9 Tips for Successful Textbook Adoption

9 Tips for Successful Textbook Adoption Textbooks are vital tools within the realm of education and textbook adoption is an essential part of the process. The textbook industry is a multi-billion dollar industry.  Ã¢â‚¬â€¹Textbooks are to teachers and students as a bible is to pastors and their congregations. The issue with textbooks is that they quickly become outdated as standards and content continually change. For example, the impending Common Core State Standards are resulting in a massive shift in focus amongst textbook manufacturers. To offset this, many states adopt textbooks in a five-year cycle rotating amongst the core subjects. It is essential that the people choosing the textbooks for their district choose the right textbook because they will be stuck with their choice for at least five years. The following information will guide you through the textbook adoption process on your way to choosing the right textbook for your needs. Form a Committee Many districts have curriculum directors that lead the textbook adoption process, but sometimes this process falls back on the school principal. In any case, the person put in charge of this process should put a committee of 5-7 members together to assist in the adoption process. The committee should be made up of the curriculum director, building principal, several teachers who teach the subject up for adoption, and a parent or two. The committee will be charged with finding the best textbook that meets the overall district’s needs. Obtain Samples The first duty of the committee is to solicit samples from each of the textbook vendors that have been approved by your state department. It is critical that you only select approved vendors. Textbook companies will send you a comprehensive set of samples that include both teacher and student materials across all grade levels for the subject being adopted. Be sure to have a place set aside with lots of room to store your samples. Once you have finished previewing the material, you can typically return the material back to the company at no charge. Compare Content to Standards Once the committee has received all their requested samples, they should begin to go through the scope and sequence looking for how the textbook aligns to current standards. No matter how good a textbook is if it does not align to the standards your district uses, then it becomes obsolete. This is the most crucial step in the textbook adoption process. It is also the most tedious and time-consuming step. Each member will go through each book, making comparisons, and taking notes. Finally, the entire committee will look at each individual’s comparisons and cut out any textbook that doesn’t align at that point. Teach a Lesson The teachers on the committee should pick a lesson from each perspective textbook and use that book to teach the lesson. This allows teachers to get a feel for the material, to see how it motivates their students, how their students respond, and to make comparisons about each product through the application. The teachers should make notes throughout the process highlighting things they liked and things they didn’t. These findings will be reported to the committee. Narrow It Down At this point, the committee should have a solid feel for all the different textbooks available. The committee should be able to narrow it down to their top three choices. With only three choices, the committee should be able to narrow their focus and are on their way to deciding which is the best choice for their district. Bring in Individual Sales Representatives The sales representatives are the true experts within their respective textbooks. Once you have narrowed your choices, you can invite the remaining three company’s sales representatives to give a presentation to your committee members. This presentation will allow committee members to gain more in-depth information from an expert. It also allows the committee members to ask questions that they may have about a specific textbook. This part of the process is about giving committee members more information so that they can make an informed decision. Compare Costs The bottom line is that school districts operate on a tight budget. This means that the cost of textbooks is likely already in the budget. It important that the committee knows they cost of each textbook as well as the district’s budget for these textbooks. This plays a crucial part of choosing textbooks. If the committee deems a particular textbook as the best option, but the cost of purchasing those books is $5000 over the budget, they probably should consider the next option. Compare Free Materials Every textbook company offers â€Å"free materials† if you adopt their textbook. These free materials are of course not â€Å"free† as you likely pay for them in some manner, but they are valuable to your district. Many textbooks now offer materials that can be incorporated with classroom technology such as smart boards. They often offer free workbooks for the life of the adoption. Each company puts their own spin on the free materials, so the committee needs to look at each available option in this area as well. Come to a Conclusion The final charge of the committee is to decide which textbook they should adopt. The committee will put in many hours over the course of several months and should have a clear idea of that point as to which option is their best option. The main thing is that they make the right choice because they will likely be stuck with their choice for several years to come.

