The pursuit of peace (session 3)
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This document discusses how to deal with conflicts from a biblical perspective. It begins by outlining common reflexes in times of conflict like fighting, fleeing, or freezing. It then recommends facing conflicts directly by pursuing God's will, grace, and truth. There are two types of peacemaking - negotiating differences over tangible issues and resolving relational issues through confession and forgiveness. The document provides general guidelines for peacemaking and outlines a specific "Seven A's" and "PEACE" process for resolving conflicts through addressing issues, assessing motives, confessing, forgiving, and encouraging one another going forward.
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Dealing with conflict in the work place negap presentation
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July 2012 FC/Relationships/2012-02pr
Effective Communication Skills:
Resolving Conflicts
Naomi Brower, MFHD, CFLE, Extension Assistant Professor
Jana Darrington, MS, Extension Assistant Professor
Even the happiest of relationships experience conflicts
and problems (Markman, Stanley, Blumberg, Jenkins &
Whiteley, 2004). If handled well, issues provide
opportunities for personal and relationship growth.
There are many skills that can help individuals seeking
to resolve conflicts in a healthy way. One of the greatest
skills that aids in conflict resolution is effective
communication.
Common Conflicts
Issues, or conflicts, in relationships consist of any
situation, event or experience that is of concern or
importance to those involved. A variety of factors lead to
conflict, some of which include topics such as money,
children, and in-laws, personal issues such as self-
esteem, values, expectations, or goals, or relational
issues such as the amount of together time versus alone
time, support versus control, affection, and
communication (Miller & Miller, 1997). While there are
seemingly endless reasons for conflicts, they generally
surround the underlying needs of all humans including
physical, intellectual, emotional, social, and spiritual
(Miller & Miller, 1997; Townsend, 2010). Most
importantly, how we approach and communicate about
these issues often determines the outcome.
Conflicts in Communication
Most people know that in order to resolve conflicts, we
need to communicate about the issue; but negative
patterns of communication can often lead to greater
frustration and escalation of conflict. Consider the
following communication challenges:
Body Language/Tone of Voice
Communication is more than the words we choose to
use. In fact, our body language and tone of voice often
speak louder than our words. For example, shouting
“I’m not angry” is not a very convincing message! When
we give an incongruent message where our tone of voice
and body language does not match our message,
confusion and frustration often follow (Gottman &
DeClaire, 2001).
In order to overcome this communication challenge, we
need to be aware of what messages our body language
and tone of voice may be sending others. Speak calmly,
give eye contact, smile when appropriate, and maintain
an open and relaxed posture (Paterson, 2000).
Differences in Style
Each of us has a unique way of communicating, often
based on our family experiences, culture, gender and
many other factors (Markman et al., 2004; Miller &
Miller, 1997). For example, we may tend to be more
loud, outgoing, or emotional when compared to our
partner. While there is no right or wrong style, our past
experiences often lead to expectations that are not
usually verbally communicated with others, which can
cause te ...
INDUSTRIAL RELATIONS
The document provides guidance on managing difficult situations and conflicts in an organization. It begins with an introduction to the session objectives of understanding conflict, managing emotional responses, and handling conflicts more effectively. It then discusses what conflict is, potential causes of conflict, and the benefits and disadvantages of functional and dysfunctional conflict. The document outlines different conflict management styles including forcing, avoiding, accommodating, compromising, and collaborating. It provides guidelines for effective collaboration when addressing conflicts, including roles and guidelines for the initiator, mediator, and respondent.
Unit 3 conflict
This document discusses the nature and causes of conflict, as well as strategies for managing conflict constructively. It notes that conflict is inevitable and while sometimes disruptive, can also prevent stagnation and drive positive change when handled skillfully. The document outlines various types of conflict including emotional, values-based, and needs-based conflict. It provides tips for resolving conflict through open communication, understanding different perspectives, focusing on interests rather than positions, and finding win-win solutions. Overall, the document advocates for thoughtfully and non-violently managing conflict in a way that minimizes harm and maximizes benefits to relationships.
