1. The document discusses managing behavioral conflicts among workers by understanding personality types and using conflict resolution techniques.
2. It describes four major personality types (Sanguine, Choleric, Melancholic, Phlegmatic) and their strengths and weaknesses.
3. The document then outlines five conflict resolution techniques (forcing, collaboration, compromising, withdrawing, smoothing) and provides examples of when each may be appropriate.
“Conflict is inevitable, but combat is optional.” — Max Lucade
First and foremost, you must learn to accept conflict as an inevitable part of your social interactions. How you respond to and resolve conflict will limit or enable your success.
“Conflict is inevitable, but combat is optional.” — Max Lucade
First and foremost, you must learn to accept conflict as an inevitable part of your social interactions. How you respond to and resolve conflict will limit or enable your success.
This presentation had been used internally in a Lunch & Learn session at KMS Technology which is one of the types of knowledge sharing at KMS Technology Vietnam (www.kms-technology.com)
This slide deck is based on the concepts in a great book by William Ury called Getting Past No. If these slides pique your interest, I suggest reading the book; it is well worth your time.
Reducing conflict in the workplace can improve employee productivity, increase employee motivation and loyalty, and reduce stress and absenteeism. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
Negotiations: Separate the People from the ProblemJohn Cousins
This slide deck is based on Chapter 2 of the the great book Getting to Yes: Separate the People from the Problem. Fun images help illustrate the insightful points made throughout this chapter.
Tips on how to approach the process of negotiating with an emphasis on being rational, kind and even tempered. With so many ways to be led astray by ego and emotions during negotiations, this template helps us remember what is important and how to stay cool and focused.
Getting to Yes! Negotiating Agreement Without Giving In - Summary - MemoJustin Fenwick
"Separate the people from the problem."
Members of the Harvard Negotiation Project, Fisher and Ury focused on the psychology of negotiation in their method, "principled negotiation," finding acceptable solutions by determining which needs are fixed and which are flexible for negotiators.
"Focus on interests, not positions."
"Invent options for mutual gain."
"Insist on using objective criteria."
"Know your BATNA (Best Alternative To Negotiated Agreement)"
This presentation had been used internally in a Lunch & Learn session at KMS Technology which is one of the types of knowledge sharing at KMS Technology Vietnam (www.kms-technology.com)
This slide deck is based on the concepts in a great book by William Ury called Getting Past No. If these slides pique your interest, I suggest reading the book; it is well worth your time.
Reducing conflict in the workplace can improve employee productivity, increase employee motivation and loyalty, and reduce stress and absenteeism. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
Negotiations: Separate the People from the ProblemJohn Cousins
This slide deck is based on Chapter 2 of the the great book Getting to Yes: Separate the People from the Problem. Fun images help illustrate the insightful points made throughout this chapter.
Tips on how to approach the process of negotiating with an emphasis on being rational, kind and even tempered. With so many ways to be led astray by ego and emotions during negotiations, this template helps us remember what is important and how to stay cool and focused.
Getting to Yes! Negotiating Agreement Without Giving In - Summary - MemoJustin Fenwick
"Separate the people from the problem."
Members of the Harvard Negotiation Project, Fisher and Ury focused on the psychology of negotiation in their method, "principled negotiation," finding acceptable solutions by determining which needs are fixed and which are flexible for negotiators.
"Focus on interests, not positions."
"Invent options for mutual gain."
"Insist on using objective criteria."
"Know your BATNA (Best Alternative To Negotiated Agreement)"
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Continuing education can be purchased for this at https://www.allceus.com/member/cart/index/search?q=anger
Instructor: Dr. Dawn-Elise Snipes PhD, LPC-MHSP, LMHC, NCC, SPARC, CDRC
Objectives
Explore the function of anger
Identify the costs and benefits of anger
Identify anger triggers
Rejection/Isolation
Failure
Loss of control
The unknown
Explore multiple skills necessary for Anger Management:
Mindful self-awareness
Distress tolerance
Values clarification/Goal setting
Motivational enhancement skills
Cognitive behavioral skills
Cognitive processing skills
Communication skills
Compassion focused skills
Self-esteem building skills
Wellness skills (Vulnerability identification and prevention)
The emotion, of anger is something we encounter in our dealings with others and as a reaction to certain events. Knowing if how we respond when we are angry is appropriate or if we need to master some anger management techniques can sometimes be difficult to determine, partly because it is human nature to reject the notion that we may have a problem with how we behave. Your first clue may be hearing some of these phrases from those around you: “You need to watch your temper buddy!!” …
http://nuhopecare.com
Having employee problems? Employees do not seem to be able to get along? Need more teamwork? A good class in Conflict Management might be just what the doctor ordered. You have here 38 slides for a full-day class with exercises and activities to help employees and managers learn how to better handle conflict in the workplace. Call me if you have any questions: 612-310-3803. John
http://traininaday.com/one-day-management-courses/conflict-management/ Workshop objectives for conflict management training course. For full details go to http://traininaday.com
When two or more parties agree to find a peaceful solution to a disagreement among them, we say it is conflict resolution. There can be personal, financial, political, or emotional disagreements. When a conflict arises, often the best action is to negotiate to resolve the disagreement.