Resolution Training Research Articles

Linguistic basis for levelling procedure of conflict discourse “teacher-student”

Introduction. Our interdisciplinary research is dedicated to the identification of functional characteristics of CD to be used by any pedagogical community when an educational communication is turning into a conflict. It is relevant both for the development of general theory of speech activity and communication rules in a professional collaboration “teacher-student”. Material and methods. We elicited not only characteristics of CD that was our object (total number is 4120 items) but we have also analyzed students’ (110 people) communicative skills as the subject of our research. We used a method of constructing subjective semantic spaces of CD using a factor analysis of illocutionary dominant. The method of statistical analysis was used to identify the frequency of results repetition analysis and test the effectiveness of research procedures on some range of dialogues “teacher – student”. Principles of the holistic organization of the linguistic subject and “student-teacher” speech activity, pedagogical experiment, methods of observation, testing and questioning were also used. Research results. Our study on group communication showed that when the Losada coefficient fell between 2.9 and 7 (80% of participants), students effectively used vocabulary markers to navigate conflict and develop strategies. However, in 20% of cases with a coefficient below 1, communication relied on negative language. Yet, participants adapted using our methodology, leading to successful dialogue. Conclusion. We propose linguistic methods to shift destructive "teacher-student" conflict communication to constructive. Our unique conflict discourse matrix aids in analyzing communication pragmatics and interlocutors' psychology. This matrix can support effective communication in conflict resolution training for educators.

Building a culture of excellence by transforming toxic corporate environments

The article explores the profound impact of corporate culture on organizational performance and employee well-being. It delves into the detrimental effects of toxic corporate culture, characterized by poor leadership, ineffective communication, high-stress levels, and unethical behavior, which collectively undermine productivity and morale. The study also examines the significant economic impact of toxic corporate culture, including decreased productivity, high employee turnover, increased absenteeism, reputational damage, legal and ethical costs, and reduced innovation. The article proposes a comprehensive framework for cultural transformation, emphasizing the importance of leadership development, emotional intelligence training, open communication, recognition and rewards, work-life balance initiatives, diversity and inclusion programs, conflict resolution training, and continuous learning and development. By implementing these evidence-based strategies, organizations can transition from toxic environments to thriving, healthy workplaces that foster excellence and sustainable success. This approach not only enhances employee satisfaction and engagement but also drives innovation and economic growth within the organization.

Evaluating the Effectiveness of Managing Workplace Conflict Management in Nigerian Universities

This study assesses the effectiveness of managing workplace conflicts in Kogi State University, Anyigba, Nigeria. A mixed-methods approach and survey design was employed, combining quantitative and qualitative data collection and analysis methods. The main objective of the study is to assess the effect of collective bargaining on workplace conflict management in Nigeria Universities, focusing on Kogi State University Anyigba The population considered for this study is the Academic Staff Union of Universities (ASUU) members, the Non-academic staff union (NASU), and the Senior Staff Association of Nigerian Universities (SSANU) from the Kogi State University Anyigba. Summing them up therefore the total number of these individuals is 4013. Hence 4013 constituted the total population of this study. This study employed the “Modern Management Theory," theory propounded by Mary Parker Follet who believed that management was "the art of getting things done through people. The result of hypothesis one shows that the p-value is 0.000 at 5% significance level; this means that the Null Hypothesis is rejected and the study concludes that Collective bargaining has a significant effect on conflict management in Kogi State University Anyigba. The result of hypothesis two shows that the p-value is 0.000 at 5% significance level this means that the Null Hypothesis is accepted and the study concludes that the collective bargaining strategy is not effective in workplace conflict management at Kogi State University Anyigba. The study recommends that the University should re-evaluate its current collective bargaining strategies to ensure they are more effective in managing workplace conflicts. This might include involving more diverse stakeholder groups in the bargaining process to improve effectiveness. The University should implement conflict resolution training programs for both academic and non-academic staff to enhance their capacity to engage in constructive bargaining and negotiations.

