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John F. Forester is a planning theorist with a particular emphasis on participatory planning. His scholarship appeals moral philosophy, oral history and ethnographic social science, as well as planning and policy studies. [1] He is the author of Critical Theory and Public Life (1987), Planning in the Face of Power (1989), The Deliberative Practitioner (1999) and "Dealing with Differences: Dramas of Mediating Public Disputes" (2009).
John F. Forester (1948) was educated at the University of California, Berkeley, receiving a BS in 1970 and an MS in 1971, both in Mechanical Engineering. He completed a Master of City Planning in 1974, and a PhD in 1977, also at the University of California. His continued academic interest in planning led to his 1985 edited collection, Critical Theory and Public Life (MIT Press), and later works Planning in the Face of Power (1989, University of California Press), The Deliberative Practitioner (1999, MIT Press) and Dealing with Differences: Dramas of Mediating Public Disputes (2009, Oxford UP). In 1990 he co-authored, with Norman Krumholz, "Making Equity Planning Work: Leadership in the Public Sector" (Temple University Press).
In 1998 Forester was appointed chair of the Department of City and Regional Planning at Cornell University, a position he held until 2001. He has remained with the college as an academic, and has served as associate dean of the College of Architecture, Art, and Planning. He served for 20 years as a mediator for the Community Dispute Resolution Center of Tompkins County, has consulted for the Consensus Building Institute, and has lectured in Seattle, Chapel Hill, Sydney, Melbourne, Helsinki, Palermo, Johannesburg, Brisbane and Aix en Provence.
Forester visited the University of Amsterdam for his sabbatic year, 2008–2009, as the NICIS Professor at the Amsterdam Centre for Conflict and Negotiation, University of Amsterdam (see www.conflictstudies.nl). Since January 2010, he has once again become director of graduate studies in the Department of City and Regional Planning at Cornell University.
In 2013, the American Planning Association published Forester's curated collection of vignette case studies in "Planning in the Face of Conflict: The Surprising Possibilities of Facilitative Leadership."
Mediation is a negotiation facilitated by a third-party neutral. It is a structured, interactive process where an impartial third party, the mediator, assists disputing parties in resolving conflict through the use of specialized communication and negotiation techniques. All participants in mediation are encouraged to actively participate in the process. Mediation is a "party-centered" process in that it is focused primarily upon the needs, rights, and interests of the parties. The mediator uses a wide variety of techniques to guide the process in a constructive direction and to help the parties find their optimal solution. A mediator is facilitative in that they manage the interaction between parties and facilitates open communication. Mediation is also evaluative in that the mediator analyzes issues and relevant norms ("reality-testing"), while refraining from providing prescriptive advice to the parties. Due to its voluntary nature, a person cannot be compelled to use mediation to resolve their dispute. However, a suggestion from the Court may be difficult to resist.
Deliberative democracy or discursive democracy is a form of democracy in which deliberation is central to decision-making. Deliberative democracy seeks quality over quantity by limiting decision-makers to a smaller but more representative sample of the population that is given the time and resources to focus on one issue.
Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution. Committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of group and by engaging in collective negotiation. Dimensions of resolution typically parallel the dimensions of conflict in the way the conflict is processed. Cognitive resolution is the way disputants understand and view the conflict, with beliefs, perspectives, understandings and attitudes. Emotional resolution is in the way disputants feel about a conflict, the emotional energy. Behavioral resolution is reflective of how the disputants act, their behavior. Ultimately a wide range of methods and procedures for addressing conflict exist, including negotiation, mediation, mediation-arbitration, diplomacy, and creative peacebuilding.
John Forester was an English-American industrial engineer, specializing in bicycle transportation engineering. A cycling activist, he was known as "the father of vehicular cycling", for creating the Effective Cycling program of bicycle training along with its associated book of the same title, and for coining the phrase "the vehicular cycling principle" – "Cyclists fare best when they act and are treated as drivers of vehicles". His published works also included Bicycle Transportation: A Handbook for Cycling Transportation Engineers.
The Program on Negotiation (PON) is a university consortium dedicated to developing the theory and practice of negotiation and dispute resolution. As a community of scholars and practitioners, PON serves a unique role in the world negotiation community. Founded in 1983 as a special research project at Harvard Law School, PON includes faculty, students, and staff from Harvard University, Massachusetts Institute of Technology, Tufts University, and Brandeis University.
