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Conflict Management and Solutions by Dr. Pooja Jain
- 3. Negative impact of Conflict? Positive outcomes of Conflict?
- 4. INCOMPATIBILE YET INHERENT IRRECONCILIABLE ENDS A SOCIAL PROCESS DIFFERENCES OF INTERESTS, DESIRES, POSITIONS, ASPIRATIONS DIFFICULTIES IN COMMUNICATION & ASSERTIVENESS CONFLICT
- 6. Various Conflicting Scenarios Activity 1- Breakout rooms- in groups of 3-4- come up with a real time conflicting situation you have faced/witnessed/come across problem- response-outcome- Impact-both positive & negative 5 minutes
- 7. 1.What is your perspective of the situation? Describe and share your point of view. 2.What are your feelings? What is alive inside of you? Name them. 3.What do you need from the person(s) who you have conflict with? 4. Why do you think the conflict is happening? 5. Why does a conflict make you feel bad/angry/anxious? 6. What do you want out of the relationship with the person you are now in a conflict with? 7. Do you want to be completely separated from this person? If you were friends before, do you still want a friendship? 8. What is one action, no matter how small, that you can take to make the situation betterwhere you feel good about how youve handled it.
- 10. ConflictIs it a Bad Word? Conflict is not always negative. Conflict can bring about change, different perspectives and allow various types of growth. The methods we use to prepare our students to deal with conflict effectively ultimately can determine whether or not students are prepared to step into the world as productive, peaceful citizens. Experiencing conflict in the classroom should not be viewed as a disruption to be removed or halted, but instead as an opportunity to teach students missing skills.
- 13. Competing is a style in which ones own needs are advocated over the needs of others. It relies on an aggressive style of communication, low regard for future relationships, and the exercise of coercive power. Those using a competitive style tend to seek control over a discussion, in both substance and ground rules. They fear that loss of such control will result in solutions that fail to meet their needs. Competing tends to result in responses that increase the level of threat. Accommodating, also known as smoothing, is the opposite of competing. Persons using this style yield their needs to those of others, trying to be diplomatic. They tend to allow the needs of the group to overwhelm their own, which may not ever be stated, as preserving the relationship is seen as most important. Avoiding is a common response to the negative perception of conflict. Perhaps if we dont bring it up, it will blow over, we say to ourselves. But, generally, all that happens is that feelings get pent up, views go unexpressed, and the conflict festers until it becomes too big to ignore. Compromising is an approach to conflict in which people gain and give in a series of tradeoffs. While satisfactory, compromise is generally not satisfying. We each remain shaped by our individual perceptions of our needs and dont necessarily understand the other side very well. We often retain a lack of trust and avoid risk-taking involved in more collaborative behaviors. Collaborating is the pooling of individual needs and goals toward a common goal. Often called win-win problem- solving, collaboration requires assertive communication and cooperation in order to achieve a better solution than either individual could have achieved alone. It offers the chance for consensus, the integration of needs, and the potential to exceed the budget of possibilities that previously limited our views of the conflict. It brings new time, energy, and ideas to resolve the dispute meaningfully.
- 14. Techniques to Resolve a Conflict Diagnose the situation Involve all parties Collect all information Reinforce & Solidify agreements Negotiate disagreements Listen actively Look for non- verbal cues Remain impartial Dont take it personally Choose your strategy wisely Define Acceptable Behaviour Dont Avoid Conflict
- 15. Choose a Neutral Location Start with a Compliment Dont Jump to Conclusions Think Opportunistically Offer Guidance Constructive Criticism Dont Intimidate Act Decisively Practice patience Work towards an outcome
- 16. Various Conflicting Scenarios How do you handle it??? Activity 2- Breakout rooms- in groups of 2-3 Situation 1- an employee/colleague believes he/she has been discriminated against. Situation 2- Poor communication resulted in a mistake. Situation 3- Different personality clashes at workplace. Situation 4- One of your disruptive students complains to you about being bullied by another student. Situation 5- A student did not receive the grade/marks he/she felt they deserved and starts bad-mouthing you.