The Role of Leadership Training in Developing Effective Police Supervisors

The purpose of the article was to examine how well police supervisors are equipped to lead their teams effectively and morally by means of leadership training programs. The disparity between the abilities needed for efficient supervision and those needed for police officers was the main topic of discussion. The fundamental abilities that police supervisors must possess are teamwork, communication, decision-making, and conflict resolution. The effectiveness of leadership development programs in providing supervisors with these competencies. The possible advantages of efficient leadership development, such as higher officer safety, decreased misbehavior, and better public reputation. The Main Points/Determinations: Officers may not be sufficiently prepared for the intricacies of supervisory responsibilities by traditional police training. Supervisors who participate in excellent leadership development programs can acquire the skills needed to effectively lead their teams. Gaining these abilities can result in better decision-making, more communication, and a happier workplace. Good leadership development programs may help reduce police misconduct and provide a safer atmosphere for both the public and cops. Reviewing previous studies on the effects of police leadership training was the methodology/approach. Examine the fundamental abilities deemed necessary for police supervisors. Examine how these abilities are addressed in leadership training programs through curriculum analysis or participant/developer interviews. Examine any connections that might exist between good leadership development and outcomes that are favorable to the public or less wrongdoing (this could include data analysis or case studies). The study's significance and implications were that it made clear how crucial it is to fund thoughtfully crafted leadership development initiatives for police supervisors. Police agencies may cultivate a more professional, ethical, and community-focused force by providing supervisors with the required training. Good leadership development programs can increase public confidence, lower misbehavior, and make everyone's surroundings safer. The leaders of the police department (chiefs, training officers) were in attendance. Government officers and policymakers. scholars and researchers in criminal justice. Neighborhood groups that support police reform. This training prepares police officers for supervisory roles by equipping them with the skills necessary to lead effectively. Through communication, decision-making, and conflict resolution training, supervisors become better equipped to handle challenging situations. The program also fosters team building by teaching motivation, delegation, and trust- building techniques. Ultimately, effective leadership training enhances public perception of the police, reduces misconduct, and improves officer safety.

Where is the expertise? Investigating the drivers of top-down versus bottom-up approaches to cross-cultural conflict resolution training

Purpose For decades, conflict resolution (CR) educators working cross-culturally have struggled with a fundamental dilemma – whether to offer western, evidence-based approaches through a top-down (prescriptive) training process or to use a bottom-up (elicitive) strategy that builds on local cultural knowledge of effective in situ conflict management. This study aims to explore which conditions that prompted experienced CR instructors to use more prescriptive or elicitive approaches to such training in a foreign culture and the implications for training outcomes. Design/methodology/approach There are two parts to this study. First, the authors conducted a literature review to identify basic conditions that might be conducive to conducting prescriptive or elicitive cross-cultural CR training. The authors then tested the identified conditions in a survey with experienced CR instructors to identify different conditions that afforded prescriptive or elicitive approaches. Exploratory factor analysis and regression were used to assess which conditions determined whether a prescriptive or elicitive approach produced better outcomes. Findings In general, although prescriptive methods were found to be more efficient, elicitive methods produced more effective, culturally appropriate, sustainable and culturally sensitive training. Results revealed a variety of instructor, participant and contextual factors that influenced whether a prescriptive or elicitive approach was applied and found to be more suitable. Originality/value This study used empirical survey data with practicing experts to provide insight and guidance into when to use different approaches to CC-CR training effectively.

CREATION OF A FAMILY CAREGIVER NEGOTIATION TRAINING PROGRAM USING ARTIFICIAL INTELLIGENCE

Abstract Family caregivers of people with dementia (PWD) experience conflicts as they navigate the healthcare system but do not have adequate training to resolve these disputes. We sought to develop and pilot test an artificial-intelligence negotiation training program, NegotiAge, for family caregivers. With NIH funding [R01AG068421], we convened a team of negotiation experts, geriatrician, social worker, and community-based family caregivers (Illinois/Florida/New York/California). Content matter experts created informational videos to teach negotiation skills. Family caregivers generated dialogue surrounding caregiver conflicts. Computer science experts input generated dialogue into the Interactive Arbitration Guide Online (IAGO) platform to develop avatar-based agents (e.g. sibling, older adult, physician) for caregivers to practice negotiating. Family caregivers review didactic material then access scenarios to negotiate (e.g. physician recommendations, sibling disagrees with care, PWD refusing support). Caregivers negotiate in real-time with avatars designed to act like humans, including emotional and irrational behaviors. Caregivers can use negotiation tactics until either mutual agreement occurs or time expires. Immediate feedback is generated from the responses chosen and tactics to assist with the negotiation skills training. Pilot testing was conducted with family caregivers of PWD (n=12) and showed that the negotiation and conflict resolution training program was feasible and usable for family caregivers. Subjects found the program to present real-world applicability. NegotiAge is an Artificial Intelligence-based Caregiver Negotiation Program, that is usable and feasible for family caregivers to become familiar with navigating conflicts seen in caring for PWD.

