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.

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