CHAPTER 1: PEACE, CULTURE OF - Recognition and enjoyment of the good

PEACE, AND PEACE EDUCATION qualities of someone or something.

• AFFECTION
PEACE - The more peace we bring into our
life, the more peace we can bring
- the absence of harm and violence, not just into this world.
personal or direct harm and violence but also - Todd Perelmuter
structural or indirect harm and violence. - A gentle feeling of fondness or
- It should mean not only absence of way, but linking, or the act or process of
also violence in all forms such as conflicts, affecting or being affected
threat to life, social degradation, - *If we do not receive proper
discrimination, oppression, exploitation, affection, in our later life, we will find
poverty, injustices and so on. it hard to love others.
- cannot be built as long as violent social
structures exists in society.
THREE (3) PRINCIPLES OF SHARED
HUMANITY
PEACE
• We are more similar than different.
• Positive Peace - Even in our diversity, there are
- Absence of structural violence basic human activities or needs that
• Negative Peace unite us. By recognizing these
- Absence of personal violence commonalities, we can build
connections and understanding
VIOLENCE among people.
• Direct Violence
- Personal (ex. Assault, riot, war) • Our differences create the necessary
• Indirect Violence condition for mutual enrichment.
- Structural (ex. Poverty, hunger, - The exchange of ideas, traditions,
discrimination) and perspectives leads to a more
vibrant and dynamic social
environment.
BUILDING BLOCKS / BEST INGREDIENTS TO
LASTING PEACE • The quality of our relationship
determines the quality of peace among
• ACCEPTANCE us.
- "When you stop living your life based on - Good relationships, marked by
what others think of you, your real life understanding and respect, lead to
begins. At that moment, you will finally see a peaceful atmosphere.
the door of acceptance opened."
-Shannon L. Alder
- Learning to accept what is most difficult, PEACE EDUCATION
can be one of the most trying learning
experiences in our lives - The process of acquiring the values, and
the knowledge, and the developing
• APPRECIATION attitudes, skills and behaviors to live in
- Any day above ground is a good day. harmony with God, oneself, with others and
Before you complain about anything, be with the nature.
thankful for your life and the things that are - The process of teaching people about the
still going well today. Take time daily to threats of violence and strategies for peace
reflect on how much you have. It may not and may take peace inside or outside
be all that you want but remember classroom.
someone somewhere is dreaming to have
what you have. -Germany Kent
The 1987 Constitution promulgates the importance and other cultural communities in
of peace actions in building a harmonious society Mindanao.
that enables love, respect and unity among its - The global trends in recent years indicate
people- to build a just and humane society. that there is the unexpected rise of violent
extremism that led to the Marawi siege
making MSU become more decisive in
SECURITY
preventing the youth from the influence of
this ideology.
- December 20, 2017 - approved the
KEY FUNDAMENTALS PUBLIC offering of the 3-unit course
PEACE OF DEVELOPMENT ORDER Fundamentals of Peace Education
(FPE101) in all undergraduate programs
of the MSU System through BOR
SAFETY
Resolution No. 356. In 2021, the BOR
through Resolution no. 302 declared
every August 25 as MSU Peace Day.

SIX PATHS TO PEACE

Peace Education as a Pathway to a CULTURE
1) Pursuit of Social, Economic and Political OF PEACE
Reforms
2) Consensus-Building and Empowerment for • CULTURE
Peace;
3) Peaceful, Negotiated Settlement with the
Different Rebel Groups
4) Programs for Reconciliation, Reintegration
into Mainstream Society and
Rehabilitation;
5) Addressing Concerns Arising from
Continuing Armed Hostilities;
6) Building and Nurturing a Climate
Conducive to Peace.

