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Giovanna Doll

Avoiding Conflict Online - 0 views

    The article includes "five key attributes of online communication to take into consideration" and "four tips to avoid online misunderstandings."

Conflict Resolution and Restorative Justice | - 5 views

    Restorative Justice as a means to resolve conflicts
Megan Halverson

Whe Creative Conflict is a Good Thing! - 0 views

    This was an article I posted in one of my discussion posts. The author suggests approaching disagreements with the attitude of "discovery" rather than "perfection." The medium is different (we are on-line learners and the article discusses technology based careers) but I liked the framework and ideas. Thought I would bookmark this for those that were not in my discussion thread!
Linda French

Google Custom Search - Resolving Conflict - 5 views

    Custom Search Engine on how to resolve conflict
Nissa Ellett

Resolving Conflict in Work Teams - The Team Building Directory - 0 views

  • As organizations continue to restructure work teams, the need for training in conflict resolution will grow. Conflict arises from differences, and when individuals come together in teams, their differences in terms of power, values, and attitudes contribute to the creation of conflict. To avoid the negative consequences that can result from disagreements, most methods of resolving conflict stress the importance of dealing with disputes quickly and openly. Conflict is not necessarily destructive, however. When managed properly, conflict can result in benefits for a team.
  • A major advantage a team has over an individual is its diversity of resources, knowledge, and ideas. However, diversity also produces conflict. As more and more organizations restructure to work teams the need for training in conflict resolution will continue to grow.
  • onflict in work teams is not necessarily destructive, however. Conflict can lead to new ideas and approaches to organizational processes, and increased interest in dealing with problems. Conflict, in this sense, can be considered positive, as it facilitates the surfacing of important issues and provides opportunities for people to develop their communication and interpersonal skills. Conflict becomes negative when it is left to escalate to the point where people begin to feel defeated, and a combative climate of distrust and suspicion develops (Bowditch & Buono, 1997). Nelson (1995) cautions that negative conflict can destroy a team quickly, and often arises from poor planning. He offers this list of high potential areas from which negative conflict issues commonly arise:
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  • When negative conflict does occur there are five accepted methods for handling it:
  • Team members can and should attempt to avoid negative conflict from occurring. Being aware of the potential for negative conflict to occur, and taking the necessary steps to ensure good planning will help.
  • If the team lacks good groundwork for what it's doing, its members will not be able to coordinate their work.
  • Often a third party, such as a team leader, is needed to help find the compromise. Compromise involves give and take on both sides, however, and usually ends up with both walking away equally dissatisfied.
  • This approach counts on the techniques of problem-solving and normally leaves everyone with a sense of resolution, because issues are brought to the surface and dealt with.
  • Bargaining:
  • Direct Approach: This may be the best approach of all. It concentrates on the leader confronting the issue head-on. Though conflict is uncomfortable to deal with, it is best to look at issues objectively and to face them as they are.
  • Enforcement of Team Rules: Avoid using this method if possible, it can bring about hard feelings toward the leader and the team. This technique is only used when it is obvious that a member does not want to be a team player and refuses to work with the rest.
  • Retreat: Only use this method when the problem isn't real to begin with. By simply avoiding it or working around it, a leader can often delay long enough for the individual to cool off. When used in the right environment by an experienced leader this technique can help to prevent minor incidents that are the result of someone having a bad day from becoming real problems that should never have occurred.
  • De-emphasis: This is a form of bargaining where the emphasis is on the areas of agreement. When parties realize that there are areas where they are in agreement, they can often begin to move in a new direction.
  • The actual process of airing differences can help to increase the cohesiveness and effectiveness of the team through the increased interest and energy that often accompanies it. This in turn fosters creativity and intensity among team members.
  • The escalating process of Team Resolution is as follows:
  • Collaboration (One-on-one): Handle the new problem person-to-person. Use as many facts as possible and relate the issue to customer, team, or organizational needs.
  • Mediation (One-on-one with Mediator): If collaboration did not work or was inappropriate, handle the problem with a mediator.
  • eam Counseling: The conflict is now a definite issue to the team. Collaboration and/or Mediation could not be done, were not appropriate, or did not work. Handle the conflict at a team meeting; put the problem on the next agenda and invite the necessary individuals
    This is a great resource for resolving conflict while working as a team.
Ruth Regent-Smith

Psychology of Cyberspace - How to Resolve Conflict Online - 0 views

    Great article and ways of dealing with conflict online.
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