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Presentation1 Presentation1 Presentation Transcript

    • Think of your own life. Who are you in conflict with? Imagine applying this system to work things out. Think of the impact on all your relationships. Peace starts with each of us and sometimes we need to take the first step. As Gandhi once said, “We must be the change we wish to see in others.”
    conflicts
  • PERSONAL CONFLICTS
  • ORGANISATION
  • HOW TO WORK OUT CONFLICTS (Fairly and Peacefully )
    •   1.    STOP . . . before you lose control of your temper and make the conflict worse.
    •   2.   SAY . . . what you feel is the problem. What is causing the disagreement? What do you want?
    •   3.   LISTEN . . . to the other person's ideas and feelings.
    •   4.   THINK . . . of solutions that will satisfy both of you.
  •  
    • Here 7 strategies will help you setteling disputes quickly and peacefully for the benefit of everyone involved:
    • 1. Remain calm. Be still and say nothing. Let the storm run its course. Often times the angry person wants to provoke you. Arguing is ineffective because it raises barriers.
  • other person do the talking. 2. Let the
    • He or she will soon grow tired of it. Sometimes that’s all they want. To be heard . To feel important . Everyone wants to feel important. Some people just express it in ways that are counterproductive.
  • 3. Genuinely consider the other person’s point of view.
    • Imagine yourself in his shoes. Never say “you’re wrong.” In fact, try hard to look for areas of agreement and build on them.
  • 4. There’s power in the words “Yes, yes, I see exactly what you’re saying. You mean…….”
    • This shows the other person you hear him/her. That’s all they usually want — to be validated. By agreeing with them, you gradually break down the other person’s anger.
  • 5. If the situation turns verbally abusive, put a stop to it
    • . Firmly but calmly state: “You’re very angry right now and you’re saying things you don’t mean (give them the benefit of the doubt). I’m going to excuse myself. We can talk again after you calm down.” Then leave the room or ask them to leave.
  • ADMIT UR MISTAKE
        • 6. If you are wrong, quickly admit it and take responsibility. You could say, “You’re absolutely right, it is my fault and here is what I’ll do to fix it.” Even if you’re NOT wrong, at least give them the benefit of the doubt, “I may be wrong, let’s look at the facts together.” It’s hard to argue with that!
    • 7. Use the power of visualization. If you’re dealing with someone you interact with on a daily basis (like a boss or co-worker), try to imagine that person as a loving spiritual being.eg.
  •  
  • These words have tremendous power. Not only does it validate the other person’s viewpoint but it also diffuses the tension. You might be surprised by what happens afterwards. The person could end up defending you. You’d be amazed how an attacker suddenly becomes an ally.
  • Conflict management
  • Cool off.
    • Conflicts can’t be solved in the face of hot emotions. Take a step back, breathe deep, and gain some emotional distance before trying to talk things out.
  • Tell what’s bothering you using “I messages.”
    • ” I messages” are a tool for expressing how we feel without attacking or blaming. By starting from “I” we take responsibility for the way we perceive the problem.
    • A key credo in conflict resolution is, “It’s us against the problem, not us against each other.” “I messages” enable us to convey this.
  • Take responsibility.
    • In the majority of conflicts, both parties have some degree of responsibility. However, most of us tend blame rather than looking at our own role in the problem. When we take responsibility we shift the conflict into an entirely different gear, one where resolution is possible.
  • Brainstorm solutions
  • come up with one that satisfies both people
    • Resolving conflicts is a creative act. There are many solutions to a single problem. The key is a willingness to seek compromises.
  • Affirm, forgive, or thank.
    • A handshake, hug, or kind word gives closure to the resolution of conflicts. Forgiveness is the highest form of closure.
    • Unique Characteristics
    • Three characteristics distinguish family conflict from other types are :-
    • intensity
    • complexity
    • the duration of
    • relationships
    FAMILY CONFLICTS
  • FAMILY CONFLICTS
  • INTENSITY
    • . Family conflicts are typically more intense than conflict in other groups. This intensity means that managing conflicts may be more difficult in families, and that their consequences can be more damaging.
  • C OMPLEXITY
    • The second distinguishing feature of family conflicts, complexity, is especially important for understanding their sometimes-baffling characteristics
  • COMPLEXITY
    • The web of family relationships includes dimensions such as love, respect, friendship, hate, resentment, jealousy, rivalry, and disapproval. The course of conflict often depends on which dimensions are active in a relationship. Recognizing the multiple dimensions of conflict is a prerequisite for helping families deal more effectively with their problems.
  • ATTACHMENT
    • The bonds between adult partners, between parents and children, or between siblings involve the highest level of attachment, affection, and commitment. There is typically daily contact for many years that bonds individuals together.
  • BETRAYAL
    • When serious problems emerge in these relationships, the intense positive emotional investment can be transformed into intense negative emotion. A betrayal of a relationship, such as an extramarital affair or child sexual abuse, can produce hate as intense as the love that existed prior to the betrayal.
  •