- defined as a social organization's common

PEACE EDUCATION in Mindanao State symbols, norms, and values.
University
fundamental pattern of living through which a
• Mindanao State University group of people can develop their collective
-
established under Republic Act 1387, as awareness and behavior both within their
amended, as a vehicle for peace and community and in their connections with other
development in the MINSUPALA groups of people and culture.
• Institute for Peace and Development in
Mindanao (IPDM)
- organized in 2001 through BOR CULTURE OF PEACE
Resolution No. 224, S. 2001
- It is a way of life that promotes the well-being of
- considered as a proactive response to the
all human beings, regardless of their cultural or
national governments efforts to invest in
historical origins, and in which a community of
peace initiatives
people grows in dignity, self-determination,
- serves as the peace and development
service, and solidarity with one another.
arm of the university
- Aims to amplify the efforts in advancing
the cause for national unity, integration in
sustainable peace
- To serve as a social laboratory for conflict
transformation through integration and
economic development of the Muslims
HOW CAN WE PROMOTE A CULTURE OF - Hatred is inherent in human character
PEACE? which is kept subdued by rationality and
wisdom.
- As an evolving process, it is necessary to
- When this rationality and wisdom
acknowledge the dignity and equality of all
disappear in the name of religion or ethnic
individuals - Migrant Settlers, Moro, and
superiority or a strong sense of injustice or
Lumad.
deprivation, conflicts develop, and violence
- Mutual tolerance, acceptability, respect, and sets in.
admiration for one another's culture are
required.
PRINCIPLES OF CONFLICT
CHAPTER 2: CONFLICT AND VIOLENCE • Conflict is Natural
- Conflict is an inherent aspect of the
CONFLICT
human existence.
- comes from Latin word "conflictus" which - It is a natural and typical aspect of
means collision or clash. all human relationship; conflict in
- part of the human nature and of itself is not unusual.
- it is a fact of human life - Conflict will always exist in the
- it is inevitable that in any environment, workplace
institution or organization - it is how we respond or channel
- cannot be avoided differences among energy that we can take very
individuals’ ideas, desires, perceptions and destructive or constructive
needs. directions. It is how we begin to
- In general, it is defined as antagonistic understand and respond to what is
state of opposition, disagreement, or presented to us as we live in our
incompatibility between two or more lives.
parties.
- neither good nor bad. • Conflict is an on-going process
- How one responds to a conflict will make - Conflict always manifests itself in a
the consequences to be bad or good. variety of ways as the relationship
progresses.
- It is an excellent opportunity for
VIOLENCE learning, getting to know others,
and continuously building
- is a response to a conflict, sometimes, this relationships.
is an extreme response to a conflict.
- any physical, emotional, verbal, • Conflict is a dynamic process.
institutional or structural action, behavior, - The only definite path of conflict is
attitude, policy, or condition that aims to toward initiating change.
diminish, dominate or destroy oneself and - Because it is a dynamic process, it
other. changes, and the essential task is
- When conflicts are not reduced or settled to steer it in a favorable direction
through negotiations or other legal means, that leads to stronger and higher
it gives rise to violence. relationships.
- taken as a short cut method for resolution • Conflict is positive
of conflicts. - Conflict is a critical catalyst for
- Suppressed sense of deprivation or transformation.
injustice finds vent through violence and in - It incentivizes a person to ponder
extreme cases it leads to terrorism. and seek new directions in order to
- The root cause of such violence is hatred analyze or re- examine his or her
against an individual or group of people or relationship with people and with
society or country. society.
 - It always strengthens and prepares • RELATIONSHIP
the human being for life. - Conflicts arise as a result of
misunderstandings, intense
• Conflict is embedded in all relationships negative emotions, or ineffective
- Conflict exists not only between communication. One person may
people, but also between many harbor suspicions about the other
social, economic, and political and believe that their acts are
structures. driven by malice or an attempt to
- Due to the fact that it exists in every harm the other.
relationship, it forces the parties to - Allowing each person undisturbed
adjust to one another. time to go through difficulties and
respond to the other person's
concerns can help resolve
SOURCE OF CONFLICT relationship conflicts.

