School mediation
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School mediation is a conflict resolution technique that trains student and teacher volunteers as mediators. Peer mediation involves students and teachers who have been trained as mediators helping to resolve disputes between other students. The mediation process involves separate initial meetings with each side, an introduction where the rules are explained, each side telling their story, the mediator analyzing the facts and common ground, brainstorming solutions, and creating a signed agreement focusing on changing behavior rather than blaming individuals. Effective communication is key during mediation with the mediators remaining neutral, addressing behaviors not people, using inclusive language, maintaining a relaxed but focused demeanor, and moving discussions to a calm environment if needed.
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This module outlines the process of peer mediation and key listening skills for mediators. It discusses the 6 stages of peer mediation, including preparing for mediation sessions. Developing active listening skills is emphasized as central to a mediator's role in helping disputing parties communicate and find agreed solutions. The module also distinguishes mediation from negotiation, noting mediators must remain neutral while negotiators can advocate for one side.
Conflict mgmt resolving conflict nov 2011 denny
The document discusses conflict, conflict management, and resolution. It defines conflict and conflict management, explaining that conflict is a struggle between opposing views while conflict management seeks to resolve conflicts constructively. It outlines different types of conflict and modes of addressing conflict, from competing to compromising. The document advocates understanding other perspectives, avoiding escalation, working together, and finding agreed upon solutions, with the help of a mediator if needed. It provides an example of a conflict over a lemon that could have been resolved through communication and negotiation.
Unit 3 Conflict Resolution
This document outlines the steps to conflict resolution:
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2. Brainstorm potential solutions and consider the pros and cons of each.
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4. Respectfully present potential solutions and compromise until an agreement is reached.
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Social Dimension- Peace Education: A transformative response to major societal challenges. This slide presentation will help you to know something about socila dimension topic.
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This is a general overview of intercultural communication that helps to unveil the different aspects, background and skills to communicate effectively with different cultures
Topic5.2
1) Conflict mediation has been used since ancient times as a way to resolve disputes through open communication between conflicting parties with the help of a neutral third party mediator. It started being used in educational contexts in the 1960s in the US.
2) There are different models of mediation used in schools - the traditional/linear model focuses on reaching agreements, the narrative/circular model improves communication, and the transformative model aims to transform conflicts, relationships, and people through cooperation and reconciliation.
3) When used in schools, mediation has been shown to create a more positive atmosphere, teach non-violent conflict resolution strategies, improve social skills, decrease disciplinary issues, and promote involvement in the school community.
THEME 5-MEDIATION AS CONFLICT RESOLUTION STRATEGY IN SCHOOLS & SCHOOL MEDIATI...
THEME 5-MEDIATION AS CONFLICT RESOLUTION STRATEGY IN SCHOOLS & SCHOOL MEDIATION STATES IN THE CONFLICT.
Interpersonal Managing Conflict
Conflict arises when people with interdependent goals perceive incompatible views or interests. There are different types of conflict including pseudo, fact, value, policy, and ego conflicts. Conflicts can be managed through various styles such as withdrawing, accommodating, forcing, compromising, and collaborating. Constructive communication in conflict involves validation, listening, compromise, and focusing on issues rather than personal attacks. A mediator can help conflicting parties find mutually agreeable solutions through neutral facilitation and ensuring both sides are heard. Analyzing conflicts can provide lessons to manage conflicts more successfully in the future.
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Conflict is a natural part of any relationship, and how we handle it can significantly impact the strength and longevity of our connections. Rather than avoiding or suppressing conflict, it's essential to develop effective strategies for managing and resolving disagreements in a healthy and constructive manner. In this blog post, we will explore strategies for managing conflict in relationships, empowering you to navigate challenging situations with empathy, respect, and open communication.
Communication
The document defines communication as the sharing of meaning and transmission of information between individuals, outlines the basics of written, verbal, and non-verbal communication skills, and discusses the various types, patterns, and barriers to successful communication. It provides guidance on using empowering language and positive communication techniques to overcome barriers.
Resolving conflicts
The document discusses conflicts that can arise in relationships and strategies for resolving conflicts. It defines interpersonal conflicts as disagreements between groups of any size. Common causes of conflicts include power struggles, jealousy, property disputes, and disputes over territory and space. When a conflict arises, you can either face it or ignore it. Effective strategies for resolving conflicts include taking time to calm down, discussing each side without interrupting, brainstorming solutions, and agreeing on a solution that benefits both sides. Mediation involves a trained mediator helping the parties resolve conflicts peacefully through open communication and finding a mutually agreeable solution.
Conflict resolution ems
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.