Global Warming Essay Example | Topics and Well Written Essays - 1250 words - 4

Global Warming - Essay Example Policy adoption and implementation can help contain manmade global warming. Climate change is caused by the forces of nature. Man has little or no influence on natural climate change, and they occur from time to time as the world readjusts to the forces. Leading causes of natural climate change include volcanicity and change in the energy of the sun reaching the earth. When volcanicity occurs, magma, ash, and other toxic gases are thrown into the atmosphere. The temperature rises to extreme levels due to the sweltering magma being ejected. The volcanic activities produce highly lethal gases such as Sulphur and methane. These gases become trapped in the air thus increase the temperature of the earth. The ash clouds the air and catches lots of heat. The volcanic ash and gases reflect back the sun’s rays trapping much temperature that causes global warming (Victor, 2011). Another cause of natural climate change is the change in the intensity of the sun reaching the earth. During the ice age, the sun was very instrumental in converting the mass of solid water into liquid water. The sun’s rays were weak, and water froze to ice. When the sunshine level increased, the earth became hotter, and more water liquefied, the liquid water collects to form lakes and oceans thus the land that had been buried resurfaced. Man’s activities that contribute to change in the climate include the release of greenhouse gases and clearing of vegetation such as trees. Plants play an enormous role in maintaining the worlds temperature. Plants use the carbon dioxide in the air and convert it into stored energy. When plant absorbs carbon dioxide, they release oxygen. The oxygen the combines with hydrogen to form water that precipitates as rain. Cutting down plants destabilizes the balance by increasing the level of carbon dioxide. The excess carbon dioxide becomes trapped in the air. Trapped carbon dioxide creates an insulation for

Wal Mart Case Analysis using Porter's Model Study

Wal Mart Analysis using Porter's Model - Case Study Example This helps in improving the supply chain and lowering the cost of distribution. Third competitive advantage is its advanced technology of data mining. With the help of data mining, they are able to gather useful data for the suppliers, improves customers satisfaction with the help of accurate demand forecast. The cost is reduced as there is no excess of inventor. The forth competitive advantage is Wal Mart work force culture. It values more for the customers; it is not compromised in any ways. The stores are able to response quickly to the changing demand. Lastly it’s the EDLP (everyday low price). With the help of EDLP customer satisfaction is improved through low price. The advertising cost is also reduced and steady price improves the supply chain (Quelch, p.189-192). The individuals can easily shift to some other competitors who offers product at a lower price than Wal-Mart. But the consumers will lose the convenience with the organization. Thus the power of consumer is me dium. Entry barriers for new players are high compared to its competitors due to high initial set up costs such as distribution channels and this is because Wal-Mart has good distribution systems, huge brand name. Wal-Mart has an absolute cost advantage. Therefore the threat of new entrant is low. Threat of substitute is low as there are not many companies which offer low pricing and convenience. The customers may switch off to other speciality stores but they would not find the low pricing strategy of Wal-Mart.

Blogs about Fashion designer's news and their brand Essay

Blogs about Fashion designer's news and their brand - Essay Example The paper "Blogs about Fashion designer's news and their brand" provides information about blogs in the fashion industry. The editor rightly observed that Lee McQueen could successfully integrate technology with that of the design and it was the differentiating factor which made him so successful in his regime. Lee, born in the year of 1970 at East End had his schooling Central State Martins. He had his professional training at Savile Row where he received the rare exposure of writing messages in the suits of The Prince of Wales. This talented designer had the great achievement of winning the prestigious award of ‘British Designer of the Year in 1997 (though jointly with John Galliano), 2001 and 2003. Lee, born in the year of 1970 at East End had his schooling Central State Martins. He had his professional training at Savile Row where he received the rare exposure of writing messages in the suits of The Prince of Wales. This talented designer had the great achievement of winnin g the prestigious award of ‘British Designer of the Year in 1997 (though jointly with John Galliano), 2001 and 2003. French designer Jean Paul Gaultier’s latest fashion campaign was a major hit. The cast for the campaign is highlighted which involves casting of plus-size model Crystal Renn for the campaign and as the face of the winter/autumn 2010-11. It is reported in The New York Magazine that Chinese model Ping Hue and Kelly Moreira are supposed to join the campaign with Crystal Renn. Also, it reports that Renn is to be part.

