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Most of Assefa's work has centered around mediating between warring parties and resolving conflict. In 2013–14, he was the mediator in the conflict between the Government of the Republic of South Sudan and an insurgency movement called the South Sudan Democratic Movement/Army that led to a two-part peace agreement: a cease fire and cessation of hostilities agreement in January 2014, followed ...
The society holds an annual conference, attended by scholars from throughout the world, and publishes two scholarly journals: Journal of Conflict Resolution and Conflict Management and Peace Science. In 1964, the International Peace Research Association was formed at a conference organized by Quakers in Clarens, Switzerland.
CRDC began in 2003 with a gift from the Catalyst Fund, which endowed the James H. Laue Chair in World Religions, Diplomacy, and Conflict Resolution, and created CRDC to be directed by the chair. The chair is named for James H. Laue, the inaugural Vernon M. and Minnie I. Lynch Professor of Conflict Resolution at George Mason from 1987 until his ...
Christopher Mitchell is a British historian and is Professor Emeritus at the School for Conflict Analysis and Resolution at George Mason University. [1] He possesses degrees in Economics and International Relations from London University .
Chad Ford (born 1971) is a professor at Brigham Young University – Hawaii (BYUH). [2] He served as the director of the university's McKay Center for Intercultural Understanding from 2005-2021 and is known for his study of conflict resolution with an emphasis on large group ethnic and religious conflict, as well as for his sports journalism with ESPN. [3]
Richard E. Rubenstein (born February 24, 1938) is an author and University Professor of Conflict Resolution and Public Affairs at George Mason University, holding degrees from Harvard University, Oxford University (as a Rhodes Scholar), and Harvard Law School. Rubenstein is from Woodmere, New York. [1] He lives in Washington, D.C.
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Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes.