http://humanresources.about.com/od /managementtips/a/conflict_solue.htm • This article discusses how to handle conflicts in an organization. They begin by discussing actions to avoid in conflict resolution: it is a mistake to avoid or ignore the conflicts in your organization; do not meet separately with people in conflict; everyone in the organization is affected by the conflict, even if they are not the participants in the conflict. Next the article discusses how to mediate and resolve conflict: meet with the antagonists together; ask each participant to describe specific actions they’d like to see the other party take; the supervisor must own some of the responsibility for helping the employees resolve their conflict; all participants discuss and commit to making the changes necessary to resolve the conflict; do not choose sides.
Freire, Paulo. (1993). Pedagogy of the oppressed. London: Continuum International Publishing
Group Inc.
Paulo Freire expounds on the need for conflict. Without it, he explains, a person would remain in an oppressed state. With intellectual conflict a person can pull themselves up and out of a compromising “place” and attempt to become who and what they believe themselves to be. Freire refers to the social conflict theory of Karl Marx who also believed that conflict is necessary to break the bonds of social classes. This is conflict of a grand scale, but Freire also references Gerald Graff and how he presents conflict as a superficial concept. Dr. Gerald Graff teaches a conflict model of education at the University of Illinois, Chicago in the Department of English College of Liberal Arts and Sciences. Freire appears to disagree with Graff’s teaching conflict simply as an academic discussion of differing views. According to Freiere, as well as Marx, true conflict has roots, a destiny and conflict is necessary.
If there was no conflict one person is being submissive to another person’s idea. No two people will always be in agreement. According to the Webster Dictionary, conflict is active opposition; to be incompatibility or at variance. The prefix con- is a verb which means to peruse carefully and attentively; to study over; to learn. This would suggest that conflict can be an intellectual discourse regarding a disagreement. Conflict has a negative connotation in our society. How did that come about and how can that understanding be reversed?
This website was geared toward Cooperative Conflict Resolution. There were many sites about this topic, but the reason I picked this peticular one was because of the beginning quote.
Difficulties are meant to rouse not discourage. The human spirit is to grow strong by conflict. William Ellery Channing, America 1780-1842
I really do believe in that quote. Conflict can arouse new ideas and direction. If conflict can be dealt with in the right way, people can grow and problems can be solved. I also know it can backfire on you if not dealt in a productive manner. The other parts of the website are about conflict resolution and peaceful resolving for both sides. There were some great links on active listening, peer mediation, using feedback and constructive use of feedback. One way to peacefully resolve conflict is for each side: -to come together voluntarily. -work together cooperatively on the issue. -under guidance of a trained facilitator. There is plenty more information on this site that deals with conflict.
I do agree that conflict can be the fuel behind resolution but it does need to be guided by a mediator that can help keep the group focused and moving forward to a common goal that everyone can agree upon.
www.workteams.unt.edu/literature/paper-ctownsley.html Resolving Conflict in Work Teams This article describes the need for conflict resolution training. Conflict is the number one problem for teams in large organizations which can often times produce negative conseqences such as poor work performance for the collective group if not resolved. This article goes into detail about the positive affects of conflict if handle appropriately in which the organizations reaps the benefits from the teams growth. Communication and actively listenly becomes more effective and team memebers can agree to disagree with ideas in a healthy enviroment. Conflict management skills are essential for teams to be effective in an organization.
http://www.wright.edu/~scott.williams/LeaderLetter/conflict.htm#Conflict%20Management%20Strategies This article can relate to “real” life situations. The picture on the front of the article got my attention, sense we just did talk about Bill Walsh. The article illustrates the five, (from the author) conflict management strategies in which people choose from in conflict situations Forcing- using formal authority Accommodating-allowing the other party to satisfy their concerns while neglecting your own Avoiding- not paying attention to the conflict & not taking any action to resolve it. Compromising- knowing the problem, solving the problem, but both not satisfied. Collaborating-cooperating with the other party to understand their concerns and expressing your own concerns in an effort to find a mutually and completely satisfactory solution (win-win). Research on conflict managements styles has found that each of us tend to use one or two of the above five strategies more than the others. The article continues to explain how each strategy would be used in personal and professional environments. The article then matches strategies to situations. Time pressure is the key variable. Collaboration might always be the best approach to use, but with time, you must: 1. Issue importance 2. Relationship Importance 3. Relative Importance
The article continues to define, and give examples of how is the best way to identify a conflict strategy and best way to acknowledge other peoples conflict strategy. Which would then possibly resolve the conflict?