Warren Gamaliel Bennis was an American scholar, organizational consultant and author, widely regarded as a pioneer of the contemporary field of Leadership studies. Bennis was University Professor and Distinguished Professor of Business Administration and Founding Chairman of The Leadership Institute at the University of Southern California.
An organizational ombudsman is a designated neutral or impartial dispute resolution practitioner whose major function is to provide independent, impartial, confidential and informal assistance to managers and employees, clients and/or other stakeholders of a corporation, university, non-governmental organization, governmental agency or other entity. As an independent and neutral employee, the organizational ombudsman ideally should have no other role or duties. This is in order to maintain independence and neutrality, and to prevent real or perceived conflicts of interest.
Conflict resolution is any reduction in the severity of a conflict. It may involve conflict management, in which the parties continue the conflict but adopt less extreme tactics; settlement, in which they reach agreement on enough issues that the conflict stops; or removal of the underlying causes of the conflict. The latter is sometimes called "resolution", in a narrower sense of the term that will not be used in this article. Settlements sometimes end a conflict for good, but when there are deeper issues – such as value clashes among people who must work together, distressed relationships, or mistreated members of one's ethnic group across a border – settlements are often temporary.
Legal anthropology, also known as the anthropology of laws, is a sub-discipline of anthropology that uses an interdisciplinary approach to "the cross-cultural study of social ordering". The questions that Legal Anthropologists seek to answer concern how is law present in cultures? How does it manifest? How may anthropologists contribute to understandings of law?
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected. There are disputes over how revenues should be divided, how the work should be done, and how long and hard people should work. There are jurisdictional disagreements among individuals, departments, and between unions and management. There are subtler forms of conflict involving rivalries, jealousies, personality clashes, role definitions, and struggles for power and favor. There is also conflict within individuals – between competing needs and demands – to which individuals respond in different ways.
Inclusive management is a pattern of practices by public managers that facilitate the inclusion of public employees, experts, the public, and politicians in collaboratively addressing public problems or concerns of public interest.
John S. Dryzek is a Centenary Professor at the Centre for Deliberative Democracy and Global Governance at the University of Canberra's Institute for Governance and Policy Analysis.
Lawrence E. Susskind is a teacher, trainer, mediator, and urban planner. He is one of the founders of the field of public dispute mediation and is a practicing international mediator through the Consensus Building institute. He has taught at the Massachusetts Institute of Technology since 1971.
Sally Haslanger is an American philosopher and the Ford Professor of Philosophy in the Department of Linguistics and Philosophy at the Massachusetts Institute of Technology.
The "argumentative turn" refers to a group of different approaches in policy analysis and planning that emphasize the increased relevance of argumentation, language and presentation in policy making. Inspired by the "linguistic turn" in the field of humanities, it was developed as an alternative to the epistemological limitations of "neo-positivist" policy analysis and its underlying technocratic understanding of the decision-making process. The argumentative approach systematically integrates empirical and normative questions into a methodological whole oriented towards the analysis of policy deliberation. It is sensitive to the immediate and the many kinds of knowledge practices involved in each phase of the policy process, bringing attention to different forms of argumentation, persuasion and justification.
Nancy Diane Erbe is an American negotiation, conflict resolution and peacebuilding professor at California State University, Dominguez Hills (CSUDH). She is a Fulbright Scholar, Senior Specialist in Peace and Conflict Resolution, and a Fulbright Distinguished Chair. She has received five Fulbright Honors. She is the recipient of the Presidential Outstanding Professor Award 2015.
Online deliberation is a broad term used to describe many forms of non-institutional, institutional and experimental online discussions. The term also describes the emerging field of practice and research related to the design, implementation and study of deliberative processes that rely on the use of electronic information and communications technologies (ICT).
Intergroup dialogue is a "face-to-face facilitated conversation between members of two or more social identity groups that strives to create new levels of understanding, relating, and action". This process promotes conversation around controversial issues, specifically, in order to generate new "collective visions" that uphold the dignity of all people. Intergroup dialogue is based in the philosophies of the democratic and popular education movements. It is commonly used on college campuses, but may assume different namesakes in other settings.
The Jane Mansbridge bibliography includes books, book chapters and journal articles by Jane Mansbridge, the Charles F. Adams Professor of Political Leadership and Democratic Values, Kennedy School of Government, Harvard University.
Deliberative planning refers to a planning process that focuses on making decisions through dialogue, making seasoned arguments and in depth deliberations to take the correct course of action. Deliberative Planning focuses on actions, and the effect that they have on the course of a project.
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