Role of Spirituality and Religion in Stress Management Among Employees of an Organisation

Stress at work is a common problem with serious repercussions for both workers and organizations. This study examines the factors that contribute to workplace stress among employees and considers how spirituality and religion can help with stress management. It focuses on the Bharat Heavy Electricals Limited (BHEL) Corporate Office in New Delhi. Findings show that workplace stressors include high workloads and interpersonal tensions. Religion and spirituality are helpful coping mechanisms that promote emotional stability, resilience, and conflict resolution. In order to improve employee well-being and productivity, this study highlights the necessity of cultural sensitivity in the workplace and suggests initiatives like stress management programs, flexible work schedules, and conflict resolution training.

“A Study on Effect of Dispute Management with Special Reference to Employee Performance at Indigo Blues (A Unit of Gokaldas Exports Limited), Doddaballapura.”

This research paper studies the effect of conflict management on employee performance conducted in textile industry in indigo blues. The study investigates how efficient conflict resolution techniques affect staff productivity in businesses. Significant discrepancies in ideas on teamwork, a clear code of conduct, and dispute resolution techniques were also discovered by the study. Conflicts were shown to be exacerbated by heavy workloads, ineffective leadership, and insufficient employee participation in decision-making. The study makes suggestions for how organizations can enhance their dispute resolution practices, such as promoting open communication, creating clear policies and procedures, encouraging teamwork, offering conflict resolution training, setting up a formal grievance redress process, and guaranteeing fairness. Future surveys may involve corporate companies on a larger geographical scale, and include additional number of workers, for the purpose of attaining more reliable results. KEY WORDS: Employee performance, in effective leadership, insufficient employee participation

A105The use of simulation to develop conflict resolution skills in practice for pre-qualifying physiotherapy students

Conflict is a consistent and unavoidable issue within healthcare [1], both within interdisciplinary teams and during therapeutic interactions. Confidence to manage conflict and its resolution using effective communication are considered essential graduate skills [2]. Studies have shown that by integrating simulated scenarios into conflict resolution training allows students to improve academic practice in group settings and even demonstrate more positive views towards conflict [3]. Simulation can potentially provide a safe and supportive learning environment in which students can develop the necessary skills and confidence to manage conflict, through the use of realistic and challenging scenarios and structured debrief. The aim of this evaluation was to determine the effectiveness of using simulation for conflict resolution training in developing confidence prior to placement for pre-registration MSc and BSc Physiotherapy students. 22 Pre-Registration MSc and 42 BSc Physiotherapy students participated in a newly developed conflict resolution simulation as part of their first year Developing Values Based Professional Practice module. This consisted of three clinical scenarios; 1) Interdisciplinary team communication and scope of practice; 2) Maintaining confidentiality and managing challenging behaviour; and 3) Managing unrealistic expectations which align with Core Skills Training Framework (CSTF) [2]. Each scenario was followed by an interactive debrief period, led by a trained facilitator. The students were invited to complete an anonymous online post-session evaluation regarding their perceived level of confidence and competence in managing challenging scenarios in practice. There was an overall response rate of 77% (48 respondents in total; 13 MSc and 25 BSc students), 27% were pre-registration MSc students and 73% were BSc students. 98% were active in each of the three scenarios as either a Physiotherapy student in the scenario or as an active participant in the post scenario debrief. Following the simulation scenarios, 92% of students felt either ‘a little confident’ or ‘very confident’ in managing challenging behaviour on placement and 94% of students felt either ‘a little confident’ or ‘very confident’ having a conversation with a patient around managing their expectations. 96% of the students rated the session as 8/10 or above in terms of benefit for preparation for practice ( Graph to show student response that the overall conflict resolution experience was well received and considered to be an 8 out of 10 or higher Student satisfaction scores suggest that simulation is a useful tool to enhance pre-registration MSc and BSc Physiotherapy students’ conflict resolution skills required for clinical practice. Additional research into how the development of these skills carry over into placement is warranted. Authors confirm that all relevant ethical standards for research conduct and dissemination have been met. The submitting author confirms that relevant ethical approval was granted, if applicable.