Insightful and riveting!! A great site that deals with conflict in the workplace. Conflict occurs when individuals or groups are not obtaining what they need or want and are seeking their own self-interest. Sometimes the individual is not aware of the need and unconsciously starts to act out. Other times, the individual is very aware of what she or he wants and actively works at achieving the goal. Although conflict is inevitable, conflict can be minimized, diverted and/or resolved.
Equity, Equality, Power, and Conflict Boris Kabanoff The Academy of Management Review, Vol. 16, No. 2 (Apr., 1991), pp. 416-441
This article looks at equity violations (new jargon!)to build upon what we were dicussing about in class regarding treating everyone equally. It goes on to build upon this idea with the ideal of justice based on equality. It also looks at how to achieve behaviors and outcomes from equitable distributions of power. It offers suggestions to repare damaged systems in which conflict has arisen due to inequalities/injustice. I remembered hearing about this researcher at Califonia State University Sacramento's School of Health and Human Services many years ago, as an undergraduate in the social work department. That career did not work out, but it is all experience to draw upon. This article appealed a lot to my inner social worker, still on hiatus!
http://ezinearticles.com/?Conflict-Management-In-The-Office&id=979289 This article outlines the causes of conflicts that arise. Clashing of ideas and perceptions, competition, poorcommunication, changes that occur between managers & employees and broken relationships can all lead to conflicts in the workplace. How people handle conflict is also highlighted: humor, avoiding colleagues,using one's authority to settle the conflict,and open communication. A better site for ideas concerning resolving conflict came from an article "Eight Simple Rules...To Resolving Conflict and Improving Work Relationships" by Greg Giesen from http://www.managerwise.com/article.phtml?id=578. Mr. Giesen suggests we: 1. See conflict as an opportunity 2.Choose our battles 3.Do our Homework 4.Take the initative 5.Focus"out" not "in" 6.Seek mutual beneficial solutions 7. Empower a third side and 8.Be proactive.
http://www.nsba.org/sbot/toolkit/Conflict.html “Dealing with Conflict”
This is an insightful article which deals with conflict in a leadership position. I found it to be very informative with conflict resolution. Generally it sums up the fact that most conflicts begin with a lack of communication between two separate parties/individuals. The article discusses positives and negatives with regard to conflicts. Lastly, it mentions some important techniques for avoiding/resolving conflict.
Dealing with Conflict “Conflict occurs when individuals or groups are not obtaining what they need or want and are seeking their own self-interest. Sometimes the individual is not aware of the need and unconsciously starts to act out. Other times, the individual is very aware of what he or she wants and actively works at achieving the goal.” This article continues to address the different aspects of conflict. It goes on to explain how it is destructive and how it benefits an organization. http://www.nsba.org/sbot/toolkit/Conflict.html
Pellicer, Leonard (2008). Caring Enough to Lead. Thousand Oaks, CA: Corwin Press
When thinking about conflict, I thought about what happens when conflict occurs. A conflict "ends" when a decision is made, and there is action. Hopefully, to avoid further conflict, the action taken has been based on a desirable outcome for all parties involved in the conflict. (Is it a "win, win" for everyone?) If a decision is not made, then the conflict is still occurring. I happened to browse through this book and looked at the section on decisions. The chapter is titled, “Honey, Do These Pants Make Me Look Fat?” The title encouraged me to read further. After all, when has that question not brought about conflict whenever it has been muttered? The true resolution of the conflict is deciding how to answer that question and still remain on speaking terms with the person who posed it, which is exactly what happens when dealing with any conflict. How does one resolve conflicts successfully, while still maintaining a comfortable, working relationship? I was surprised by what I read. The main point the author makes is that when dealing with difficult decisions, leaders are often forced to choose not between right and wrong, but between right and right. Therein lies the dilemma. “When it comes to decisions between right and right, we must recognize that there is typically no black and white, but plenty of gray.” (pg. 102) The “gray” is the dilemma and conflict of most situations. Regardless of which choice a leader ultimately makes, there are a number of positive and negative implications. I think most educators would agree that we all love to avoid conflict, so we are usually quick to make decisions. It is how we deal with those “right versus right” decisions that can either resolve a conflict, or produce further conflict.
