Two staff members at a workplace who were assigned to teach health and safety workshops have begun acting like managers and viewing themselves as superior. This has caused animosity among other staff who view them as opportunistic and controlling. There are now several options presented for resolving the conflict, including having both sides tell their stories, focusing on interests rather than positions, and finding a solution that meets everyone's criteria. Effective resolution will require open communication, understanding different perspectives, and finding a mutually agreeable solution.

1. WORKPLACE CONFLICT
PRESENTATIONPART1:BY MONIQUE GREGOIRE
EDUC5441

2. What is Conflict?
• “A competitive or opposing action of incompatibles :
antagonistic state or action (as of divergent ideas,
Interests, or persons).”

3. The Scenario
Two people at work have been assigned to teach health
and safety workshops. They have both taken their
assignments to whole new level, and think they are now at
a management level. The staff are becoming uncomfortable
with their attitude and behavior which is causing animosity.
Everyone is speaking poorly about them, and no-one cares
to work with either person. What are the options?

4. Points of View: Health & Safety Team
Views the
assignment as
an opportunity
to make a
good
impression
Believes they
are helping the
staff in
ensuring their
health and
safety needs
are met
See an
opportunity to
get to know
some of the
staff better and
build better
relationships
Gain
knowledge in
health and
safety which
may provide
other long-term
opportunities
Views the
opportunity as
a positive
challenge

5. Points of View: Staff
Believes they view
themselves as
superior to the rest
Do not believe they
are helping, but
causing animosity
Views them as
opportunists
Views them as
controlling
Views them as
villains

6. Options for Resolution
Set the stage : what
approach will we use?
Storytelling: let both
sides tell their story
Create an agenda:
what is the conflict and
how do we resolve it?
Discuss interests: what
interests need to be met
to rectify the conflict?
Solve the conflict:
through active listening,
effective communication,
empathy, and a positive
attitude
Develop a BATNA
Use hard, soft or
principled negotiation
tactics

7. Best Option for Resolution
People: Separate
the people from
the problem.
Interests: Focus
on interests, not
positions.
Options: Invent
multiple options
looking for mutual
gains before any
decision.
Criteria: Insist
results be based
on an objective
standard.

8. The Assumption Iceberg
Events:
Health & Safety
Workshop
Motive:
Opportunity For Health &
Safety Team
Impact: Assume staff will
gain knowledge/
Staff Feel Inferior

9. Event:
Shared Stories on both
sides
Motive:
Knowledge/opportunity
Impact:
opportunity/animosity
Surfacing Motive & Impact

10. BATNA: Health & Safety Team
Look for the
best alternative
approach
based on merits
Focus on the
problem
Know the other
sides interests
Know the
options for
mutual
agreement
Focus on
principle and
standards
Know the end
goal
Remain
objective
Actively listen

11. BATNA: Staff
Have other
strategies for
resolve
Involve the
main leader in
the resolution
Separate
yourself from
the problem
Discuss main
objectives which
involves all the
staff
Involve a
mediator if no
resolution is
found
Actively listen
to build trust
Communicate
the conflict
without getting
emotional

12. No Resolution
for Conflict
The workplace will
become increasingly
toxic
The environment will
prohibit relationship
building
Scenario will cause
increased
divisiveness
Nothing will be
gained on both sides
Everyone’s interests
will not be met
*No resolve was found due to staff reluctance on self-
interests not being met in negotiation, or approach used
did not make an impact, and there was no BATNA in
place.

13. Resolution for
Conflict
Will create a harmonious
workplace
Everyone’s interests will be
met
Staff may learn from the
health and safety team
The workplace will be open
to other suggestions leading
to more problem-solving
Gossip and negative
behavior will be minimalized
*Staff were open to other’s points of view, there was a
BATNA in place, and the agreement met everyone’s
interests.

14. Part B

15. Leadership in conflict management
Promotes positive debates
Stimulate good conflict
Foster a positive culture
Facilitate collaboration
Improves communication
Reduces bad conflict/increase productivity

16. 5 Approaches to Conflict Leadership
Competing
win-lose
Avoiding
lose-lose
Accommodating
Win-lose
Collaborating
win-win
Compromising
Lose-lose

17. Impact on Workplace
The type of conflict management approach creates a positive or negative impact in the
workplace. Leaders who gain trust, act with integrity, actively listen, and alter their
leadership style to resolve different types of conflict to lessen negative impact are more likely to:
- Create a harmonious workplace
- Endure low levels of conflict among team members
- Respect differences
- Possess greater self-awareness
- Address the conflict immediately

18. Reference
Fisher, R., Ury, W. (2011). Getting to Yes: Negotiating Agreement Without Giving In. London, UK: Penguin Group
Harper, G. (2004). The Joy of Conflict Resolution: Transforming Victims, Villains and Heroes in the Workplace and at Home.
Gabriola Island, BC: New Society Publishers
Konstantin, Y. (n.d). Image. Retrieved from https://www.shutterstock.com/image-photo/team-successful-business-people-
105970766?id=105970766&irgwc=1&utm_medium=Affiliate&utm_campaign=Pavel+Nemec&utm_source=46297&utm_term
Merriam-Webster Dictionary. (2019). Definition of Conflict. Retrieved from https://www.merriam-webster.com/dictionary/conflict
Nivens, S. (n.d). Image. Retrieved from https://www.shutterstock.com/image-photo/silhouettes-business-people-office-mixed-
media-455859976
Pixabay. (2019). Conflict Image. Retrieved from https://pixabay.com/images/search/conflict/
Pixabay. (2019). Conflict Image. Retrieved from https://pixabay.com/illustrations/conflict-ecology-environment-1445377
Sahu, S., Pathardikar, A.D. (2015). Managing Conflict Through Transformational Leadership. Is Collaborative Style a Solution?
Delhi Business Review, Vol. 16 No.1. Retrieved from
https://www.researchgate.net/publication/289723549_MANAGING_CONFLICT_THROUGH_TRANSFORMATIONAL_LEADE
RSHIP_IS_COLLABORATIVE_STYLE_A_SOLUTION