Nothing but Useless Essay Example for Free

Nothing but Useless Essay I am not a video game addict but many of my acquaintances are. I am not a video game fan simply because I am not good as others at playing with the same enthusiasm and commitment. My acquaintances like playing video games because it helps them relax and feel as if they were kids again. Their children also play video games developed specifically for their age group. Video games develop reaction, problem-solving abilities, attention, and concentration. None of my acquaintances has ever committed a violent act. Video game exists in its virtual space, which does not make claims on real life. Video games get the brunt of the criticism. Our government is anti-video game. Yet, market forces can be the only regulatory mechanisms of violence in video games. Only two or three of the top best-selling video games are violent. Video games have no violent impact on a video gamer. Younger players may be vulnerable to the violent game content when the play video games that are not suitable for their age. Although first person shooter violence is common to video games, it is not likely to promote aggressive behavioral models. Kids play with toy soldiers but nobody thinks that this teaches them violence. Video games cannot be considered violent in relation to age, gender, socio-cultural belonging, and educational level. The reaction to the games content depends on the individuals personal traits. Girls do not react with greater arousal to violent content than boys. At least, no research has found any significant difference. It is unlikely that performing violent actions during the play may cause aggression in kids. Although Grand Theft Auto 3 was banned in Australia because of its graphic violence, it does not mean that it could have influenced the increase in crime rates. The problem is that minors often have uncontrolled access to adult games with violent content. Boys aged 7-12 like action adventure. They develop killing instinct only in virtual games but also in the games they play outdoors. Nevertheless, childrens exposure to violent content targeted at mature video gamers should be restricted by their parents and caregivers. I am defending video gaming on behalf of long-time gamers whose hobby has not turned them into psycho-terminators. Video gamers live in their own world of established video game rules, and they wish they could play safely without being disturbed. Were in the habit of regulating our most innocent activities.

Honor versus Friendship in Becket Essay -- Biography Biographies Essay

Honor versus Friendship in Becket      Ã‚   Anouilh's Becket offers the story of the relationship between Thomas Becket and Henry II, King of England.   The relationship begins with the two being fun-loving and teasing friends, develops into a rough-and-tumble relationship, and then ends in cold hatred.   Because he will not give in to his demands Henry has Becket executed in Canterbury Cathedral.   Becket had been Henry's friend and loyal supporter until he became Archbishop of Canterbury.   At that point, he was determined his first loyalty was due God and not Henry even though he had supported Henry against the church previously.   Becket fled to France in exile before returning to Canterbury where Henry had four barons murder him.   It was a decision which Henry would regret and pay penance for the rest of his life.   As Anouilh (8) notes in his introduction, this drama remains above all a tale of two friends "...for this drama of friendship between two men, between king and his friend, his companion in pleasure and work (and this is what had gripped me about the story), this friend whom he could not cease to love though he became his worst enemy the night he was named archbishop...."    The play is tragic in the sense that the inability of Becket to serve both God and King equally results in his murder at the hand of his friend.   Becket is well aware that he cannot be loyal to both Henry and God on the same lev... ...les with amusement, Becket develops a higher spirituality than Henry ever possessed in his new position.   However, though he knows he must remove Becket in order to have control, Henry cannot forgive himself for murdering his old companion.   He has himself whipped by monks after Becket's murder "Are you satisfied now, Becket?   Does this settle our account?   Has the honor of God been washed clean?" (Anouilh 126).   Becket admits at his death how heavy it is to carry the honor of God, but despite the consequences of doing so it was an honor he held in higher esteem than friendship.    WORKS   CITED Anouilh, J.   Becket:   Or The Honor Of God.   Hill, L. (trans.).   New York, Coward, McCann & Geoghegan, 1960.