• INFORMATION • STRUCTURE
- Conflicts over information occur - Structural disputes are a result of
when individuals have insufficient others' oppressive activities.
knowledge, or disagree about the - Conflict behavior is frequently
relevance of certain data. facilitated by a lack of resources or
- Allowing parties adequate opportunity, as well as
opportunity to be heard in a polite organizational structures. The
environment supported by a neutral parties may very well profit from
person can help resolve information mediation, as the forum will assist in
discrepancies. rebalancing the parties' power
imbalances.
• VALUES
- Conflicts arise when individuals feel OTHER SOURCE OF CONFLICT
that their values don't align with
• STEREOTYPE
something they encounter or
- It refers to the negative opinion
experience.
about a person or group based on
- When an individual or organization
incomplete knowledge. It is a false
attempts to impose its ideals on
or misleading generalizations about
others or asserts exclusive
groups held in a manner that
ownership of a set of values,
renders them largely, though not
conflicts ensue.
entirely, immune to counter
- While ideals are non-negotiable,
evidence (Blum, 2004).
they may be debated and
- The best known way to change
individuals can learn to coexist
people's stereotypes is to
peacefully and coherently.
continually provide new information
in different ways that contradict the
• INTEREST stereotype and promote intergroup
- Conflicts arise as a result of contact (Pettigrew, 1997).
competition over perceived or real
incompatibilities in requirements.
• PREJUDICE
- These conflicts may arise as a
- This pertains to the negative feeling
result of disagreements about
or attitude towards a person or a
money, resources, or time. Parties
group even if it lacks basis (Allport,
frequently assume that in order to
1958).
meet their own needs, their
- It is an opinion, usually negative,
adversary's must be sacrificed.
that is not founded on experience or
- A mediator can assist in identifying
reason. Prejudice was simply
methods to align interests and
equated with racism. However, over
establish mutually beneficial
time it was realized that there were
opportunities.
other forms of prejudice. Thus, the
concept of prejudice has expanded.
 - the act of making distinction between
human beings or social groups, either by
• TYPES OF PREJUDICE action or omission with derogatory,
exclusive or negative meaning and that
1. RACISM leads to inequality of opportunities. It is an
- It is a belief that one's own cultural or racial act of abuse and injustice that| violates
background is intrinsically superior to that of the right to equality (Prescoft, 2017).
others, resulting in a lack of regard or
understanding for persons of "other races."
• OPPRESSION
- described as exercise of tyranny by a
2. SEXISM
ruling group.
- It is a set of beliefs, behaviors, and
- It is when people reduce the potential for
institutional structures that marginalizes
other people to be fully human by treating
women on the basis of their sexual
badly, denying people language,
orientation (Mcginnis & Oehberg, 1991)
education, and other opportunities that
might make them become fully human in
3. HETEROSEXISM
both mind and body.
- This pertains to the negative attitudes toward
- It can be the result of a few people's
lesbians and gay men.
choices or policies that cause embedded
unquestioned norms, habits, and
4. CLASSISM
symbols. These societal rules can
- It is an act of distancing from and perceiving
become a restrictive structure of forces
the poor as "the other" (Lott, 1995).
and barriers that immobilize and reduce a
group or category of people.
5. LINGUICISM
- It refers to the negative attitudes that
members of dominant language groups have
LEVELS OF CONFLICT
against members of non-dominant language
groups (Chen-Hayes, Chen & Athat, n.d.) 1. Intrapersonal Conflicts (within an individual)
- conflict occurs within a person.
6. AGEISM
- It refers to negative views toward the young 2. Interpersonal Conflict (between individuals)
and the elderly. - Conflict between two or more individual
can be considered as interpersonal
7. LOOKISM conflicts
- It is a bias against persons who do not - Such conflicts may occur due to individual
conform to predetermined criteria of beauty. differences including differences in
The obese, the small, and the dark-skinned perception of problems, perception of
are frequently the victims (Nario-Galace, situations, attitudes, values apart from
2003). differences arising out of control and
allocation of resources.
8. RELIGIOUS INTOLERANCE
- This pertains to the prejudice against those 3. Intragroup conflict (within a group)
who are followers of religious other than - Conflict exists between members of one
one's own. particular group, say members of a hiring
committee that don't agree with a new
• DISCRIMINATION candidate.
- refers to negative actions toward
members of a specific social group that 4. Intergroup Conflict (between groups)
may be manifested in avoidance, - This happens when conflict occurs
aversion or even violence (Franzoi, between two or more groups,
1986). Thus, stereotypes, being negative departments, teams, the same is
beliefs about a group, can form the basis called intergroup conflict.
for prejudicial feelings, which, in turn, may - When there is intergroup conflict, the
lead to negative action or to groups become more cohesive, task
discrimination.
 focused, and members show greater STAGE 3: FELT
loyalty.
- This is the stage during which one or more
- However, the outgroup i.e., the other
parties endure tension and anxiety.
group is seen as an enemy. Hostility
- At this point, the parties involved become
and obstructing behavior is among
aware of the disagreement. This means
members negatively affecting the
that during this stage, the conflict is not only
interest of the other group.
noticed, but also felt and recognized.
- It is therefore suggested that
competition must be managed STAGE 4: MANIFEST
carefully and competing groups
should not lose sight of super - Manifest conflict is the stage at which
ordinate goals of organizations. differences become visible.
- It is the stage at which individuals involved
5. Intra-organizational conflict (within in conflict demonstrate behaviors that
organization) elicit responses from one another.
- It arises when there is conflict within or STAGE 5: AFTERMATH
between layers of an organization.
- Vertical conflict occurs between - when both sides assess whether the
hierarchical levels; disagreement can be resolved or if it will
- Horizontal conflict occurs between deteriorate into a more complicated
departments on the same level (e.g. situation.
sales against manufacturing); - This is the stage at which the outcome of
- and line-staff conflict occurs between the conflict can be determined, whether
line managers and resolution or dissolution.
- staff managers. - When problems are resolved in a way that
benefits both parties, relationships
STAGES OF CONFLICT become stronger. However, if the
resolution of conflict falls short of what
both parties seek, it may grow and burst
into a more sophisticated form.

CONFLICT TREE ANALYSIS

STAGE 1: LATENT
The conflict tree is a visual representation and
- The latent stage of conflict is the initial stage classification technique for conflict situations. The
of conflict. tree visualizes the issues (central problems) in a
- Individuals involved are unaware of the conflict by depicting their causes and effects. The
presence of conflict at this point. This Conflict Tree focuses on a single issue (core
suggests that conflict begins with a problem) at a time, assisting us in elucidating the
circumstance in which individuals are issue's basic causes and effects. Depending on
immersed in conflict without being aware of the nature of the dispute, "it can serve as a prelude
it. to subsequent stages of analysis, such as systems
- In other words, there is no absolute conflict mapping." (Woodrow, 2012).
at this point, but there is a possibility that it
will emerge and escalate. VIOLENT EXTREMISM

