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Christian colleges/universities in US with peace studies programs
Located in Restorative Justice Online Blog -- RJOB
RJ Article Ian Edwards. The Place of Shame in Responses to Anti-Social Behaviour
Government responses to 'anti-social behaviour'have included,amongst others,two trends that employ shame in pursuit of crime prevention:"naming and shaming" of those subject to anti-social behaviour orders(ASBOs) on one hand and restorative justice on the other. This article considers how the Government has made use of each, the dynamics of each shaming process and the compatibility of these approaches. It argues that they are mutually exclusive ,and that restorative justice is prefered as a potentially more constructive shaming process.
Located in articlesdb / articles
RJ Article Amanda E. Lueders. YOU'LL NEED MORE THAN A VOLTAGE CONVERTER: PLUGGING EUROPEAN WORKPLACE BULLYING LAWS INTO THE AMERICAN JURISPRUDENTIAL OUTLET
Section III highlights the ways in which Europe handles bullying within its legal framework, emphasizing the importance of alternative dispute resolution(ADR) in the cultures in which anti-bullying laws have established a foothold...The Targets of Anti-Bullying Legislation. Before one can properly discuss the prudence of employment bullying legislation or recommend a process by which a nation should implement such legislation, one must first understand what employment bullying is and what it is not...A Brief Introduction to Alternative Dispute Resolution. Alternative dispute resolution(ADR) is a method by which disputants resolve their conflicts outside the courtroom through the means of settlement negotiations, facilitation,mediation,fact-finding,mini-trials,and arbitration. ...The Healthy Workplace Bill and What it Lacks Professor David Yamada, the academic father of anti-bullying legislation in America,has crafted a model Healthy Workplace Bill to address the phenomenon of workplace bullying ...Legislative Findings The Legislature finds that: .the social and economic well-being of the State is dependent upon healthy and productive employees; . surveys and studies have documented between 16 and 21 percent of employees directly experience health-endangering workplace bullying,abuse and harassment,and that this behavior is four times more prevalent than sexual harassment alone; . surveys and studies have documented that abusive work environments can have serious and even devastating effects on tageted employees, including feelings of shame and humiliation,stress,loss of sleep,severe anxiety,depression,post-traumatic stress disorder,suicidal tendencies,reduced immunity to infection,stress-related gastrointestinal disorders,hypertension and pathophysiologic changes that increase the risk of cardiovascular disease. .surveys and studies have documented that abusive work environments can have serious consequences for employers,including reduced employee productivty and morale,higher turnover and absenteeism rates,and significant increases in medical and workers' compensation claims; . unless mistreatwd employees have been subjected to abusive treatment at work on the basis of race,color,national origin or age, they are unlikely to have legal recourse to redress such treatment; .legal protection from abusive work environments should not be limited to behavior grounded in protected class status as that provided for under employment discrimination statutes;and,.existing workers' compensation plans and common-law tort actions are inadequate to discourage this behavior or to provide adequate redress to employees who have been harmed by abusive work environments.
Located in articlesdb / articles
RJ Article Devlin, Roisin and O'Mahony, David. Restorative youth conferencing: involving victims in criminal justice
Roisin Devlin and David O'Mahony review research showing constructive community involvement in Northern Ireland's youth conferencing process.
Located in articlesdb / articles
RJ Article Thorsborne, Margaret. Workplace conferencing: an effective organisational response to transforming workplace conflict
While many organisations have adopted policies and procedures to deal with difficult people and situations, rarely are they able to deal effectively with the emotional impact of this harmful behavior and its aftermath. Their attempts at problem solving often make things worse. Clever organisations, on the other hand, have understood that healthy workplace relationships are critical to job satisfaction and therefore productivity (Thorsborne, 1999). This paper will describe a process called Workplace Conferencing, which, adapted from processes used to divert juvenile offenders from court, has been used successfully as a response to cases of workplace harassment and other challenging situations which result in high levels of conflict. Brief case summaries to illustrate the use of conferencing to deal with a variety of typical scenarios have been included. (excerpt)
Located in articlesdb / articles
RJ Article Thorsborne, Margaret. Beyond punishment - workplace conferencing: an effective organisational response to incidents of workplace bullying
More and more organisations have policies and procedures to deal with difficult situations such as workplace bullying. While they may appear to be procedurally fair, rarely are they able to deal effectively with the emotional impact of the harmful behaviour and its aftermath. The Workplace Conference is a process designed to bring together those most affected by this destructive behaviour to come to some agreement about how to repair the harm and how to go forward. This innovative approach to transforming conflict has its origins in the justice system as a means for dealing more effectively with offending behaviour and its impact on victims. It has been used more recently, and with great success, across a wide range of industries, government and non-government sectors, and large and small businesses. This paper will examine the philosophy, practice and theory of this extremely effective process. (excerpt)
Located in articlesdb / articles
RJ Article Lewis, Christie. Relational Aggression and Middle School Girls: Why They Participate and What Meaning They Make of This Aggression.
Relational aggression seems to invoke more emotional and academic difficulties for girls in middle school than any other age group. In this research, the author describes the different types of aggression often used by middle school girls in their social relationships. The author sought to find out why girls participate in relational aggression, either as perpetrators or as victims and what meaning they make of this aggression. The author concludes with implications for school personnel with emphasis on school counselors. (Excerpt).
Located in articlesdb / articles
The restorative justice research unit [of Murdoch University] incorporates all aspects of restorative justice in the criminal justice system, including research into various aspects of imprisonment as well as the use of restorative processes in the workplace, schools and community. The Unit also focuses on the use of restorative justice processes as a tool to promote healing within Indigenous communities impacted by intergenerational trauma, violence and child sexual abuse. (excerpt from site)
Located in Webtour / Alphabetical Listing
The Masters in Restorative Justice programme will encompass all of the following: the key ideas and values of restorative justice; the historical development of restorative justice and its range of contemporary applications; the relationship of restorative justice to traditional conceptions of criminal justice; the nature of the key practices of restorative justice, such as conferencing, victim-offender mediation and circle processes; the knowledge and skills required to evaluate critically the ideas and practices of restorative justice; the aims and methods of research into restorative justice; what we know about the effects of restorative justice. (excerpt from site)
Located in Webtour / Alphabetical Listing
RJ Article Adams, Caralee. The talk it out solution.
What makes for a safe school? Security guards patrolling the hallways? Metal detectors? Zero-tolerance policies? The answer may be none of the above: Educators are searching for new solutions to achieving harmony in the classroom and, surprisingly, they’re increasingly holistic. “There aren’t enough bars, metal detectors, or police to make a school safe if there is a culture of violence in a school,” says Ted Wachtel, founder of the International Institute for Restorative Practices (IIRP) in Bethlehem, Pennsylvania. “You need to strike at the heart of the culture.” (excerpt)
Located in articlesdb / articles