Conflict Resolution and Mediation Essay

be differences in opinions which inevitably lead to disagreements. Conflict exists in families, in the workplace, in churches and schools, in sports, between neighbors and between countries. Conflict is defined as â€Å"an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals†. (Wilmot and Hocker, 2001, p. 11). When there are differences in individual values, motivations, ideas and perceptions, conflicts arise. How individuals deal with conflict depends on personal history, family background and other influences over one’s lifetime. Gender as well as culture influence behavior and perceptions and play an important role in conflict resolution. Traditionally, conflict has been viewed as a destructive force which was best handled by avoiding, ignoring, or silencing it. There is a growing body of literature on the benefits of effective conflict management. Healthy conflict is now viewed as a necessary ingredient in organizational success. The ability to deal effectively with conflict is critical to creating productive relationships. Although most people continue to view conflict negatively, it is a necessary ingredient to creativity and results in healthier relationships. There are two kinds of conflict, constructive and destructive. Constructive conflict should be encouraged because it leads to creative thinking and growth. It results in high performing organizations and to enhanced relationships. Destructive conflict should be eliminated or dealt with immediately. It is costly and does not promote positive personal or organizational development. Communication is a key ingredient in conflict resolution. There are various tools available to resolve conflict. They include legal remedies, arbitration as well as mediation. Conflict resolution skills are learned and when applied, result in improved relationships. Defining Conflict There is an element of conflict in almost all relationships. Conflict has also been defined as â€Å"a social problem in which two or more persons, families, parties, communities, or districts are in disagreement with each other† ( Dzurgba, 2006). It occurs on an intrapersonal as well as an interpersonal level. If left unmanaged, conflict can lead to hostility, anger, alienation, war, inefficiency, expensive mistakes, legal battles as well as physical violence. There are five main conflict resolution styles  that individuals use depending on the situation. They are: Avoiding the Conflict – By avoiding the conflict, one or more parties pretend there is no problem. Some examples of avoiding include pretending nothing is wrong, shutting down or stonewalling. Accommodating – One party agrees to accommodate the other’s request usually for the sake of keeping the peace. This can lead to resentment. Competitive – One party stands his/her ground and competes to secure a win. In the short run, one party wins, but can lead to serious issues long term. Compromising – Both parties willingly enter into a negotiation where each gets something out of the other, but neither gets everything they want. Usually the parties negotiate on the larger issues where they have common ground and let go of minor issues. Collaboration – Both parties enter into meaningful negotiations towards a win-win solution. This style takes the most courage and involves listening to the other party and thinking creatively to resolve the problem w ithout compromising. This is the most successful and admired and respected style. Conflict Resolution Conflict resolution and mediation leads to the reduction of the conflict. Effectively addressing conflict leads to an improvement of relationships and to greater organizational and personal effectiveness. Conflict resolution entails managing stress, managing anger and managing face. When managed well, conflict can be a catalyst for innovation and creativity, leading to organizational learning. Conflict provides an opportunity for the best ideas to be shared to improve a situation or a process. Left unmanaged, conflict can have expensive legal consequences as others seek litigation to resolve the conflict. In organizations, it can lead to employee dissatisfaction, expensive turnover, decreased productivity and expensive errors. In families, unmanaged conflict can lead to violence, family dysfunction and divorce. Types of Conflict There are five types of conflicts, namely relationship, data, interest, structural and value. Relationship Conflicts Relationship conflicts are personal and result from misperceptions,  miscommunication, stereotypes, negative behavior and rumors. It affects the relationship between two people, but can impact others within the team. Work environments consist of employees from diverse backgrounds with very different value systems. There are cultural, gender and generational differences which contribute to relationship conflicts. As a result, miscommunication occurs because of differences in meaning, norms of communication and behavioral expectations. What is perceived as an ordinary conversation in one culture may be considered rude and intrusive by another culture. Spouses often have relationship conflicts that lead to divorce if unresolved. Data Conflicts Data conflicts often occur when two or more individuals are interpreting data differently. This can lead to wrong decisions, but can also lead to major disagreements. The budget conflicts which have let to the sequestration are an example of data conflicts. The Republicans and the Democrats are interpreting the budget numbers differently and coming to very different conclusions regarding what the numbers mean. As a result, they cannot agree on a budget. Interest Conflicts Interest conflicts occur when one person is trying to take advantage of another person. This may happen if an employee starts a company that provides the same services as his/her employer. Interest conflicts occur when the boss is