STAGE 2: PERCEIVED - has developed into a severe menace to

societies worldwide.
- The perceived stage of conflict is the - It has a detrimental effect on the security, well-
second stage of conflict. being, and dignity of a large number of people
- During this stage, participants are aware of living in developed and developing countries,
disagreement. as well as on their peaceful and sustainable
- The parties of the disagreement are well ways of life.
aware of it. - Additionally, it poses major threats to human
rights.
- The most widely accepted definition of the DRIVERS OF VIOLENT EXTREMIST BEHAVIOR
term is that it refers to the ideas and activities
1. INDIVIDUAL LEVEL
of individuals who embrace or engage in
violence in order to accomplish ideological, • PERSONAL RELATIONSHIP
religious, or political goals. - Individuals join the extremist groups
- also refers to an adversary, or adversaries, because they see these affiliates who can
who are the target of hatred and violence provide them sense of belonging.
- refers to the manifestation of radical ideas
through violent deeds. These activities have • FRUSTRATION
precedents in the form of injustices, poor - Violent extremist behavior is caused by the
governance, and denial of self-determination. frustrations of those who are joining the
- This category encompasses terrorism, other radical group.
forms of political violence, and certain types of • VALUES AND CONVICTION
community violence. Whatever their purpose, - One joins a radical group because of the
all kinds of violent extremism seek change via belief that the group ideology explains a
fear and intimidation rather than through disappointing world. As a result, the
constructive democratic processes" (Attorney individual adopts the group beliefs, value
Department, General's 2011). and norms, and incorporating the group
- There is no one-size-fits-all profile or road to into his own social identity.
radicalization, nor is there a single rate at
which it occurs. • MANIPULATION
- Nor does education appear to be a reliable - Social media are virtual ground for
predictor of radicalization vulnerability. manipulating individuals to engage in the
- However, it is proven that social, political, and course of radicalism and violent extremism.
sociocultural elements all contribute to violent
extremism. Specialists classify these variables
into two broad categories: push and pull
2. COMMUNITY LEVEL
factors.
• FAMILY
• PUSH FACTORS - The behavior of an individual is influence by
- Individuals are drawn to violent extremism his family. Violent family environment of a
by "push factors" such as marginalization, person stimulates violence.
inequality, discrimination, persecution, or
the perception of persecution; limited • CHURCH
access to a relevant education; denial| of - The teachings of the religion are powerful
rights and civil liberties; and other in the proliferation of violent extremism.
environmental, historical, and - If the church preaches this behavior,
socioeconomic grievances. believers will probably develop such
behavior.
• PULL FACTORS - The religious and political movement of
- The existence of well-organized violent Islamic fundamentalism is basically
extremist groups with attractive grounded on the literal interpretation of the
discourses and effective programs that texts that are considered fundamental by
provide services, revenue, and/or Islam.
employment in exchange for participation
are examples of “pull factors” that • SCHOOLS
contribute to the attraction of violent - Schools today is used as an aid to
extremism. proliferate violent extremism.
- Additionally, groups can entice new - When students are taught with radical
members by offering outlets for beliefs leading to violent extremism, they
complaints and the promise of adventure will probably develop the violent behavior.
and freedom. Additionally, these groups
appear to provide spiritual solace, "a • HISTORY
sense of belonging," and a helpful social - Minorities in Mindanao have been dealt
network. erratically both by the Spanish and
American colonial states, and more
 recently by the Manila-centric FIVE PATTERNS IN RESPONDING TO
independent Philippine state. CONFLICT
- Since World War Il, state-sponsored
1. AVOIDANCE
schemes to relieve population pressure in
- Neither party takes action to address the
the central and northern Philippines led
issues involved in the conflict, meaning that it
millions of Christians to migrate to bait
will remain unresolved.
Mindanao, creating a lopsided inversion
- People tend to avoid conflict when they don’t
in the ethno- political and religious
want to engage in it. Avoiding allows them to
landscape.
ignore that there is a problem.
- There are situations when avoiding conflict
• SOCIO-ECONOMIC
can be an appropriate response.
- Primarily because of poverty, individuals
- a. When there is no clear solution.
engage in violent extremism with the
- b. If all concerned feel that the issue will be
financial reward they can get.
resolved in time.
- Violent extremist groups attack people
- c. Timing for dealing with the conflict is
who have eroded family structures.
inappropriate
- The unfortunate condition provides them
ground to offer an escape, a sense of
2. ACCOMODATION
purpose and inclusion in a collective
- Involves one party acquiescing, giving the
action.
opposing party exactly what it needs to resolve
- Perceived discrimination can serve as a
the problem. It may be helpful when you need a
driver to violent extremism.
temporary solution or where both sides have
- Discrimination among the individuals is
equally important goals. It can also be used as
linked to disrespect and this provokes
a temporary method to avoid conflict until the
radicalization leading to extremism.
parties involved can implement a more
permanent solution.
• POLITICAL
- With this approach you forsake your own needs
- The unresponsive political system and
in exchange for those of others.
corrupt environment become breeding
- You either simply give in or are persuaded to
ground for people who hardly aims for
given in. This style works when you care less
political change to engage in violence.
about the issue than the others or when the
other party is the expert or has a better solution.
This approach is best used in situations where;
CHAPTER 3: APPROACHES TO CONFLICT - ONE PARTY WISHES TO INDICATE A
RESOLUTION DEGREE OF FAIRNESS.
- PEOPLE WISH TO ENCOURAGE OTHERS
APPROACHES OF RESOLVING CONFLICT TO EXPRESS THEIR OWN OPINION.
- There are different patterns or styles in - THE ISSUE OR PROBLEM IS MORE
responding to conflict. Depending on different IMPORTANT TO THE OTHER PARTY
kinds of peoples and different situations, the CONCERNED.
responses to conflict are like “movement - IT IS MORE IMPORTANT TO SAFEGUARD
towards” or “movement against” or “movement THE RELATIONSHIP RATHER THAN ARGUE
away” from others (Castro and Galace, 2010). ABOUT THE ISSUE.
- It can also be assertive (satisfying your own
concerns), cooperative (satisfying the other
person’s concern), or both (combining 3. COMPETITION
assertive and cooperative) (Effective conflict - People who take the competing approach are
resolution strategies, 2014). resolute in what they believe and want.
- The given importance to issues as well as - It is an uncooperative, overly assertive method
concern for goals and relationships can also used by people who insist on winning the
influence the kind of response or style, we use dispute at all costs.
in dealing with our conflict (Schilling, 2012). - Operating from a position of power, expertise or
strength, this approach is useful in;
a) An emergency situation when an
immediate decision needs to be made.
 b) To resolve an unpopular issue. NATURE AND ELEMENTS OF
c) When all other methods have been tried COMMUNICATION
(and failed).
• Communication is a process of sharing and
conveying messages or information from one
4. COMPROMISE person to another within and across channels,
- This approach aims to find a suitable, contexts, media, and cultures.
mutually acceptable solution that satisfies • Communication occurs between two or more
both parties. people. It can be expressed through spoken
- It’s known as a win-win strategy since both words, actions, or both spoken words and
parties willingly forfeit some of their needs nonverbal actions.
in the interest of reaching an agreement.
- It addresses a problem more directly than
avoiding it but does not explore it in depth. ELEMENTS OF COMMUNICATION
- In some situations, compromising might
- Source - Decoding
mean splitting the difference between the
- Message - Receiver
two positions, making concessions, or
- Encoding - Feedback
seeking a quick middle-ground solution.
- Channel - Context
- It may be helpful when you need a
- Barriers
temporary solution or where both sides
have equally important goals.
- It can also be used as a temporary method
to avoid conflict until the parties involved PROCESS OF COMMUNICATION
can implement a more permanent solution. • The speaker generates an idea.
• The speaker encodes an idea or converts
5. COLLABORATION the idea into actions.
- Collaborating involves making an effort to • The speaker transmits or send out a
work with others to find solutions that are message.
satisfactory to all parties.
• The receiver gets the message.
- Collaboration means working through a
• The receiver decodes or interprets the
problem to determine both individuals’
message based on the context.
underlying needs and wants.
• The receiver sends out or provide
- Collaborating between two persons can
feedbacks.
explore a disagreement to learn from each
other’s insights or find a creative solution to
a mutual problem.
- Is the most effective but most difficult way TYPES OF COMMUNICATIONS
of managing differences. 1. INTRAPERSONAL
- All parties need to be willing to empathize Intrapersonal communication involves
and try to understand each other’s talking to yourself. It may involve
situation. deliberation, where you think about your
- It requires trust and commitment on all decisions or possible courses of actions.
sides to reach a resolution by getting to the
heart of the problem 2. INTERPERSONAL
THOMAS-KILMANN INSTRUMENT CONFLICT Interpersonal communication occurs
MODEL between two or more people in a face-to-
face interaction. It involves the exchange of
verbal and nonverbal messages, and it's
essential for building and maintaining
relationships, resolving conflicts, and
expressing emotions

