complete description of the conference theme go before December 7th, 2012. We encourage early to http://annualmeeting.aomonline.org/2013/. submissions.

ACADEMY OF MANAGEMENT 2013 PAPERS, SYMPOSIUM, AND REVIEWERS

CM Division Papers, Symposium, and Reviewers

Please submit your paper or symposium to the Conflict Management Division. The submission web site is now open: http://submissions.aomonline.org/2013 The submission deadline for papers and symposia is January 15, 2013, 5:00 PM EST (New York Time).

Additionally, information regarding the submission process can be found at: http://aom.org/annualmeeting/ submission/scholarly/process/ and at http://aom.org/annualmeeting/

You are invited to sign up and review for the 73rd Annual Meeting August 9-12, 2013 in Orlando, Florida. Volunteering as a reviewer for our division helps to ensure the quality of our program and for you to receive constructive feedback on your own submissions as well. The review period is from January 13, 2013 through February 21, 2013.

To sign up, please visit http://review.aomonline.org/. Reviewers are advised to carefully review the reviewer guidelines and procedures on the 2013 Annual Meeting website. Please let me know if you have any questions.

Thank you in advance –

Michael Gross

2013 Program Chair, Conflict Management Division, Academy of Management

IACM // SIGNAL // VOLUME 28 // ISSUE 1 23 IACM CALL FOR CONFERENCE SUBMISSIONS 26th AnnualIACM Conference CALL of the IACM FOR CONFERENCE June 30-JulySUBMISSIONS 3, 2013 Tacoma, Washington, USA We invite papers as well as proposals for symposia and workshops for the 2013 meeting of IACM to be held in Tacoma, 26th Annual Conference of the IACM Washington. June 30-July 3, 2013 Tacoma, Washington, USA PROGRAM CONTENT AREAS: Conflict Frames and Dimensions; Conflict Research Methods; Cultural Dimensions of Conflict; Emotions We invite papers as well as proposals for symposia and and Conflict; Environmental and Public Resource Conflict; Ethnic, Religious and Regional Conflicts;workshops Decision Processes for the in Conflict;2013 meeting of IACM to be held in DiversityTacoma, and Identity Washington. in Conflict; Games and Social Dilemmas; Individuals in Conflict (i.e., individual differences and cognitions); Intergovernmental

Conflict;PRO Intra-GRA andM CONTENT Inter-Group AREA Conflict;S: Conflict Law Framesand Social and Conflict; Dimensions; Mediation; Conflict Negotiation Research Processes;Methods; Organizational Cultural D imensionsand of Conflict; Emotions and Conflict; Environmental and Public Resource Conflict; Ethnic, Religious and Regional Conflicts; Decision Processes Workplace Conflict; Power and Status in Conflict; Peacemaking, Peacekeeping, and Peace Build- in Conflict; Diversity and Identity in Conflict; Games and Social Dilemmas; Individuals ing; Relational and Family Conflict; in Conflict (i.e., individual differences and cognitions); Intergovernmental Conflict; Social Intra-and Organizational and Inter-Group Justice; Conflict; Third Law Party and Social Intervention Conflict; and Mediation; Alternative Negotiation Dispute Resolution; TechnologyProcesses; or Communication Organizational Media and Workplace for Conflict; Power and Status in Conflict; ManagingPeacemaking, Conflicts; Terrorism;Peacekeeping, Trust and and Peace Conflict; Building; Verbal Relational and Nonverbal and Family Communication Conflict; in Conflict.Social and Organizational Justice; Third Party Intervention and Alternative Dispute Resolution; Technology or Communication Media for Managing Conflicts; Terrorism; METHODOLOGICAL APPROACHES IN PROGRAM: Archival Research; Case Study; Field Study; Trust and Conflict; Verbal and Nonverbal Communication in Conflict. Laboratory Study; Meta-Analysis; Multi-

MethodM /HybridETHODOLO Research;GICAL Novel APPROACHE methodsS ofIN conflict PROGRA intervention;M: Archival Research;Qualitative Case Research. Study; Field Study; Laboratory Study; Meta-Analysis; Multi-Method /Hybrid Research; Novel PROGRAM CHAIR: Sonja Rispens, Eindhoven University of Technology, [email protected] methods of conflict intervention; Qualitative Research. For detailed information please visit our website: http://www.iacm-conflict.org/Call_for_Submis- sions PROGRAM CHAIR: Sonja Rispens, Eindhoven University of Technology, Note [email protected] the submission deadline is February 8, 2013, 5:00 p.m. US Eastern Standard Time For detailed information please visit our website: http://iacm-conflict.org/Conference_Call_for_Submissions

Note that the submission deadline is February 8, 2013, 5:00 p.m. US Eastern Standard Time