dating an employee because that may introduce favoritism and may negatively impact other employees. Structural Conflicts A structural conflict is created by the organization. It is not subjective and is not created by people’s viewpoints or perceptions, but rather by limited resources or changes that the people involved have very little control over. An example of a structural conflict is a company that has customers across the world, but only has a customer service center in Ohio. The sales force would like to have all customers served promptly regardless of location, but the service center has regular hours. The company either  has to create 24 hour shifts to accommodate its customers or open centers in other countries. Value Conflicts Value conflicts are differences in personal beliefs, preferences or priorities. This occurs between two people or within groups of people. Cultural differences usual result in different value systems which can lead to conflict. Examples of value conflicts in interpersonal relations can be a person who likes meat verses someone who is vegetarian, or, a liberal Democrat verses a conservative Republican. Each individual develops a value system based on culture, personality and the society they grow up in. There is no right or wrong in value systems, just a difference in opinion. Value conflicts are subjective because they are based on how people â€Å"feel† about each other or the situation. They are very difficult to effectively resolve. Intrapersonal and Interpersonal Power Power plays a critical role in interpersonal and intrapersonal conflicts and disputes. There are many forms of power. The role of power in a conflict intensifies as the balance of power shifts. In the work environment, the power imbalance often exacerbates a conflict and often leads to resentment or anger. Power imbalance changes the communication styles used by the parties in a conflict. In conflict or dispute, one or more types of power may be used by the parties in the attempt to resolve the conflict. People in a high power position may not use their power to influence a decision out of guilt. In a conflict, one party usually possesses more power than the other. Real or perceived power imbalances make it difficult to resolve a conflict to everyone’s satisfaction. Power can be structural or personal. The extent to which one party can impose their will on another affects how the dispute is resolved. Power currency depends on the value placed on particular resources by the oth er party in the relationship. If one has what others need, they are in a powerful position and have more power currency. As needs change, the power currency may be more of less valuable. Just like actual currency, the value of the currency fluctuates and is situational. Interpersonal power currencies are: 1. Resource control: Often associated with a position within an organization and can include financial, information, equipment and rules and regulations. When a citizen visits the social security office to get disability benefits, the government holds the power for the decision to approve or not approve the benefits. The citizen has very little power and the government has the resources. 2. Interpersonal linkages: This is associated with someone’s position in the larger system. This is highly dependent on â€Å"who you know† and the relationships one has to make things happen. The Secretary of State is in a position to resolve the Mid-east conflict based on the interpersonal linkages he/she has with both Israel and Egypt. 3. Communication skills: Listening skills, leadership skills and the ability to effectively communicate is a power currency. Preachers have the ability to communicate a message to their congregation and get them to rally around a particular issue. They are often called upon to mediate disputes because of their ability to listen, be empathetic to both parties and effectively communicate both viewpoints and negotiate a resolution. 4. Expertise skills: When one has a special skill or knowledge that others find valuable, he is in a position of influence. A pilot, a surgeon or a car mechanic all possess special skills that put them in power positions during certain disputes. Power imbalances disproportionally benefit the powerful party. Power generally falls into three categories, designated power, distributive power and integrative power. Designated power is often referred to as positional power and is as a result of a position or office held. A parent, manager, teacher or policeman has power that comes from their position. Distributive power is the â€Å"power over or against the other party† (Wilmot & Hocker, 2001, p. 103). Integrative or â€Å"both/and† power comes from two parties working together to achieve a mu tually beneficial goal. This power differential has a significant impact on the substance and the process to resolve the conflict. When applied appropriately â€Å"constructive use of power solves problems, enhances relationships, and balances power† (Wilmot & Hocker, 2011, p. 103). Forgiveness and Reconciliation There is a growing body of literature on forgiveness and reconciliation. Disparate fields such as social and developmental psychology, anthropology,  political sciences, religion and legal studies have all been conducting research on forgiveness and reconciliation. There are many definitions of forgiveness. Forgiveness and reconciliation often follow other efforts to resolve a conflict and heal the relationship. As such, forgiveness is highly personal and emotional. Kornfield defined it as follows: â€Å"Forgiveness is the heart’s capacity to release its grasp on the pains of the past and free itself to go on† (Kornfield, 2001, p.236). As shown in Figure 1, there is a flow of events that lead to reconciliation. The Forgiveness & Reconciliation Cycle for Effective Conflict Resolution Figure 1 Forgiveness is a key ingredient essential