Resolving organizational peer conflict via integrative behaviors: the role of trust and informational support

Purpose The purpose of this study is to investigate the role of trust, informational support and integrative behaviors in the effective outcomes of peer conflict in the workplace. Design/methodology/approach Deidentified secondary data were provided by a human resource management company that offers conflict resolution training. The authors studied a sample of 815 supervisors and middle-level managers (51% female; average age = 40) who reported their primary work experience was in the USA. Each respondent described a workplace conflict with a peer. A regression-based bootstrapping technique was used to test the hypothesized relationships between the constructs of trust, informational support, integrative behaviors and effective outcomes in peer conflict. Findings The relationship between trust and the use of integrative behaviors during peer conflict is conditional on the availability of informational support, such that those who solicit a third party’s views are more likely to exhibit integrative behaviors during the conflict under study, even at relatively lower levels of trust in the conflict relationship. Originality/value In this study, the authors add to social interdependence theory and the role of integrative behaviors by proposing the importance of interpersonal trust and informational support, which may reduce uncertainty during peer conflict. The authors also extend existing literature on cooperation, cooperative approaches to managing conflict and integrative behaviors in the workplace by examining peer-to-peer organizational conflict.

The Prevalence of Physical Violence, Drivers of Imprisonment, and Conduct of Prisoners in Mogadishu Central Prison, Somalia

Violence is described as the intentional use of physical force against a person, oneself, or a group of people that causes trauma, psychological harm, or even death. It could take the shape of physical or psychological harm, deprivation, or emotional or sexual assault. Violence of many different kinds is committed in jails globally. However, they are frequently carried out in secrecy, which makes them challenging to establish. The target population for the study were prisoners and staff in Mogadishu Central Prison. A descriptive cross-sectional research design was applied to collect both quantitative and qualitative data. Systematic sampling was used to select prisoners, while purposive sampling was used to select key informants (staff). The study used questionnaires and key informant interviews as data collection tools. Quantitative analysis was conducted using SPSS version 27, and both Fisher’s exact test and Pearson’s Chi-square were used to test for associations and relationships between variables after descriptive analysis had been done. Qualitative analysis was conducted using thematic analysis. The study found that the overall prevalence of physical violence in the prison was 16.3%, with the majority of violence being conducted by convicts against other inmates, but there were also instances of violence committed against and committed by prison staff. The prevalence among inmates was 15%, and prisoners against warden was 1.3%. The most common types of physical violence were fist fights (11.8%), flogging (1.6%), use of weapons or other instruments (1.6%) such as razor blades, throwing shoes at each other, or use of finger rings and slapping (1.3%). The study highlights a concerning high prevalence of physical violence within Mogadishu Central Prison, primarily perpetrated by inmates against each other and occasionally involving prison staff. To address the issue, the study recommends a multifaceted approach, including heightened conflict recognition and resolution training for prison staff, increased investment in resources to alleviate overcrowding, and the establishment of rehabilitation and mental health programs to target the underlying triggers of violence

Big Transfer Learning for Fine Art Classification.

