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Mike McMullen



Mike McMullen

Dr. Mike McMullen is an associate professor of Sociology and Cross Cultural Studies at the University of Houston-Clear Lake in Houston, Texas. He received his doctorate from Emory University (Atlanta, Georgia) in 1995, and his bachelor’s degree in sociology and mathematics from the University of Kansas in 1989. His areas of interest include the sociology of religion, organizational development and change, and conflict resolution and mediation. He is currently working on a book on the history of conflict resolution in the US. He also worked for 5 years at the Martin Luther King, Jr. Center for Nonviolent Social Change in Atlanta, Georgia as a researcher and workshop facilitator, training youth in conflict resolution techniques as well as civil rights history. Most recently, Mike spent a year living in Cairo, Egypt as a Fulbright Scholar, teaching at American University in Cairo during the 2009-2010 academic year.




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Articles and Video:

The Development of Egyptian Alternative Dispute Resolution (09/06/13)
The development of Egyptian Alternative Dispute Resolution needs to be based on two things: Legal Reform and Institutional Change. As the largest Arab country in the Middle East-North Africa (MENA) region, Egypt will play a significant role in the future as an advocate of Alternative Dispute Resolution (ADR). The incorporation of ADR is inevitable as Egyptian officials want to promote commercial ADR to entice Western corporations to invest in the region.

The Prevalence of Alternative Dispute Resolution Programs by US Small Businesses (06/07/13)
This article will summarize the results of a survey I sent out to see how widespread alternative dispute resolution programs are among a sample of small businesses in the United States. A questionnaire was sent to over 400 companies found on the Small Business Administration online database. Nearly 90% of HR officials responded. I found that the use of ADR is rare, and among small businesses more “traditional” methods of resolving conflict in the workplace are still prevalent (such as termination or formal grievance procedures). However, alternatives such as mediation or ombudspersons are gaining popularity.



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