http://www.ohrd.wisc.edu/onlinetraining/resolution/index.asp This web site is dedicated to conflict resolution. It discusses why we avoid discussing conflict with others. It also gives a list of steps that may help in resolving a conflict. Step one is knowing yourself. If you are aware of your own biases and sensitivities you can be better prepared for the discussion ahead. This “how to” guide also encourages you to look at how this conflict is threatening to you personally. It then lays out steps for coming to an understanding with those you are in conflict with. This site also has suggestions for dealing with power imbalances, multiple party conflicts and it even contains some exercises and simulations.
For Sale: To the highest bidder Are you "shopping" for a conflict resolution program for your schools? First, you might consider which approach to conflict resolution you will take. In this story, learn about four approaches used in conflict resolution programs. Find out how each actually transforms schools. Included: Resources for learning more about each of the four approaches to conflict resolution education. At a price… This program sounds GREATT. But, I have to ask myself? Self one more program? When are we as a nation going to take the profit out of education and make it about people and growth of OUR country??? I do think that what this program is selling is of great value and should be used in our schools. Just look at the outline all great ideas. “Conflict is a natural, vital part of life. When conflict is understood, it can become an opportunity to learn and create. The challenge for people in conflict is to apply the principles of creative cooperation in their human relationships.” http://www.ncjrs.org/txtfiles/160935.txt
This website provides guidance on facilitating conflict resolution best practices amongst our students. It is interesting to see how well the strategies can easily be applied to our adult counterparts as well. I can see how the exercises work well with students in the classroom and possibly even teachers in the boardroom.
This article discusses how to do training at a school site with the staff on conflict management. It gives a lesson plan for staff development. Here are a few of the principles discussed: Basic Principles of Conflict Management -Conflict is natural, necessary, and normal -How we manage conflict determines whether it is functional or dysfunctional – productive or destructive -There are a variety of conflict styles that each have advantages in certain situations -Collaborative approaches to conflict are more likely to protect the relationship. Also on the website are a list of appropriate and inappropriate behaviors may exhibit to show power. Included are links to handouts and activities that can be used during a training session.
Intersting, somewhat informational and if I was in charge of staff development, it would be worth using.
Barth, Roland (2006). Education Leadership, ASCD. March Volume 63, Number 6. Improving Professional Practice. (8-13). www.allthingsplc.info/pdf/articles/improvingrelationships.pdf
This article gives suggestions on how to improve relationships in schools so that conflict is limited from the start. It states that the relationships of the adults will be reflected onto the relationship of how the students interact with the adults.
The article continues to state that relationships among adults can be categorized in the following 4 ways: parallel play, adversarial relationships, congenial relationships, and collegial relationships. After defining these relationships, the author then discusses how we can create cultures of collegiality. These suggestions include observing each other, talking about practice, and sharing their craft knowledge. Roland Barth states that these techniques will unite a staff.
Helping Your Child Deal With Conflict at School Conflicts can arise between children for a variety of reasons - at school, in the play yard or at home between siblings. Article discusses strategies on how to resolve the typical school situations. A fifth grade teacher at a small, independent school, had the opportunity to learn and teach an approach to dealing with conflict called Conflict Resolution. The program is based on teaching us how to handle conflicts appropriately and move toward solutions in a productive and non-threatening manner. “It's pretty easy to teach to children, especially younger children who are more receptive to the step-by-step approach and more likely to internalize the process in a natural way.” An important thing to remember in teaching and guiding your students toward conflict resolution is to establish some ground rules. These are usually decided and agreed upon by the students before a conflict arises and can be as simple as: 1) no put-downs or insults and 2) Be an active listener. She goes on to address the basic principals of conflict resolution: cool off, statements (let everyone express), dicussion and resolution. To many times we are quick to judge without allowing both sides!!