Automatic classification and retrieval of fine art collections have received much attention in recent years. In this article, we explore the applicability of convolutional neural networks (CNNs) for art-related image classification tasks. To examine how hyperparameters affect model performance, we use different hyperparameters in our experiments and find that a higher resolution and appropriate training steps with mix-up can improve model performance. To determine how transfer learning affects the final results, we systematically compare the efforts of five weight initializations of the models for different tasks. We show that fine-tuning networks pretrained on a larger dataset have better generalizability. This phenomenon shows the a priori knowledge that models learn in the real world also applies to the art world, and we call this method as big transfer learning (BiT). Through extensive experiments on fine art classification, we demonstrate that the proposed transfer learning approach outperforms the previous work by a large margin and achieves state-of-the-art performance in the art field. Furthermore, to show how computers capture features in paintings to make classifications, we visualized the results of different classification tasks to help us understand the operation mechanism of the models. Additionally, we use our models to retrieve paintings by analyzing different image similarity aspects. The results show that models can be employed to retrieve paintings even if they are computer-generated.

Relationship between prospective teachers’ self-assessment of the level of tolerance and their willingness to increase conflict resolution competence

Introduction. The article investigates prospective teachers’ motivation for targeted conflict resolution training. The purpose of the article is to identify and analyze the relationship between the self-assessment of the level of tolerance among undergraduate students majoring in education and their need to increase their conflict resolution competence. Materials and Methods. The study followed a systematic approach and used theoretical and empirical research methods. Primary empirical data were collected via a questionnaire survey. The sample consisted of 2nd-5th–year students (n=152) doing their initial teacher education degree. For mathematical analysis of the relationship between the study variables, the Spearman rank correlation method and logistic regression analysis were used. Results. The study revealed a relationship between students’ self-assessment of tolerant qualities and their willingness to increase their conflict resolution competence. The study found high levels of self-assessment of tolerance among prospective teachers. At the same time, in the structure of tolerant qualities, the rejection of violence prevails (X = 4.59). The results of the study show that students who consider themselves incapable of renouncing violence or obeying the rules are more willing to increase their conflict resolution competence. It was established that most students (76.3 %) have a need to increase conflict resolution readiness, namely, to develop the ability to organize interaction between participants in a conflict situation for its productive resolution. Only 21.1 % of the respondents argued that they do not need to increase their competence in conflict resolution. Conclusions. The article concludes about the relationship between prospective teacher’s self-assessment of level of tolerance and their motivation to increase their conflict resolution competence. Self-assessment of tolerance, being a significant professional quality, is important for future teachers in order to consider themselves as professionals who are able to interact with other participants in education in various conditions, including conflict situations.

DOCSNet: a dual-output and cross-scale strategy for pan-sharpening

ABSTRACT Pan-sharpening aims to obtain a multi-spectral image of high resolution from inputs of a high spatial resolution panchromatic image and a low spatial resolution multi-spectral image. In recent years, pan-sharpening methods based on supervised learning have achieved superior performance over traditional methods. However, all these supervised pan-sharpening methods rest upon the assumption that performance of model trained on a coarse scale can generalize well on a finer one, which is not always the case. To address this problem, we propose a novel dual-output and cross-scale learning strategy DOCSNet for pan-sharpening. DOCSNet consists of two sub-networks, ReducedNet1 and FullNet2, which are both adapted from simple three convolutional layers and progressively cascaded. ReducedNet1 is first trained on the reduced-scale training set, its parameters are frozen, and then the whole network (fixed ReducedNet1 cascaded with FullNet2) adopts a cross-scale training strategy which involves simultaneously reduced and full resolution training samples. Each sub-network has an output terminal for reduced-scale and target-scale results, respectively. To the best of our knowledge, this is the first attempt to introduce a dual-output architecture to pan-sharpening framework. Extensive experiments on GaoFen-2 and WorldView-3 satellite images demonstrate that DOCSNet outperforms other state-of-the-art pan-sharpening methods in terms of qualitative visual effects and quantitative metrics evaluations.

Teamwork facilitation and conflict resolution training in a HyFlex course during the COVID-19 pandemic.