- 17. Situation 6- A student did not receive the grade/marks he/she felt they deserved and starts bad-mouthing you. Situation 7- Your spouse thinks that your small kid needs to be taught manners at a very early age whereas you feel you cannot stop a child from being what it is. Situation 8- A parent is overzealous & feels that the child has shown no academic improvement in the year gone by. Situation 9- A parent who wants to have a daily update of the childs progress or wants to tell you how to teach or thinks you assign too much or too little homework. Situation 10- Online & offline mode of education.
- 18. Students Perception and Feelings regarding a Conflict Situation Unfair assessment of the students work (by a lower grade than a student expected) Unjust punishment imposed by a teacher Psychological abuse towards students A must Read-https://files.eric.ed.gov/fulltext/EJ1218148.pdf An assessment is not objective. An assessment does not correspond to reality An inadequate reaction of a teacher towards the situation Insulting, offending, humiliation of a student, shouting at a student without providing appropriate information on the performance of a task, threats of punishing. Due to such teachers behaviour, students lost their motivation to learn and commenced skipping school, felt humiliated, felt shame, felt offended, felt sorrow, annoyance.
- 19. Any collaborative process intended to address and manage a conflict should have objectives to encourage it. In this major commitment of time and resources, success is its best reward. But to ensure that approach suitable for you, it is important to: Build trust Clearly define participants roles and authorities Establish ground rules Promote leadership Bring a collaborative attitude to the table Maintain participant continuity Recognize time and resource constraints Address cultural differences and power imbalances Build accountability and organizational commitment Make this a consensus process Produce early measurable results Link decision making and implementation Promote good communication and listening skills
- 20. Key factors to success: 1. A critical mass of individuals who are committed to the process. 2. A leadership group who perceive it in their best interest and the best interests of the people they serve. 3. Strategic cooperation among historical enemies. 4. Realistic and satisfactory outcomes. 5. Unbiased & non-judgemental approach. Barriers to success: 1. Fear of losing power. 2. Unwillingness to negotiate. 3. No perceived benefit. 4. Corporate philosophy. 5. Top leadership reluctance. 6. Lack of success stories. 7. Previous experiences
- 21. How do we respond when people are having conflict with each other? Dont take it personally Dont catastrophize, exaggerate, or trivialize Avoid Pronouns Avoid Sarcasm Respond rather than react Embody respect Reconciliation as the goal Everyone is looking for a sense of security, belonging, acknowledgment, and independence.
- 23. In summary, here are some big truths about conflict: Conflict is just a natural part of the human existence. Its presence in my life merely means that I am interacting with other flawed, imperfect people. It is unavoidable, expect itYou should not be surprised, flabbergasted, or stunned when you find yourself in conflict with someone. It can be a good thingThe right kind of conflict can serve as a catalyst for personal growth. Dont get me wrong, I dont love conflict but when it is handled correctly, I learn a lot about myself and the people around me. Our goal is to empower others. Quite simply, the ability to understand and learn from conflict is a life skill.
- 24. Conclusion!!!! It cant be helped. When you have a group of people working under stress with different personalities, theres bound to be a few problems. Whether youre dealing with discrimination, harassment, poor communication, or department tensions, learning conflict-resolution skills is an enormous aspect of successful leadership. Groups can reduce the conflict when more factors and consequences been identified. The workplace, or even our personal lives, can quickly spiral out of control if we have an unresolved conflict. Thats why its important to use effective conflict resolution strategies to nip the problem in the bud.
- 25. MANTRAS!!! DISAGREE BUT DONT DISRESPECT CHOOSE THE BATTLES YOU WANT TO FIGHT CHOOSE WHEN TO BE RIGHT & WHEN TO BE KIND DONT TRY TO CHANGE WHAT YOU CANT CONTROL BE UNBIASED, NON JUDGEMENTAL DONT BE PRISONERS OF OTHER PEOPLES THOUGHTS WIN OVER YOURSELF BEFORE WINNING OTHERS WORK ON PEOPLE NOT ON PERFORMANCES