18 comments:
http://humanresources.about.com/od
/managementtips/a/conflict_solue.htm
• This article discusses how to handle conflicts in an organization. They begin by discussing actions to avoid in conflict resolution: it is a mistake to avoid or ignore the conflicts in your organization; do not meet separately with people in conflict; everyone in the organization is affected by the conflict, even if they are not the participants in the conflict. Next the article discusses how to mediate and resolve conflict: meet with the antagonists together; ask each participant to describe specific actions they’d like to see the other party take; the supervisor must own some of the responsibility for helping the employees resolve their conflict; all participants discuss and commit to making the changes necessary to resolve the conflict; do not choose sides.
Freire, Paulo. (1993). Pedagogy of the oppressed. London: Continuum International Publishing
Group Inc.
Paulo Freire expounds on the need for conflict. Without it, he explains, a person would remain in an oppressed state. With intellectual conflict a person can pull themselves up and out of a compromising “place” and attempt to become who and what they believe themselves to be. Freire refers to the social conflict theory of Karl Marx who also believed that conflict is necessary to break the bonds of social classes. This is conflict of a grand scale, but Freire also references Gerald Graff and how he presents conflict as a superficial concept. Dr. Gerald Graff teaches a conflict model of education at the University of Illinois, Chicago in the Department of English College of Liberal Arts and Sciences. Freire appears to disagree with Graff’s teaching conflict simply as an academic discussion of differing views. According to Freiere, as well as Marx, true conflict has roots, a destiny and conflict is necessary.
If there was no conflict one person is being submissive to another person’s idea. No two people will always be in agreement. According to the Webster Dictionary, conflict is active opposition; to be incompatibility or at variance. The prefix con- is a verb which means to peruse carefully and attentively; to study over; to learn. This would suggest that conflict can be an intellectual discourse regarding a disagreement. Conflict has a negative connotation in our society. How did that come about and how can that understanding be reversed?
http://www.studtgs.net/conflres.htm
This website was geared toward Cooperative Conflict Resolution. There were many sites about this topic, but the reason I picked this peticular one was because of the beginning quote.
Difficulties are meant to rouse
not discourage.
The human spirit is to grow strong by conflict.
William Ellery Channing, America
1780-1842
I really do believe in that quote. Conflict can arouse new ideas and direction. If conflict can be dealt with in the right way, people can grow and problems can be solved. I also know it can backfire on you if not dealt in a productive manner.
The other parts of the website are about conflict resolution and peaceful resolving for both sides. There were some great links on active listening, peer mediation, using feedback and constructive use of feedback.
One way to peacefully resolve conflict is for each side:
-to come together voluntarily.
-work together cooperatively on the issue.
-under guidance of a trained facilitator.
There is plenty more information on this site that deals with conflict.
I do agree that conflict can be the fuel behind resolution but it does need to be guided by a mediator that can help keep the group focused and moving forward to a common goal that everyone can agree upon.
www.workteams.unt.edu/literature/paper-ctownsley.html
Resolving Conflict in Work Teams
This article describes the need for conflict resolution training. Conflict is the number one problem for teams in large organizations which can often times produce negative conseqences such as poor work performance for the collective group if not resolved. This article goes into detail about the positive affects of conflict if handle appropriately in which the organizations reaps the benefits from the teams growth. Communication and actively listenly becomes more effective and team memebers can agree to disagree with ideas in a healthy enviroment. Conflict management skills are essential for teams to be effective in an organization.
http://www.wright.edu/~scott.williams/LeaderLetter/conflict.htm#Conflict%20Management%20Strategies
This article can relate to “real” life situations. The picture on the front of the article got my attention, sense we just did talk about Bill Walsh. The article illustrates the five, (from the author) conflict management strategies in which people choose from in conflict situations
Forcing- using formal authority
Accommodating-allowing the other party to satisfy their concerns while neglecting your own
Avoiding- not paying attention to the conflict & not taking any action to resolve it.
Compromising- knowing the problem, solving the problem, but both not satisfied.
Collaborating-cooperating with the other party to understand their concerns and expressing your own concerns in an effort to find a mutually and completely satisfactory solution (win-win).
