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Conflict Avoidance, Management and Dispute Resolution Procedures
Conflict resolution cases
Conflict resolution cases
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4.3 PART TWO - Conflict Resolution
Training methods used: Mini-lectures, discussion, games (case-study), video
Focus areas: Approaches to resolving conflict, pros and cons, when/how to use the approaches
Activity 1: Mini-lecture
1. A mini-lecture briefly covering the following:
a) Introduction to conflict resolution
b) The conflict resolution styles (dominating, accommodating, problem solving, avoiding, compromising)
c) When to use the resolution approaches
Purpose: Recap
Estimated time: 5 minutes
Activity 2: Discussion
1. Each group is assigned one animal (representing a conflict resolution approach) and as a team, to discuss its pros and cons.
2. The discussion will be limited to 5 minutes and teams have to pen their answers on mahjong papers. Others will assist with decorating the mahjong paper with pictorial representations/illustrations.
3. Teams will present their mahjong paper to the class
Purpose: Push participants to explore the pros and cons, think beyond concepts recapped in mini-lecture
Estimated time:10 minutes
Activity 3: Jeopardy (Game)
Refer Appendix 11 for respective scenarios and layout of board game.
1) Each group will take turns to select a question to answer. These questions are represented by dollar values (e.g. $100, $200, $300 denominations). The higher the denomination, the more difficult the question. Each question will be an organisational conflict scenario which parties involved in the conflict will use different styles in resolving conflict.
2) To answer the question, participants have to choose which animal do they think best represent the individuals involved in the conflict. The value of the question will be credited into each team’s ‘account’ if they answer correctly, or debited from ...
... middle of paper ...
... form Copies determined by number of participants.
This is to evaluate the effectiveness of the training methods, the workshop in its entirety etc.
5. Props
(work clothes, ties, bag etc. related to organisational context) a) Provide participants with props to enhance their role-play activities
b) Provide participants with props to enhance any of their discussion or presentation activities, if relevant
6. Stationery a) Whiteboard markers & whiteboard eraser
b) Colored pencils/markers
c) Pens (for worksheets, feedback forms)
d) Mahjong paper/mini whiteboards
e) Masking tape
7. Game 1: The Communication Game a) Ice-cream sticks
b) Diagram
8. Game 2: Jeopardy a) Game layout
9. Game 3: Snakes & Ladders a) Game layout
b) Dice
c) Magnets (as markers)
10. Prizes:
(sweets, stationery etc.) Reward groups/participants who win the games or correctly answers questions
Turman, P. (October 13, 2000b). Group Decision Making & Problem Solving: Group Communication [Lecture] Cedar Falls, IA. University of Northern Iowa, Communication Studies Department.
Each team should respond in paragraph form to the questions that follow the scenarios presented below. Any disagreements or complications that occur within the team regarding the correct response should be noted in the Learning Team Reflection Worksheet for the week.
Students will be divided into 4 groups and will sit at their dry erase board tables. Teacher will ask them to reflect on a couple questions. They will first debate it within their group ( using a marker to write down their points of necessary), then share their thoughts with the whole class.
...ave to ensure, ahead of time, that there are seating arrangements for audience, whiteboard, blackboard, lighting, location of projection screen, sound system, etc. are suitable for my presentation.
According to the Theorists as groups turn into teams, most conflict happens in the “storming” stage of team development (De Janasz, Dowd & Schneider, 2001). First, one must understand what conflict is. Capozzoli (1999) cites Boulding’s 1962 definition of conflict as “a situation of competition in which the parties are aware of the incompatibility of potential future positions and in which each party wishes to occupy a position which is incompatible with the wishes of the other.” Conflict can be either constructive or destructive to the team and can be created in several ways. Conflict must be analyzed and understood for the team to resolve it.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
After speaking all together, it was time to assess them individually. Essentially, I wanted to conduct an activity which offered each student the opportunity to individually choose the correct answer while staying actively engaged. I was unsure as to what hands on activity I could use in order for my lesson to tie together efficiently. In my opinion, the Fly Swatter Game was rather successful in promoting student participation. A little friendly competition between teams helped with engagement, memorization, and would have been rather effective with more vocabulary terms as well as more
Preview of main points: Today, I will discuss the pros and cons and the history
agree with each other on a certain subject. This agreement strengthens the bonds of the members of the organization, which in turn will result in a more unified and collective action that must reflect to the success of the organization. In this study, it is important to know how the respondents communicate to each other, what attitudes they express toward a certain subject, and how they come up with one idea despite the differences in ideologies and personal biases.
Conflicts transpire as the team develops and moves through the different stages listed in section 3.0. Additionally, conflicts could also arise from lack of leadership that leads to unclear and conflicting goals. The lack of communication from the leader would result in uncertainty to the contribution and commitment of each individual (The University of Melbourne, 2013). This conflict can be resolved by regularly reviewing the work and improving the communication between each individual (Johnson, 2015). Another large conflict that arises is the unfair distribution of work to each person. Whilst it is important for each individual to adapt to every Belbin role that is needed, one must not receive more or less work. The unequal distribution could lead to resentment, inefficiency and the unfairness of a member not contributing but still receiving the marks. All these conflicts can be resolved promptly before it hinder on the work quality. The team should identify the causes of conflict, state their effect on the team and negotiate a solution that suits all. Most importantly, the team should communicate regularly and be proactive about any situations (The University of Melbourne,
My topic of interest for research was student engagement with audience response systems. The purpose of this assignment was to discuss why the topic was to be studied, the presumptions of the topic, the personal experience with the topic that would create obstacles or bias, how the topic will benefit the field of education, and if the topic was sufficient for a Capstone project.
Baron, Robert S., Kerr, Norbert K., and Miller, Norman. Group process, Group Decision, Group Action. CA: Brooks/Cole, 1992. Pgs. 4, 61, 2, 140, 237, 140, 141, 7, 6
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.
Discussion, the active learner participates in peer discussion and any other assignment. This will help problem solving, experimentation, synthesis and other evaluation of contents.
Mapping a conflict is an important first step in conflict intervention. There is a systematic approach to conflict resolution and to producing the desired result or outcome. “Mapping permits an informed judgment about whether the intervention should continue.” (Hocker) Furthermore, mapping allows people to assess and informs whether or not the intervention should continue. By sharing the map, both parties can get on the same page so to speak which can make it easier to resolve because you can see more clearly the other person’s perceptions and recognize similarities and differences.