3. PUBLIC COMMUNICATION
Public communication involves one person
or a group of individuals transmitting a
message to a large audience. It occurs in
 public speaking engagements,
presentations, lectures, or performances.
Public communication requires effective
speaking skills and the ability to engage
and connect with the audience. 4. BERLO’S SMCR MODEL OF
COMMUNICATION
4. INTERCULTURAL - A linear model of communication that
Intercultural communication occurs suggests communication is the transfer of
between individuals or groups from information between 4 main elements:
different cultural backgrounds. It involves source, message, channel, and receiver.
navigating differences in language, values, - This model was called SMCR which
norms, and communication styles. stands for sender of the message, using a
Intercultural communication skills are vital channel or a medium for a receiver to
for fostering understanding, respect, and decode. However, it was modified later on
collaboration in diverse environments. to include noise, hence the acronym is
changed from SMCR to SMCRN.
MODELS OF COMMUNICATION
1. ARISTOTLE’S COMMUNICATION
MODEL
• Mainly focused on speaker and speech.
• Divided into 5 primary elements:
⚬ Speaker, Speech, Occasion,
Audience and Effect.
• The sender is the only active member in 5. OSGOOD-SCHRAMM MODEL OF
this model, whereas the audience is COMMUNICATION
passive.
o Osgood-Schramm Model is a circular model
treating communication as a cycle.
o From the message starting to ending, there
is an interpretation goes on.
2. LASSWELL’S COMMUNICATION ▪ Encoder – Who does encoding or sends
MODEL the message (message originates)
• This model describes communication as ▪ Decoder – Who receives the message
being focused on the following: WHO ▪ Interpreter – Person trying to
says WHAT in WHICH channel to understand(analyze/perceive) or interpret
WHOM and with WHAT effect. the message
• Main components:
⚬ Communicator, Message, Medium,
Audience/Receiver, and Effect.

6. EUGENE WHITE’S COMMUNICATION

3. SHANNON-WEAVER’S
MODEL
COMMUNICATION MODEL
• The White model implies a step-by-step
- The model deals with various concepts
sequence of events that starts with thinking
like Information source, transmitter,
in the mind of the speaker and ends with
Noise, channel, message, receiver,
monitoring also by the speaker.
channel, information destination, encode
• The speaker is the originator of the
and decode.
communication process and the listener is
- This model is specially designed to
a passive reactor who does not initiate
develop the effective communication
communication.
between sender and receiver.
• Eugene White introduces in his model the Ultimately, they often settle with a peaceful
eight stages of oral communication are the agreement to disagree.
following:
- Thinking - Receiving DIALOGUE
- Symbolizing - Decoding Dialogue inherently values "agreeing to
- Expressing - Feedbacking agree," where all parties strive to listen and
- Transmitting - Monitoring find common ground for greater
understanding.