Research on conflict managements styles has found that each of us tend to use one or two of the above five strategies more than the others. The article continues to explain how each strategy would be used in personal and professional environments. The article then matches strategies to situations. Time pressure is the key variable. Collaboration might always be the best approach to use, but with time, you must:
1. Issue importance
2. Relationship Importance
3. Relative Importance
The article continues to define, and give examples of how is the best way to identify a conflict strategy and best way to acknowledge other peoples conflict strategy. Which would then possibly resolve the conflict?
www.nsba.org/sbot/toolkit/Conflict.html
Insightful and riveting!! A great site that deals with conflict in the workplace. Conflict occurs when individuals or groups are not obtaining what they need or want and are seeking their own self-interest. Sometimes the individual is not aware of the need and unconsciously starts to act out. Other times, the individual is very aware of what she or he wants and actively works at achieving the goal. Although conflict is inevitable, conflict can be minimized, diverted and/or resolved.
Equity, Equality, Power, and Conflict
Boris Kabanoff
The Academy of Management Review, Vol. 16, No. 2 (Apr., 1991), pp. 416-441
This article looks at equity violations (new jargon!)to build upon what we were dicussing about in class regarding treating everyone equally. It goes on to build upon this idea with the ideal of justice based on equality. It also looks at how to achieve behaviors and outcomes from equitable distributions of power. It offers suggestions to repare damaged systems in which conflict has arisen due to inequalities/injustice. I remembered hearing about this researcher at Califonia State University Sacramento's School of Health and Human Services many years ago, as an undergraduate in the social work department. That career did not work out, but it is all experience to draw upon. This article appealed a lot to my inner social worker, still on hiatus!
http://ezinearticles.com/?Conflict-Management-In-The-Office&id=979289
This article outlines the causes of conflicts that arise. Clashing of ideas and perceptions, competition, poorcommunication, changes that occur between managers & employees and broken relationships can all lead to conflicts in the workplace.
How people handle conflict is also highlighted: humor, avoiding colleagues,using one's authority to settle the conflict,and open communication.
A better site for ideas concerning resolving conflict came from an article "Eight Simple Rules...To Resolving Conflict and Improving Work Relationships" by Greg Giesen from http://www.managerwise.com/article.phtml?id=578.
Mr. Giesen suggests we:
1. See conflict as an opportunity
2.Choose our battles
3.Do our Homework
4.Take the initative
5.Focus"out" not "in"
6.Seek mutual beneficial solutions
7. Empower a third side
and 8.Be proactive.
http://www.nsba.org/sbot/toolkit/Conflict.html
“Dealing with Conflict”
This is an insightful article which deals with conflict in a leadership position. I found it to be very informative with conflict resolution. Generally it sums up the fact that most conflicts begin with a lack of communication between two separate parties/individuals. The article discusses positives and negatives with regard to conflicts. Lastly, it mentions some important techniques for avoiding/resolving conflict.
Dealing with Conflict
“Conflict occurs when individuals or groups are not obtaining what they need or want and are seeking their own self-interest. Sometimes the individual is not aware of the need and unconsciously starts to act out. Other times, the individual is very aware of what he or she wants and actively works at achieving the goal.” This article continues to address the different aspects of conflict. It goes on to explain how it is destructive and how it benefits an organization.
http://www.nsba.org/sbot/toolkit/Conflict.html
Pellicer, Leonard (2008). Caring Enough to Lead. Thousand Oaks, CA: Corwin Press
When thinking about conflict, I thought about what happens when conflict occurs. A conflict "ends" when a decision is made, and there is action. Hopefully, to avoid further conflict, the action taken has been based on a desirable outcome for all parties involved in the conflict. (Is it a "win, win" for everyone?) If a decision is not made, then the conflict is still occurring. I happened to browse through this book and looked at the section on decisions. The chapter is titled, “Honey, Do These Pants Make Me Look Fat?” The title encouraged me to read further. After all, when has that question not brought about conflict whenever it has been muttered? The true resolution of the conflict is deciding how to answer that question and still remain on speaking terms with the person who posed it, which is exactly what happens when dealing with any conflict. How does one resolve conflicts successfully, while still maintaining a comfortable, working relationship? I was surprised by what I read. The main point the author makes is that when dealing with difficult decisions, leaders are often forced to choose not between right and wrong, but between right and right. Therein lies the dilemma. “When it comes to decisions between right and right, we must recognize that there is typically no black and white, but plenty of gray.” (pg. 102) The “gray” is the dilemma and conflict of most situations. Regardless of which choice a leader ultimately makes, there are a number of positive and negative implications. I think most educators would agree that we all love to avoid conflict, so we are usually quick to make decisions. It is how we deal with those “right versus right” decisions that can either resolve a conflict, or produce further conflict.
