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Feb 25 2009, 6:30 AM EST (current) mikicesari 22 words added, 1227 words deleted
Feb 24 2009, 9:09 AM EST mikicesari 1587 words added

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Activity: The Cultural Dimension of Conflict
Purpose: To support participants to understand and internalise the “cultural dimension of conflict and change” as described inby LPI’sJohn programmes.Paul Lederach.
Time: 90 minutes (40 minutes for group discussions; 40-5040-60 minutes for plenary discussions).
Participants: 2 participants or more.

Materials: -
  • Pens;
  • Notebooks;
  • Flip charts;
  • Marker pens;
  • Masking tape;
  • Visual aids - Handouts with questions.
Process: I) Ensure pens and notebooks are distributed in advance to individual participants.

II) Ask participants to think about their society as it currently exists.
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III) Now ask individuals to form groups according to the organisation that they belong to,to (or else as appropriate), and discuss the following questions and note their findings in their flip charts:

Assessing Cultural Resources and Patterns
  • What cultural patterns seem to have an impact, whether positive or negative, on how conflict is understood, approached, and handled in your context?
  • What aspects of inter-group conflict may be affected by cultural and worldview differences?
  • When you look at other groups what aspects of their culture contribute positively to the expression and handling of conflict, and which patterns appear to make it worse?
  • What cultural patterns have been affected by factors such as displacement or migration, population growth, conflict dynamics, and/or “modernization,”? (with particular attention to what aspects of traditional culture are strained by these elements, and what, if any, important traditions have been lost)
Program and Activities
  • Which aspects of peacebuilding/conflict transformation are partly or primarily oriented toward changing a cultural pattern? (probe for what they do/programmes in their organizations)
  • What are realistic timeframes to think about the cultural shift desired? For example, are components of the program working with generational change?
IV) Distribute flip chart papers and markers in each group together with handout questions. Ask participants to note down responses to the questions on their flip charts for presentations.

V) Ask each group to choose one participant to do presentations in plenary based on the above questions with questions and answers from the rest of the participants.
Source:
The questions have been adapted from Lederach, J. P., Neufeldt, R., Culbertson, H, Reflective Peacebuilding: A Planning, Monitoring, and Learning Tool Kit,Kit, Notre Dame (IN): The Joan B. Kroch Institute for International Peace Studies, University of Notre Dame, 2007, p. 22.Activity: Working into Change within the Personal, Relational, Structural and Cultural Dimensions of ConflictPurpose: - To explore participants’ perceptions, analysis and response to the changing nature of conflict within the personal, relational, structural and cultural dimensions;- To help participants reflect on change and the obstacles – both internal and external – that we place in its way.Time: 90 minutes.Participants: At least 8 participants, divided in 4 pairs during group work. Works better with larger groups.Materials: - Note books;Pens;Flip charts;Marker pens;Masking tape;Visual aids – handouts with questions.Process: I) Ensure pens and notebooks are distributed in advance to individual participants.II) Divide the plenary into 4 groups representing23. theThe 4pdf dimensionsfile of conflict (personal, relational, structural and cultural). III) Distribute flip chart papers and markers in each group together with the handout with questions. Ask participants to note down responses to the questions on their flip charts for presentations.IV) Assign the task.this Thispublication is slightlyavailable different for each group working on different dimensions:Personal dimensionAsk participants to discuss situations in which they, in relationship with others, were part of making some changes. Let them think about these changes within the personal dimension of conflict and share their experiences in their groups. The group members should choose one participant’s experience to develop along the following questions:How were things before the change?How did the change come about, what was happening that told you that something new was needed? (in terms of the situation and the relationships)What would you say was emerging in the situation (that indicated a change was needed)? What was it becoming, that required a change in the ways things were done?What kinds of decisions and resolutions did you make towards supporting the new situation?Were these implemented and, if so, in what ways?What was the end result?When you evaluate the whole process, how would you describe the change process at different points in time? (forwards, stagnation, backwards, collapse?)How did you feel about these changes (positive/negative)?What inside you helped the process of implementation?What inside you hindered the process of implementation?What helped the process in the behaviours of others who were a part of the change project?What hindered the process in the behaviours of others who were a part of the change project?What helped and what hindered in the environment around you all?Assuming you were a facilitator of that particular change process, what would you have brought into the situation in order to enable the change to emerge and take hold?Relational dimensionAsk participants to discuss situations in which they in relationship with others (who they regularly interact with) were part of making some changes. Let them think about these changes within the relational dimension of conflict and share their experiences in their groups. The group members should choose one participant’s experience to develop along the following questions: How were things before the change?How did the change come about, what was happening that told you that something new was needed? (in terms of the situation and the relationships)What would you say was emerging in the situation (that indicated a change was needed)? What was it becoming, that required a change in the ways things were done?What kinds of decisions and resolutions did the different sides make towards supporting the new situation?Were these implemented and, if so, in what ways?What was the end result?When you evaluatefree the whole process, how would you describe the change process at different points in time? (forwards, stagnation, backwards, collapse?)How did the different sides feel about these changes (positive/negative)?What within the people involved helped the process of implementation?What within the people involved hindered the process of implementation?What helped and what hindered in the environment around you all?Assuming you were a facilitator of that particular change process, what would you have brought into the situation in order to enable the change to emerge and take hold?Structural dimensionAsk participants to discuss situations in which they together with people from another clan/other clans were part of making some changes. Let them think about these changes within the structural dimension of conflict and share their experiences in their groups. The group members should choose one participant’s experience to develop along the following questions:How were things before the change?How did the change come about, what was happening that told you that something new was needed? (in terms of the situation and the relationships, evolution over time)What would you say was emerging in the situation (that indicated a change was needed)? What was it becoming, that required a change in the ways things were done?What kinds of decisions and resolutions did the different sides make towards supporting the new situation?Were these implemented and, if so, in what ways?What was the end result?When you evaluate the whole process, how would you describe the change process at different points in time? (forwards, stagnation, backwards, collapse?)How did the different sides feel about these changes (positive/negative)?What within the people involved helped the process of implementation?What within the people involved hindered the process of implementation?What helped and what hindered in the environment around you all?Assuming you were a facilitator of that particular change process, what would you have brought into the situation in order to enable the change to emerge and take hold?Cultural dimensionAsk participants to discuss situations in which they together with people from another clan/group (with different culture) were part of making some changes. Let them think about these changes within the cultural dimension of conflict and share their experiences in their groups. The group members should choose one participant’s experience to develop along the following questions:How were things before the change?How did the change come about, what was happening that told you that something new was needed? (in terms of the situation and the relationships, evolution over time)What would you say was emerging in the situation (that indicated a change was needed)? What was it becoming, that required a change in the ways things were done?What kinds of decisions and resolutions did the different sides make towards supporting the new situation?Were these implemented and, if so, in what ways?What was the end result?When you evaluate the whole process, how would you describe the change process at different points in time? (forwards, stagnation, backwards, collapse?)How did the different sides feel about these changes (positive/negative)?What within the people involved helped the process of implementation?What within the people involved hindered the process of implementation?What helped and what hindered in the environment around you all?Assuming you were a facilitator of that particular change process, what would you have brought into the situation in order to enable the change to emerge and take hold?V) Let each group choose a second participant to pair up with the narrating participant to present the discussion in plenary in a question-answer format while engaging the larger plenary group in discussions in between the presentation. VI) Ask participants in plenary to make contributions on what they can learn about change processes at the personal level.here.


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