Looking at conflict differently
Presentation by Mirna Hidalgo (lawyer, expert in training on conflict management, Breathingstone) on the occasion of the EESC and Fondation de Corse - Umani conference on Non-violence, a new way forward for the 21st century? in Bastia, Corsica on 14 June 2013
School peer mediation
This document provides a brief history of mediation and conflict resolution practices. It notes that negotiation, arbitration, and mediation have existed for as long as humans have in many ancient cultures. Mediation became more formalized with international treaties and diplomacy. The first school mediation programs began in the US in the 1960s and spread to other countries in subsequent decades. The document also distinguishes mediation from arbitration and discusses what types of conflicts are and are not appropriate for school peer mediation.
Introduction to transformative mediation
Wednesday, October 9, 2013
8:30am - 12pm
This session will provide a thorough introduction to the major tenets, principles, premises, and practices of Transformative Mediation. Presenters will share the philosophy and theory of Transformative mediation
and engage the group in a discussion around the hallmarks and myths associated with Transformative practice. Attendees will leave the session with a clearer understanding of the Transformative philosophy.
Kristine Paranica
Sarah Prom
Dan Simon
conflict.pptx
Conflict arises from differences in thoughts, attitudes, interests or perceptions between individuals or groups. There are various types of conflicts including those over goals, ideas, personal issues or behaviors. Conflict resolution aims to find a solution where parties work together productively through open communication and understanding each other's perspectives. It requires skills like active listening, emotional intelligence, patience, impartiality, positivity and a willingness to compromise. Common conflict resolution strategies include avoiding, competing, accommodating, collaborating and compromising.
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Step in Collaborative Problem-solving Approach by Jovy Laudenio
Step in Collaborative Problem-solving Approach by Jovy Laudenio
THEME 5-MEDIATION AS CONFLICT RESOLUTION STRATEGY IN SCHOOLS & SCHOOL MEDIATI...
THEME 5-MEDIATION AS CONFLICT RESOLUTION STRATEGY IN SCHOOLS & SCHOOL MEDIATI...
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School mediation
- 1. SCHOOL MEDIATION CONFLICT RESOLUTION
- 2. INTRODUCTION School mediation is a conflict resolution technique that trains school children and teachers as volunteer mediators. A mediator is a neutral party brought in to assist the disputants involved in an argument and help them reach a mutually acceptable resolution. Mediation schools offer a range of options. We are going to focus on peer mediation.
- 3. What is Peer Mediation? Peer mediation in schools is the resolution of disputes or conflicts, arguments or bullying, by the use of mediators from the students and teachers in that school. All of them previously trained. The solutions are worked out by those in conflict with the assistance of peer mediators. They have learnt to listen, not to make matters worse, and to help those in conflict understand their mutual interests.
- 4. CHARACTERISTICS 1.-It’s a pacific strategy 2.-People involved, both mediators and parties in conflict, act in a voluntary way. 3.-There is a series of predetermined phases that have to be developed. 4.- Communication and mutual understanding are essential. 5.-It’s an educational and learning experience positive for all the school community. 6.-Parties in conflict are the ones who bring out the solution to their issues, learning to deal with their behaviour. 7.- It’s a confidential process
- 5. PHASES 1.-PREMEDIATION There is a separate meeting with each part in conflict where they can express their feelings and relieve tensions. This is the first contact previous to mediation itself. The aim is to create a favourable climate for negotiation and dialogue.
- 6. 2.-FIRST CONTACT Introductions are made, and the rules and conditions for the mediation are explained. It´s neccessary to clarify the facts through open-ended and closed questions, summarize and define the clonflict. 3.-TELL ME Each of the parties tells what has happened: where? , how?, when?.The mediators need to know the feelings, the intentions to solve the problem, the claims and possible solutions.
- 7. 3.-PLACING THE CONFLICT TThe mediators analize the facts and the chances to reach an agreement highlighting the common aspects in both versions.They mustn´t judge and they need to be neutral. 4.-FINDING SOLUTIONS Brainstorming of possible solutions, analizing the situation from a new angle. Match voice tone, body language and key words. Don´t negotiate from a point of anger and be consistent.
- 8. 5.-THE AGREEMENT Parties come to a reasonable agreement which must be signed. The focus must be on the behaviour rather than the person, stating their positive intention.
- 9. COMMUNICATION AND BODY LANGUAGE During the mediation process the commnunication skills play an important part. Here are some useful tips about it: The mediators must be aware of their own state, how they are standing, breathing and talking. If necessary breathe, step back, take a time out. They must avoid confrontation but be firm from the beginning. Address the behaviour rather than the person and give a future focus rather than dwell in the past.
- 10. Use “we” where possible , short sentences in logical sequencing at the point of real conflict As long as the body language is concerned, the mediators must be sat opposite the other part, in a straight but relaxed pose, with hands visible respecting the other´s vital space The mediators must be consistent, show interest by looking straight at the speaker, avoiding looking at any other part in the room and using a calm but firm voice tone. If possible get out of the conflict environment and move to another place.