http://www.ohrd.wisc.edu/onlinetraining/resolution/index.asp
This web site is dedicated to conflict resolution. It discusses why we avoid discussing conflict with others. It also gives a list of steps that may help in resolving a conflict. Step one is knowing yourself. If you are aware of your own biases and sensitivities you can be better prepared for the discussion ahead. This “how to” guide also encourages you to look at how this conflict is threatening to you personally. It then lays out steps for coming to an understanding with those you are in conflict with. This site also has suggestions for dealing with power imbalances, multiple party conflicts and it even contains some exercises and simulations.
For Sale: To the highest bidder Are you "shopping" for a conflict resolution program for your schools? First, you might consider which approach to conflict resolution you will take. In this story, learn about four approaches used in conflict resolution programs. Find out how each actually transforms schools. Included: Resources for learning more about each of the four approaches to conflict resolution education. At a price… This program sounds GREATT. But, I have to ask myself? Self one more program? When are we as a nation going to take the profit out of education and make it about people and growth of OUR country???
I do think that what this program is selling is of great value and should be used in our schools. Just look at the outline all great ideas.
“Conflict is a natural, vital part of life. When
conflict is understood, it can become an
opportunity to learn and create. The challenge for
people in conflict is to apply the principles of
creative cooperation in their human relationships.”
http://www.ncjrs.org/txtfiles/160935.txt
http://www.co-operation.org/pages/conflict.html
This site takes a look at conflict specifically in the classroom. It addresses the following issues revolving around conflict.
The definition of conflict
The value of conflict
Teaching constructive conflict resolution strategies
This website provides guidance on facilitating conflict resolution best practices amongst our students. It is interesting to see how well the strategies can easily be applied to our adult counterparts as well. I can see how the exercises work well with students in the classroom and possibly even teachers in the boardroom.
David
http://www.ed.gov/admins/lead/safety/training/conflictresolution/resolution_pg2.html
This article discusses how to do training at a school site with the staff on conflict management. It gives a lesson plan for staff development. Here are a few of the principles discussed:
Basic Principles of Conflict Management
-Conflict is natural, necessary, and normal
-How we manage conflict determines whether it is functional or dysfunctional – productive or destructive
-There are a variety of conflict styles that each have advantages in certain situations
-Collaborative approaches to conflict are more likely to protect the relationship.
Also on the website are a list of appropriate and inappropriate behaviors may exhibit to show power. Included are links to handouts and activities that can be used during a training session.
Intersting, somewhat informational and if I was in charge of staff development, it would be worth using.
Overall
Barth, Roland (2006). Education Leadership, ASCD. March Volume 63, Number 6. Improving Professional Practice. (8-13). www.allthingsplc.info/pdf/articles/improvingrelationships.pdf
This article gives suggestions on how to improve relationships in schools so that conflict is limited from the start. It states that the relationships of the adults will be reflected onto the relationship of how the students interact with the adults.
The article continues to state that relationships among adults can be categorized in the following 4 ways: parallel play, adversarial relationships, congenial relationships, and collegial relationships. After defining these relationships, the author then discusses how we can create cultures of collegiality. These suggestions include observing each other, talking about practice, and sharing their craft knowledge. Roland Barth states that these techniques will unite a staff.
Helping Your Child Deal With Conflict at School
Conflicts can arise between children for a variety of reasons - at school, in the play yard or at home between siblings.
Article discusses strategies on how to resolve the typical school situations. A fifth grade teacher at a small, independent school, had the opportunity to learn and teach an approach to dealing with conflict called Conflict Resolution. The program is based on teaching us how to handle conflicts appropriately and move toward solutions in a productive and non-threatening manner. “It's pretty easy to teach to children, especially younger children who are more receptive to the step-by-step approach and more likely to internalize the process in a natural way.” An important thing to remember in teaching and guiding your students toward conflict resolution is to establish some ground rules. These are usually decided and agreed upon by the students before a conflict arises and can be as simple as: 1) no put-downs or insults and 2) Be an active listener. She goes on to address the basic principals of conflict resolution: cool off, statements (let everyone express), dicussion and resolution. To many times we are quick to judge without allowing both sides!!
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