QUALITIES OF A DIALOGUE
1. SILENCE
• In a conversation, the best way to
listen is to keep quiet. When we hush,
we hear others better and get to think
BARRIERS OF THE COMMUNICATION really hard instead of just hearing
• Lack of Clarity: When messages are ourselves.
ambiguous or poorly articulated, leading
to confusion or misunderstanding. 2. POSITION
• Noise: External or internal distractions • It suggests that the dialogue, an
that disrupt the transmission or individual needs to have grounding
reception of messages, such as and enough knowledge to represent
background noise, technological the convictions.
interference, or physiological factors. • Position in dialogue refers to a
• Filters: Personal biases, prejudices, or character's nuanced perspective on a
selective perception that distort or filter topic, influencing their beliefs,
incoming information, affecting its attitudes, and emotions, and is a
interpretation. dynamic interplay of thoughts,
• Emotions: Emotional states such as values, and experiences.
anger, fear, or anxiety can impede • A character's position is revealed
effective communication by clouding through verbal expressions,
judgment, triggering defensive gestures, and tone, revealing their
responses, or inhibiting openness and biases, motivations, fears, and
receptivity. desires, and influencing tension,
• Lack of Interest: When the sender or conflict, or harmony.
receiver is disengaged or uninterested in • Characters' positions are relational,
the communication process, leading to forming a dynamic interplay of
apathy, disconnection, or neglect of the perspectives, revealing their
message. relationships, power dynamics, and
narrative trajectories through
exchange of viewpoints.
DIALOGUE
3. TENSION
Dialogue is an effective tool for addressing • In the process of doing a dialogue,
conflict in a non-confrontational format individuals are allowed to go through
which encourages empathetic expressing a period of “tension” not for the
and shared learning. Convening regular purpose of fighting, but as part of the
dialogue sessions, both formal and process of seeking the truth for each
informal, is important for building resilient party to understand each other.
teams working within mission-driven
organizations. 4. PATIENCE
• Calmly listening without interruption,
DEBATE allowing the dialogue to progress
In debates, both sides aim to assert their naturally.
positions, using cunning, wit, and
sometimes facts to outdo each other.
 NEGOTIATION APPROACH SUMMARY
NEGOTIATION Conflict circles around towards our personal and
- A process of communication that focused on professional life which sometimes inevitable
finding an agreement to address concerns of disputes come against other people. Without
parties who want different outcomes. This negotiating, disagreements could escalate to
process is not about winning or losing; rather, it conflicts, intense resentment and hostility.
focuses on creating a deal that are satisfactory Therefore, the whole concept of negotiation is to
to all parties involved. resolve these differences in the interests of both
sides and to keep the door open for future
communication.
NEGOTIATION MODELS
1. INTEGRATIVE NEGOTIATION
• Also known as Win-Win Approach STAGES OF PEACE NEGOTIATION
• Both parties look for solutions that benefit
Henderson (2020) stated that before beginning
each side, integrating the goals into one
any type of negotiation, it is critical to examine the
main approach.
circumstances for negotiations by doing a pre-
• Both parties achieve or exceed their goals in
assessment of whether or not negotiations can be
a value-creating process.
effective, have a suitable balance of power, and
motivate both parties to achieve agreements. To
2. DISTRIBUTIVE NEGOTIATION
attain the desired conclusion, peace negotiators
• Also known as Win-Lose Approach may find it advantageous to utilize an organized
• Only one party can gain benefits. approach to negotiation that comprises the
• This type of negotiation is common when following steps.
there's a limited resource or the team can
only try one approach. STAGES:
1. PREPERATION
3. LOSE-LOSE APPROACH
Before any discussions can begin, a decision
• Neither party receives the outcome they must be taken as to when and where a
wanted. meeting to discuss the issue will take place, as
• In some cases, each side negotiates for well as who will attend. Setting a time limit may
part of their desired goal, but they don't get also help to prevent the disagreement from
everything they expected. escalating. Preparing to negotiate entails
4. COMPROMISE APPROACH allocating the appropriate resources at the
appropriate time to optimize the ensuing
• Both parties attempt to avoid a lose-lose discussion and bargaining process.
outcome by acknowledging they could
benefit from accepting a result that limits 2. DISCUSSION
negative consequences. During this stage, individuals or members from
either side present their case as they perceive
it based on their understanding of the
HOW TO NEGOTIATE EFFECTIVELY circumstance. During this stage, critical
• Define a clear goal abilities include inquiring, listening, and
• Know your role clarifying. Similarly, it is critical to take notes,
• Be flexible with time document all points and listen
• Focus on creating value
3. CLARIFYING GOALS
During this stage, the goals, interest and
BENEFITS OF NEGOTIATION viewpoint of both sides of the disagreement
• Improves Communication are clarified. Negotiators list down factors in
• Lessen Conflicts order of priority.
• Preserve Relationships
• Creates Opportunity
 4. NEGOTIATE TOWARDS WIN-WIN • Empowerment:
OUTCOME Mediation empowers parties to actively
Both parties believe they have acquired participate in the resolution of their disputes.
something beneficial and that their They have the opportunity to voice their
points of view have been considered. concerns, interests, and needs directly to each
Alternative strategies and compromises other, rather than relying solely on lawyers or
are being considered in order to judges.
maximize the benefits to all parties
involved. • Customized Solutions: Mediation allows
parties to craft creative and customized
5. AGREEMENT solutions that may better meet their unique
Both sides' perspectives and interests have needs and interests compared to a court-
been considered. imposed judgment.