BackgroundWe evaluated the effect of three teaching strategies to facilitate teamwork in a systems analysis and design course during the COVID‐19 pandemic: (1) offering a HyFlex version of the course, (2) facilitating scheduled online teamwork sessions for all students, and (3) providing conflict resolution training to help teams overcome collaboration challenges.Purpose/HypothesisTo identify the impact of these instructional strategies and answer four research questions, we measured (1) performance, dynamics, and cooperation strategies of teams and (2) students' perceptions of their own and team members' performance along with changes in their perceptions of their conflict management skills.Design/MethodWe used a simultaneous triangulation mixed‐methods design to obtain distinct but complementary qualitative and quantitative data. We compared data from two offerings of the course: Fall 2019 and Fall 2020 semesters. In the Fall 2019 semester, an in‐person active learning strategy was used, while in the Fall 2020 semester, the course followed a HyFlex delivery mode due to the COVID‐19 pandemic.ResultsFindings suggest that the use of cooperative learning pedagogy along with HyFlex accommodations for safety and social distancing requirements for the Fall 2020 semester provided students with a comparable learning experience to a traditional in‐person mode.ConclusionsLearning strategies, pedagogical supports, and teamwork training can enhance social interactions, and consequently, students' social presence in online learning. Conflict resolution training could be a valuable tool for improving teamwork skills and communication among team members.

When and how do healthcare professionals introduce specialist palliative care to the families of children with life-threatening conditions in Taiwan? A qualitative study

BackgroundSpecialist palliative care (SPC) is often needed to manage complex or refractory problems in children with life-threatening conditions during end-of-life. This study explores the perceptions of healthcare professionals (HPs) to determine the triggers leading to and experiences with introducing SPC among families of children with life-threatening conditions. MethodsA secondary analysis of 13 semi-structured interviews with HPs conducted from September 2019–June 2020 was carried out in a pediatric ward and a neonatal and pediatric intensive care unit in Taiwan. A thematic analysis was conducted. Competence Theory was used to guide the research questions and the interpretive framework. FindingsSeven nurses, four pediatricians, one psychologist, and one respiratory therapist were interviewed. The need for shared knowledge regarding wishes for care and end-of-life decision-making were found to be the indicators for introducing SPC, along with having a fear of causing harm to the family-professional relationship and the patient. HPs value harmony in the form of clarifying misconceptions, building trust, and holding the moral bottom line. The theme of ‘seeking the competent self’ encompasses the values and expectations related to improving skills and creating a sense of fulfillment as HPs achieve good quality care. DiscussionDiscussions about SPC facilitate better communication and decision-making. Careful attention should be paid to the needs related to clarifying misconceptions and protecting the child's right to life when SPC is suggested. Application to practiceCommunication, empathy, and conflict resolution training may be helpful with developing HP competencies related to introducing SPC.

Role Conflict Related Job Stress among Construction Project Professionals: The Moderating Role of Age and Organization Tenure

Demographic variables play a vital role in determining stress occurring from workplace demands. Role conflict is a major workplace demand, specifically in the context of construction. However, the way demographic variables influence the stress occurring from role conflict is less explored in the literature. Specifically, the literature does not fully explain the positioning of age and organization tenure on the relationship between role conflict and job stress. Hence, the present study evaluates the moderating role of age and organization tenure on the relationship between role conflict and job stress. A survey was conducted by distributing the questionnaire directly to randomly selected project-level employees of ten large private contractors in Sri Lanka. A total of 274 valid respondents were collected and used to run a factor analysis validated hierarchical regression analysis to assess the research hypotheses. The results showed that role conflict has a positive direct effect on job stress. The findings further revealed that the impact of role conflict on job stress is high for young employees in the construction industry, as young employees do not possess the necessary life skills or experience to cope with role conflict. Contrary to the authors’ expectations, there is no significant contribution from organization tenure to the relationship of role conflict and job stress. Since the young employees are more vulnerable to role conflict, special considerations should be given to improve the well-being of the young workforce. Hence, it is recommended that contractors should assign seasoned supervisors who can nurture the young employees and act as mentors. The supervisors should give clear instructions and inform what the young subordinates need to do when confronted with non-overlapping requests or orders from the other parties involved in the project. Besides, organizations must conduct periodic conflict management and resolution training programs to help the employees cope with the conflicts that occur in the workplace, which is the path to lessen the impact of role conflict as organization tenure accumulates.