24 IACM // SIGNAL // VOLUME 28 // ISSUE 1 IACM POSITIONS

IACM Board 2012

ELECTED POSITIONS NOMINATED POSITIONS Zoe Barsness Martin Euwema Shirli Kopelman Incoming Local Arrangements Team President Executive Director (2013 Conference) (2012 Conference in Cape Town, Ross School of Business at the University of Washington Tacoma South Africa) University of Michigan, USA USA Leuven University Cheryl Rivers Jill Purdy Belgium Communications Director Incoming Local Arrangements Team Wendi Adair Victoria University of Wellington (2013 Conference) President-Elect New Zealand University of Washington Tacoma (2013 Conference in Tacoma WA, USA) USA Mara Olekalns University of Waterloo NCMR Editor Meriem Kalter Canada Melbourne Business School Signal Editor Karen (Etty) Jehn Australia Leuven University Incoming President Belgium Karen (Etty) Jehn (2014 Conference TBD) NCMR Editor Vanessa Seyman Melbourne Business School Melbourne Business School Signal Team Australia Australia NEST Consulting Dan Druckman Israel Deborah Cai Past President Incoming NCMR Editor Wolfgang Steinel (2011 Conference in Istanbul, Turkey) Temple University, USA Photographer George Mason University USA Leiden University and University of Southern Lindy Greer Netherlands Queensland, Australia Program Chair (2012 Conference) Amsterdam University Dan Druckman William Bottom Netherlands Chair of IACM Advisory Board Board Member at Large (2010-2012) George Mason University Washington University Katelien Bollen USA and University of Southern St. Louis, USA Local Arrangements Chair Queensland, Australia (2012 Conference) Peter Coleman Leuven University Board Member at Large (2010-2012) Administrative Team Belgium Columbia University, USA Shelly Whitmer Barney Jordaan Administrative Manager David Johnson Local Arrangements Chair Ross School of Business at the Board Member at Large (2011-2013) (2012 Conference), Africa Centre University of Michigan, USA University of Minnesota, USA for Dispute Settlement, University Jana Raver of Stellenbosch, South Africa Board Member at Large (2011-2013) Sunelle Handekom Queen’s University, Canada Local Arrangements Team Ashleigh Shelby Rosette (2012 Conference), Africa Centre Incoming Board Member at Large for Dispute Settlement, University (2012-2014) of Stellenbosch, South Africa Fuqua School of Business Sonja Rispens Duke University, USA Incoming Program Chair Vidar Schei (2013 Conference) Incoming Board Member at Large Eindhoven University of Technology (2012-2014) Netherlands NHH Norwegian School of Economics Norway

IACM // SIGNAL // VOLUME 28 // ISSUE 1 25 International Association for Conflict Management 701 Tappan Street Ann Arbor, Michigan 48109-1234

NEW BOOK

Just Released

Top ten steps for empowering employee representatives in the new European industrial relations By Lourdes Munduate, Martin Euwema, & Patricia Elgoibar

How should the employee representatives be empowered to negotiate flexible, fair and innovative labour relations? This was the central question addressed in the study carried out by the New European Industrial Relations (NEIRE) network, in which researchers from eight European countries conducted three different field studies (questionnaires, interviews, and panels) with employee representatives and other field experts. The participating countries represent different industrial relations traditions in Europe. These countries are: Belgium, Denmark, Estonia, Germany, the Netherlands, Portugal, Spain, and theUnited Kingdom.

http://www.amazon.com/empowering-respresentatives-industrial-relations-ebook/dp/B008YJHQ9C

MERIEM KALTER

t time I attended an IACM conference Editor’s Note sed by all the enthusiasm and by the warm welcome ce in South Africa was a wonderful ard to seeing everybody again at the Hello everybody! Last year was the first time I attendedthings an IACM I really conference liked was andthe interaction I was pleasantlywith surprised colleagues by all from the enthusiasmall over the world.and by theIt was warm great welcome to hear ofpeople the IACM telling about community. The conference in South Africa was a wonderful experience and I’m already looking forward to seeing everybody again at the next conference in Tacoma. One of the things I really liked was the interaction with colleagues from all over the world. It was great to hear people telling about their passion and discussing conflict in theory and practice.

Fortunately, the conference isn’t the only opportunity to let collegues know what’s on your mind. SIGNAL, our newsletter, is also a medium you can use to let people know what interests you in the field of conflict management. You can reach out to colleagues for collaboration, let them know what your latest publications are, make announcements, write a piece about your work and more. SIGNAL is an opportunity to promote yourself and a good way to share thoughts and ideas. So please feel welcome to contribute to SIGNAL and share news with our IACM community.

If you are interested in making a contribution, please email the information to [email protected] before the deadline of March 14. We are looking forward to placing your piece!