6. IMPLEMENTING A COURSE OF ACT ION

To carry out the decision, a plan of action ARBITRATION
based on the agreement must be - a type of conflict resolution that is outside the
implemented. court system where the people in conflict or the
disputants take their dispute to an impartial third
party or the arbitrator, who will provide them with
a decision that will end their conflict.
MEDIATION AND ARBITRATION - It may take varied forms depending on whether
MEDIATION or not arbitration is freely chosen by the parties;
- a process in which a neutral third party, called a whether or not parties have agreed to be bound
mediator, facilitates communication and by the arbitrator’s decision.
negotiation between parties in conflict to help - It can be formal or informal depending on the
them reach a mutually acceptable agreement. nature and seriousness of the dispute. The
The mediator does not impose a decision but winning party in an arbitration hearing receives
rather assists the parties in exploring options, an “award”, which is the final decision made by
understanding each other's perspectives, and the arbitrator(s).
finding common ground.
Characteristics of Arbitration
In the Philippines, Mediation serves several
functions: According to the WIPO (World Intellectual
• Alternative Dispute Resolution (ADR): Property Organization), it has these
Mediation is a key component of the ADR characteristics:
system in the Philippines. It provides an • Arbitration is consensual
alternative to traditional litigation, which can be • The parties choose the arbitrator(s)
time-consuming, expensive, and adversarial. • Arbitration is neutral
• Arbitration is a confidential procedure
• Preservation of Relationships: • The decision of the arbitral tribunal is final and
Mediation often focuses on preserving or easy to enforce
repairing relationships between disputing
parties. This is particularly important in cultures ARBITRATION IN THE PHILIPPINES
like the Philippines, where interpersonal
relationships are highly valued. International and domestic commercial arbitrations
in the Philippines are primarily governed by Republic
• Confidentiality: Act (RA) No. 9285 or the Alternative Dispute
Mediation proceedings are confidential, which Resolution Act of 2004 (the ADR Act) and RA No.
can encourage parties to speak more openly 876 or the Arbitration Law. It also follows the 21 June
and honestly. This confidentiality also protects 1985 Model Law on International Commercial
the privacy of the parties involved. Arbitration (the Model Law) of the United Nations
Commissions on International Trade Law as well as
the the New York Convention on the Recognition
and Enforcement of Foreign Arbitral Awards.
An arbitration is considered 'international' when the made and released in due course of arbitration and
parties to an arbitration agreement have, at the time are subject to confirmation by the Court.
of the conclusion of that agreement, their places of
DIFFERENCES BETWEEN ARBITRATION AND
business in different states; or the place of
MEDITATION
arbitration, or the place where a substantial part of
the obligations is to be performed, is situated outside Nature of the Process:
the state in which the parties have their places of
business; and the parties have expressly agreed • Mediation is a voluntary and collaborative
that the subject matter of the arbitration agreement process where a neutral third party, the mediator,
relates to more than one country. Otherwise, the facilitates communication and negotiation
arbitration is considered ‘domestic’. between the parties to help them reach a
mutually acceptable agreement. The mediator
In the Philippines, parties are at liberty to choose does not impose a decision but assists the parties
their mode of arbitration in resolving any dispute, in finding common ground.
whether Ad hoc or institutional. Ad hoc arbitration
refers to arbitrations administered by the parties • Arbitration involves a more formal process
themselves, or even by an institution that is not a where the parties present their case to an
permanent or regular arbitration institution in the impartial third party, the arbitrator or arbitral
Philippines. While institutional arbitration refers to tribunal, who then makes a binding decision to
one administered by a domestic entity registered resolve the dispute. The arbitrator's decision is
with the Securities and Exchange Commission and typically based on evidence and arguments
engaged in the arbitration of disputes in the presented by each party, similar to a court
Philippines on a regular and permanent basis. such judgment.
as the Philippine Dispute Resolution Center, Inc,
Decision-Making Authority:
which is the primary arbitral institution that
administers arbitration proceedings in the country. • Mediation: The mediator does not have
decision-making authority and does not impose a
In domestic arbitrations, the default arbitrator
solution on the parties. Instead, the parties retain
qualifications under the Arbitration Law are the
control over the outcome and ultimately decide
following: being of legal age; full-enjoyment of their
whether or not to accept the terms of any
civil rights; and the ability to read and write. While,
agreement reached.
international arbitration under the Model Law does
not prescribe a list of qualifications just that “no • Arbitration: The arbitrator has the authority to
person shall be precluded by reason of his or her make a final and binding decision, known as an
nationality from acting as an arbitrator”. Moreover, In award, which resolves the dispute. The parties
any event, parties can, through stipulation, tailor-fit are legally bound by the arbitrator's decision, and
the arbitrary tribunal's composition to the nature of there is limited scope for appeal.
their dispute, the disputants may opt to have a
specialized dispute resolved by experts on the
subject. HISTORICAL INSTANCES OF
The Philippines adopts a policy of minimal court MEDITATION/ARBITRATION
intervention in arbitrations based on respect to party Carpenter Agreement (1903)
autonomy, which tempered the prior interventionist
approach prior to the enactment of the ADR Act. 26 American Governor-General William