Conflict management techniques
This document discusses conflict management techniques and styles. It identifies five main styles: competitive, collaborative, compromising, accommodating, and avoiding. The competitive style takes a firm stand to satisfy one's own concerns, while the collaborative style tries to meet the needs of all parties. The compromising style partially satisfies everyone by having all parties give up something. The accommodating style meets others' needs at the expense of one's own. The avoiding style seeks to evade conflict entirely. Perceptions play an important role in how parties experience conflict due to factors like culture, gender, knowledge, previous experiences, and impressions of others.
Playing Nice In The Sandbox (Project Phoenix)
The document discusses strategies for managing conflict constructively. It provides goals for conflict engagement including understanding interests, producing sustainable solutions, and increasing acceptance of differences. It advocates for engagement over aggression, apathy, or avoidance when facing change or conflict. Effective communication techniques are outlined such as focusing on interests, not positions, and generating proposals to find common ground.
How To Manage Conflict Using Theory
Dr. Paul Gerhardt teaches leaders how to successful navigate conflict using theory and educational models.
Similar to The pursuit of peace (session 3) (20)
t2-p-412-ks2-resolving-conflict-powerpoint-english (1).ppt
t2-p-412-ks2-resolving-conflict-powerpoint-english (1).ppt
Dealing with conflict in the work place negap presentation
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The pursuit of peace (session 3)
- 2. To understand the roots and causes of conflict To understand the potential of conflict for ill or for good To learn how to deal with conflicts through personal peacemaking To learn how to deal with conflicts through mediated peacemaking To follow God’s principles when conflicts cannot be resolved
- 3. Dealing with Conflicts Common “Reflexes” In times of conflict
- 4. Dealing with Conflicts • Fight – e.g. Cain, Gen 4:1-16 • Flight – e.g. Jacob, Gen 27:41-28:9 • Freeze – e.g. Joseph’s brothers, Gen 37:1-11 • Form alliances – e.g. Potiphar, Gen 39:1-20
- 5. Dealing with Conflicts The Right Biblical Response
- 6. Dealing with Conflicts • Face it (Galatians 2:11-14) This can only happen if you’re goal is to glorify God by… Pursuing the will of God Practicing the grace of God Preserving the truth of God
- 7. Dealing with Conflicts Two kinds of peacemaking
- 8. General Guidelines • Glorify God, not yourself (Colossians 3:1-4) • Remove the plank in your own eyes first (Matthew 7:3-5) • Personally speak with the person whom you have conflict with (Matthew 18:15-17) • Be reconciled with that person as soon as possible (Matthew 5:23-24) • Get rid of all negative feelings (Eph 4:31-32)
- 9. The Seven A’s 1. Address the person concerned 2. Avoid “if”, “but” and “maybe” 3. Admit specifically (not generally) 4. Acknowledge the hurt you caused 5. Accept the consequences 6. Alter your behavior 7. Ask for forgiveness
- 10. Clarifying the Issue 1. Tangible Issue An issue pertaining to differences. This must be handled through negotiation. 2. Relational Issue An issue pertaining to offenses. This must be handled through peacemaking.
- 12. The PEACE Process Problem behavior Emotions involved Assessment of motives Confession and forgiveness Encouragement for the future
- 13. 4 Promises of Forgiveness 1. I will not dwell on this incident anymore 2. I will not bring this incident up and use it against you 3. I will not talk to others about this incident 4. I will not allow this incident to stand between us or hinder our relationship
- 14. The PEACE Process Problem behavior Emotions involved Assessment of motives Confession and forgiveness Encouragement for the future
- 15. Dealing with Conflicts Group Discussion: • What are your observations about the PEACE process? • What are the challenges of this process? • How can these challenges be overcome?