Conflict resolution ems
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This document outlines a module on conflict resolution. It defines conflict resolution and lists learning objectives, including discussing different approaches, writing a reflection, and creating an educational poster. It then discusses what conflict is and different conflict resolution strategies like competing, collaborating, compromising, avoiding, and accommodating. The Interest-Based Relational approach and a six step conflict resolution process are also presented. Learners will participate in class discussions, create a conflict resolution poster, and write a reflective essay discussing personal experiences with conflict resolution.
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The Art of Questioning
To those who would like to have a copy of this slide, just email me at martzmonette@yahoo.com and please tell me why would you want this presentation. Thank you very much and GOD BLESS YOU
The Art of Questioning
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INTEGRATIVE TEACHING STRATEGY (Special Topics) - compiled by Krizzie Rapisura...
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- 1. CONFLICT RESOLUTION: CONTEXTUALIZED APPROACH TO LEARNING
- 2. AT THE END OF THIS MODULE, THE LEARNER SHOULD BE ABLE TO: oDefine and discuss conflict resolution; oParticipate actively in the discussion of other conflict resolution approaches and processes; oWrite a reflection about a experience implementing conflict resolution; and oCreate a poster or guide for others to resolve conflict.
- 3. WHAT IS CONFLICT? WHAT CONFLICT RESOLUTION STRATEGIES CAN BE ADOPTED?
- 4. CONFLICT IS AN ESSENTIAL AND UNAVOIDABLE HUMAN PHENOMENON BECAUSE WHERE THERE IS HUMAN INTERACTION THERE IS A LIKELIHOOD OF PERSONAL LIKES AND DISLIKES THOMAS-KILMANN CONFLICT MODE INSTRUMENT (TKI) IDENTIFIED FIVE MAIN STYLES OF DEALING WITH CONFLICT THAT VARY IN THEIR DEGREES OF COOPERATIVES AND ASSERTIVENESS.
- 5. Competing Collaborating Compromising Avoiding Accomodating Cooperativeness Assertiveness CONFLICT RESOLUTION STRATEGIES
- 6. Conflict resolution Strategies Characteristics Competitive They usually operate from a position of power, drawn from things like position, rank, expertise, or persuasive ability. It can leave people feeling bruised, unsatisfied and resentful when used in less urgent situations. Collaborative • People tending towards a collaborative style try to meet the needs of all people involved • These people can be highly assertive but unlike the competitor, they cooperate effectively and acknowledge that everyone is important.
- 7. Compromising • People who prefer a compromising style try to find a solution that will at least partially satisfy everyone. Accommodating • Indicates a willingness to meet the needs of others at the expense of the person’s own needs • This approach is unlikely to give the best outcomes Avoiding • People tending towards this style seek to evade the conflict entirely. • In many situations this is a weak and ineffective approach to take.
- 8. INTEREST-BASED RELATIONAL (IBR) APPROACH 1. Make sure that good relationships are the first priority. CHARACTERISTICS • Make sure that you threat the other calmly and that you try to build mutual respect. 2. Keep people and problems separate. • Recognize that in many cases the other person is not just “being difficult” – real and valid differences can lie behind conflictive positions.
- 9. 3. Pay attention to the interests that are being presented. • By listening carefully you’ll most-likely understand why the person is adopting his or her position 4. Listen first; talk second. • To solve a problem effectively you have to understand where the other person is coming from before defending your own position.
- 10. 5. Set out the “Facts”. • Agree and establish the objective, observable elements that will have an impact on the decision. 6.Explore options together. • Be open to the idea that a third position may exist, and that you can get to this idea jointly.
- 11. A CONFLICT RESOLUTION PROCESS Step 1: Set the scene Step 2: Gather information Step 3: Agree on the problem Step 4: Brainstorm Possible situation Step 5: Negotiate a Solution
- 12. WRITE BEHAVIORAL INDICATORS THAT MANIFEST THE APPLICATION OF THE CONFLICT RESOLUTION STRATEGIES CONFLICT RESOLUTION STRATEGIES BEHAVIORAL INDICATORS Competitive Collaborative Compromising Accommodating Avoiding
- 13. ACTIVITY 1 IN CLASS YOU PARTICIPATED IN DISCUSSIONS THAT CALLED FOR YOU TO REFLECT ON CONFLICTS YOU HAVE EXPERIENCED AND TO THINK ABOUT WAYS TO WORK TOWARDS THEIR RESOLUTION. YOU READ THROUGH THE STEPS TO CONFLICT RESOLUTION, WROTE OUT SCENARIOS, AND PRACTICED USING THE STEPS TO RESOLVE THE CONFLICTS.
- 14. USE THE CLASSROOM LEARNING, RESOURCES, AND YOUR OWN EXPERIENCE TO CREATE A CONFLICT RESOLUTION POSTER IN WHICH YOU LEAD THE READER THROUGH THE STEPS TOWARDS CONFLICT RESOLUTION. YOUR POSTER SHOULD BE AESTHETICALLY PLEASING, ILLUSTRATED, AND DETAILED. YOUR POSTER COULD REALLY HELP SOMEONE AVOID A FIGHT, SO PUT YOUR BEST EFFORT INTO IT. HAVE SOMEONE REVIEW YOUR WORK AND ADDRESS ANY COMMENTS. BE PREPARED TO SHARE YOUR WORK WITH THE CLASS.
- 15. ACTIVITY 2 IN CLASS YOU PARTICIPATED IN DISCUSSIONS THAT CALLED FOR YOU TO REFLECT ON CONFLICTS YOU HAVE EXPERIENCED AND TO THINK ABOUT WAYS TO WORK TOWARDS THEIR RESOLUTION. YOU READ THROUGH THE STEPS TO CONFLICT RESOLUTION, WROTE OUT SCENARIOS, AND PRACTICED USING THE STEPS TO RESOLVE THE CONFLICTS THEN YOU DEVELOPED A CONFLICT A RESOLUTION POSTER.
- 16. THINK OF THESE EXPERIENCES AS YOU RECORD, DESCRIBE, AND EXPLAIN A TIME IN WHICH YOU UTILIZED CONFLICT RESOLUTION TECHNIQUES. ANSWER THESE QUESTIONS IN YOUR REFLECTION. • WHY IS IT IMPORTANT TO RESOLVE CONFLICT? • HOW DOES IT BENEFIT YOU? • WHAT CONFLICTS DO YOU NOTICE THAT YOU ARE MORE LIKELY TO BE IN? WHY IS THIS? • WHAT CAN YOU DO TO LESSEN THE POSSIBILITY FOR CONFLICT?
- 17. PREPARED BY: DELOS SANTOS, EMMALYN F. JENIFFER BRUZOLA. BSE-BIOLOGICAL SCIENCE 4