for reconciliation and conflict resolution. It is recognized in religion and social science literature as an important element in healing conflicts. For healing to occur and normal trusting relationships to be formed, both sides need to stop blaming each other and move past the conflict. An apology is a catalyst and a key ingredient leading to forgiveness and reconciliation, and ultimately to conflict resolution. While conflict resolution is focused on resolving substantive issues in a dispute, reconciliation focuses on addressing personal and relational issues and restoring relationships. William Faulkner was quoted by journalist Bill Moyers as saying â€Å"Forgiveness is giving up the idea of a better past† (Wilmot and Hocker, 2011, p. 297). Forgiveness is concerned with healing the hurt, disappointments and sins of the past, and improving relationships in the future. Mediation and Organizational Conflict Resolution A mediator is defined as â€Å"a neutral third party who has no decision-making power regarding the outcome of the mediation† (Abigail & Cahn, 2011, p. 197). The advantages of mediation are: 1. Cost – Mediation is much less expensive than the alternative of either having the situation go unresolved or resolve legally 2. Flexibility – Mediation can be conducted anywhere as long as it is neutral ground. 3. Informal – It can be adapted to accommodate cultural, personal, structural and other differences. 4. Effectiveness –  Mediated solutions tend to last because the parties come to a mutually agreed solution. 5. Preserves Relationships – Parties tend to have stronger long term relationships because they feel they were heard and have the other’s commitment. Effective organizations have mediation as part of the conflict resolution process. This is an effective way to resolve conflicts while both parties maintain control and ownership of t he issues. Conclusion Effective conflict resolution is important to building productive relationships. The importance of conflict resolution has been reinforced by the disparate fields focused on studying the subject. Organizations must provide the right structure for effective conflict resolution to be effective. Effective conflict resolution requires a health balance of power and promotes a health organizational culture. When all stakeholders have a voice, decision making is enhanced, engagement improves, and innovation increases. Maintaining a balance of power should be a high priority for any organization to be competitive and reach maximum productivity. Diversity is a consideration when creating conflict resolution processes. Gender, ethnicity and culture have to be considered to create an effective process. Although power is complex and maintaining a balance of power is fraught with difficulty, process design, effective communication, and a culture that encourages open dialogue will ensure that all parties effectively negotiate in their own interest to bring about fair outcomes. Archbishop Desmond Tutu who chaired the Truth and Reconciliation Commission (TRC) said that â€Å"there can be no future without forgiveness†. Forgiveness is an intrapersonal as well as an interpersonal activity. Forgiving someone can be done with or without the other person’s consent, making it a relatively easy process intrapersonal. It is much more complicated interpersonally since it requires another party to either apologize, or accept an apology and forgive. As research is finding, â€Å"Apology and forgiveness have the potential to foster reconciliation and encourage peaceful coexistence among groups and nations† (Asby et al, 2010, p. 25). Conflict should be treated as an essential ingredient for healthy relationships both at home and at work. In health care organizations such as MaineGeneral Health, empowering employees with skills to handle conflict was critical to creating a culture  where employees felt comfortable speaking up (Bullock, 2011, p. 82). By speaking up, the hospital was able to avoid medical errors. References Abigail, R. A.., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon. ISBN: 9780205685561 Ashy, M., Mercurio, A. E., & Malley-Morrison, K. (2010, March). Apology, forgiveness, and reconciliation: An ecological world view. Individual Differences Research 8 (1), 17-26 http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2010-05622-003&site=ehost-live Bullock, S. (2011, July/August). Empowering staff with communication. Healthcare Executive 26 (4), 80-82 http://search.proquest.com.proxy1.ncu.edu/docview/875635837?accountid=28180 Chetkow-Yanoov, B. (1997). Social work approaches to conflict resolution: Making fighting obsolete. Binghampton, NY: Haworth. Deutsch, M., & Coleman, P. T. (Eds). (2006). Handbook of conflict resolution (2nd ed.). San Francisco: Jossey-Bass. Dingwall, R., & Miller, G. (2002). Lessons from brief therapy? Some interactional suggestions for family mediators. Conflict Resolution Quar terly, 19, 269-287. Dubler, N. N., & Liebman, C. B. (2004). Bioethics mediation: A guide to shaping shared solutions. New York: United Hospital Fund. Eddy, W. A. (2003). High conflict personalities: Understanding and resolving their costly disputes. San Diego, CA: William A. Eddy. Eller, J. (2004). Effective group facilitation in education: How to energize meetings and manage difficult groups. Thousand Oaks, CA: Sage. Lee, J. (2010, July). Perceived power imbalance and customer dissatisfaction. Service Industries Journal doi:10.1080/02642060802298384 30 (7), 1113-1137 http://www.tandfonline.com.proxy1.ncu.edu/doi/abs/10.1080/02642060802298384 Maroney, T. A. (2009). Unlearning fear of out-group others. Law and Contemporary Problems Journal. 72(2), 83-88. Sloan, W. M. (2011, March). What did you say? Curtail conflict with effective communication. Education Update 53 (3), 3-5 http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=58834574&site=ehos t-live Wilmot, W., & Hocker, J.