An operational tool to detect non-native invasive grasses: Assessing temporal transferability and bias in fires to optimize performance for land management

Non-native invasive grasses have spread rapidly across the American West in recent years, significantly changing the ecology of the landscape by increasing fire frequency and degrading wildlife habitat. To meet the need for national forests in California to monitor the spread of these grasses into shrub-dominated ecosystems, we developed an operational tool that produces maps of herbaceous cover on a biennial basis at 30 m scale for southern California. Because the tool is planned for deployment for the remainder of the state, we present a rigorous analysis of temporal and spatial transferability of the model to demonstrate its suitability as a broad-scale technical application. Beta regression and random forest models were tested using Landsat 5, 7, and 8 imagery, including a variety of vegetation indices and spectral bands, as well as a predictor representing the time elapsed since the most recent fire. Comparing models created in six different years for which high resolution training data were available, we found that a random forest model trained using 2009 data performed better than models trained in other years in terms of variance explained by predictors (70% variance explained), inter-annual temporal transferability, cross-validation predictions for withheld data (root mean square error = 4.14), and minimal bias in burned v. unburned areas. Predictors in the final model included the maximum spring value for red-green angle (RGA), mean summer RGA, and standard deviation in the spring for the normalized burn ratio (NBR); these predictors leverage the distinct phenology of annual grasses as compared to evergreen shrubs that dominate the study area. Feasibility considerations for maintenance of an operational tool were an important component of model development, and we discuss 1) leveraging data processing capabilities using Google Earth Engine, 2) a cost-benefit comparison of model re-training for future years, and 3) an assessment of training methods that relied primarily on imagery-based assessments, while reserving field visitation for targeted assessments when conditions warrant further validation. Model outputs predicted to the full raster scale indicated non-native invasive grass spread has occurred at a moderate level over the last decade, with increases in cover observed mainly in burned areas, but with expansion and density likely suppressed by recent drought.

Relationship between Assertive Communication and Cyber-​​bullying in Adolescents

The mandatory use of online facilities during the Covid-19 period has a great opportunity to increase the problem of cyber bullying at all levels of education. The concept of assertiveness cannot be separated from cyber bullying and it is known that communicating assertively can prevent cyber bullying even though it is difficult to implement. The complexity of the psychological problems of victims of cyber bullying requires comprehensive management. This analytical descriptive study with a cross sectional approach aims to analyze the relationship between assertive communication and cyber bullying by involving 151 student participants and high school students in Palembang. The data was collected using an assertive scale and a cyber-bullying scale, which was distributed online using a Google form. From Kendall's tau-b statistical test, it is known that there is a relationship between assertive communication and cyber bullying (p=0.026). It is recommended that the education sector implement self-awareness, empathy, assertive communication and conflict resolution training to prevent the increasing number of cyber bullying's victim. The academic and managerial sectors are expected to facilitate promotion through educational media about using online facilities intelligently by respecting human dignity.

Negotiation Training for Case Managers to Improve Older Adult Acceptance of Services.

Older adults frequently choose not to accept recommended social support services (e.g., caregiver and home therapy). Social workers/case managers (SWs/CMs) are often caught in the conflict encouraging patients to accept services, but facing resistance. As a result, older adults may experience unsafe home scenarios and hospital discharges. This research sought to examine whether business school negotiation and dispute resolution (NDR) training could ease these conflicts and potentially improve outcomes for both older adults and SWs/CMs. Urban health care system (pilot), national case management conference (implementation). Researchers tailored the NDR training, offered at graduate business schools, for SWs/CMs. Researchers then pilot tested the NDR training at an urban hospital and implemented it with a national cohort of SWs/CMs at a national case management conference. Participants completed a survey that ascertained conflicts, utility of the NDR program, real-world applicability, and future directions. Eighty-five SW/CM participants, from 22 states, completed the NDR training and survey. Participants reported experiencing conflicts frequently in their workday. Post-NDR training, respondents were very positive about the knowledge gained from the course, specifically noting themes of learning the negotiation basics, tactics (e.g., framing), and integrative strategies (e.g., win-win/expanding to multi-issue discussions). All participants planned to use the NDR skills in the future. The NDR training program can provide SWs/CMs with formal strategies to facilitate older adults' acceptance of social services while balancing patient autonomy. Learning negotiating techniques can be "win-win" for both older adults' home safety and case manager well-being.