Nonetheless, the Philippine Regional Trial Court Howard Taft appointed Major Edwin F. Glenn as a
performs assistive and supervisory functions in aid mediator to negotiate a settlement with the Moro
of domestic arbitrations and international leaders. The resulting agreement, known as the
commercial arbitrations where the seat of arbitration Carpenter Agreement, aimed to establish peace
is the Philippines. and stability in the Moro Province (present-day
Mindanao and Sulu). It granted the Moros certain
The Philippines adopts a policy in favor of rights and autonomy in their traditional territories,
enforcement of arbitral awards. Domestic and including the administration of justice and the
foreign arbitral awards covered by the NY regulation of religious affairs.
Convention (Convention Awards), as well as those
issued in international commercial arbitrations (ICA
Awards), enjoy the presumption that they were
Tripoli Agreement (1976) • BODY LANGUAGE MONITORING
Paying attention to the verbal and non-verbal
This agreement was brokered by
behaviour makes it possible to watch for
Libyan leader Muammar Gaddafi and signed in
contradictions and to discuss them with the
Tripoli, Libya, between the Philippine government,
contenders. Moreover, by learning to observe
represented by President Ferdinand Marcos, and
and understand the body language of others,
the Moro National Liberation Front (MNLF), led by
mediators can gather useful information about
Nur Misuari. The agreement aimed to address the
how the participating individuals and groups are
grievances of the Moro people and establish peace
responding. Every culture has its own body
in the southern Philippines. It called for the creation
language and mediators, negotiators and
of an autonomous region known as the
facilitators need to be aware of the same.
"Autonomous Region in Muslim Mindanao"
(ARMM), which would grant self-governance to the
• PROBLEM SOLVING SKILL
Moro population in specified areas. The agreement
Mediators and negotiators should possess the
also outlined provisions for the disarmament,
quality of generating a variety of
demobilization, and rehabilitation of MNLF fighters.
possibilities/options/alternatives, picking the
Bangsamoro Organic Law (2018) best course of action and developing an
implementation. A facilitator should be able to
The Bangsamoro Organic Law was help the group define a problem, analyse it and
mediated by the government of the Philippines, led generate options for resolution. They should
by President Rodrigo Duterte, with significant also know the art of narrowing down options, for
support and mediation efforts from the example by clubbing together more than one
Organization of Islamic Cooperation (OIC). The option or removing the impractical ones.
OIC, representing the collective voice of Muslim-
majority nations, provided diplomatic assistance • FLEXIBLE
and facilitated peace talks between the Philippine
Third party interveners should have the capacity
government and Moro groups such as the Moro to shift from problem-oriented activities to
Islamic Liberation Front (MILF). Alongside the OIC,
people-oriented activities to process-oriented
civil society organizations, local leaders, and activities and vice-versa, when progress is
stakeholders contributed to the mediation process,
blocked in one of these areas. This means that
ensuring that the BOL addressed the diverse if disputing individuals and groups are stuck on
needs and aspirations of the Moro population.
the problem or the conflict, then the third party
should shift the discussion to the people, that is,
the relationship aspect. If the discussion gets
ESSENTIAL SKILLS FOR FACILITATION, stuck on the relationship aspect, then the
NEGOTIATION AND MEDIATION intervener should shift it to the process, such as
• GOOD LISTENING SKIL what should be discussed first, what should be
taken up later and so on.
Good listening helps in building rapport and
trust between the mediators and the
disputants. A negotiator too needs to listen
effectively and check for meaning constantly.
TRADITIONAL CONFLICT RESOLUTION IN
A facilitator can show respect and compassion
THE PHILIPPINES
only by being a good listener.
Traditional conflict resolution in the Philippines is
• PARAPHRASING SKILL often rooted in indigenous customs and practices.
A mediator uses summary to review the key These methods are typically community-based
points that have been made by the disputants. and focus on restoring harmony and preserving
This helps in communicating the sense that relationships.
they understand the entire situation being
presented. Summarising can also be used by • MEDIATION
the facilitator to summarise the content of a the intervention of a neutral third party to facilitate
discussion every few minutes as a way of dialogue between conflicting parties. This
keeping the discussion focused. mediator, often a respected elder or leader from
the community, assists in finding common ground
and reaching a mutually acceptable solution.
• BARANGAY JUSTICE SYSTEM
The Katarungang Pambarangay or Barangay
Justice System is a grassroots-level mechanism
for resolving conflicts within local communities. It
consists of barangay officials serving as mediators
to help parties reach an agreement through
conciliation.

• INDIGENOUS SYSTEM
Many indigenous groups have their own traditional
conflict resolution systems, such as pangampo or
pagtutulungan among the Tagalogs, idawat/umpog
among the Igorots, pamanhikan/pamamaalam
among Muslims, etc. These systems vary across
different ethnic groups but usually involve elders or
respected members of the community working
towards reconciliation.

• CIRCLE PROCESS
The circle process is used by some indigenous
communities to address conflicts collectively. It
involves sitting in circles where everyone has
equal opportunity to speak and be heard while
following specific protocols for respectful
conversation.

• PULONG-PULONG
Pulong-pulong means "talking together" and refers
to informal gatherings where conflicting parties
come together with other members of their
community to openly discuss issues and find
resolutions collaboratively.