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LEADERSHIP & MANAGEMENT PRACTICES Conflict Management

CE-ELM Day 7 session 1. LEADERSHIP & MANAGEMENT PRACTICES Conflict Management. What is conflict? What is difficult behavior? What is a difficult person? What is conflict management? What is conflict resolution ?. Activity 1.

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LEADERSHIP & MANAGEMENT PRACTICES Conflict Management

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  1. CE-ELM Day 7 session 1 LEADERSHIP & MANAGEMENT PRACTICESConflict Management

  2. What is conflict? • What is difficult behavior? • What is a difficult person? • What is conflict management? • What is conflict resolution? Activity 1

  3. Conflict is a natural part of life. Dealing with it in an effective and meaningful way is the main difference between a healthy relationship and an unhealthy one Facts about conflict

  4. Differences of opinion • Disagreements:- on how to handle issues; financial • Arguments and fights • Complaints about performance or direction • Criticism of behaviors or attitudes • A test or challenge to power or position • A threat out of our control • Communication breakdown • Time management/ pressure issues • Taking action contrary to the directives or mission Some typical types of conflict

  5. Argument • Active aggression e.g. exchange of memos/letters • Fights and uncooperativeness • Cold looks, tensions & unreturned greetings • Excessive politeness • Working grudgingly • Clock-watching • Low morale i.e. poor spirits • Deterioration on performance SOME INDICATORS OF CONFLICT

  6. Conflict management refers to the long-term management of intractable (difficult to solve) conflicts. May go thru’: • Stages • Awareness • Self-preparation • Conflict management • negotiation Conflict management

  7. Explore the cause Get the best assessment of the issue Develop alternative solutions to issue Agree on a solution Implement the solution Evaluate the solution Use third party if necessary (mediation) Steps for resolving conflicts

  8. Activity 3 (3groups)using the above steps find the best approach to dealing withthe case of HT Ramtu

  9. Conflict resolution is a positive process whereby individuals resolve issues in an informal or formal atmosphere, or where issues are resolved as part of the ongoing interactions between individuals. The purpose of conflict management is to • arrive at a resolution • get to the heart of a problem Conflict resolution

  10. Collaborating = win/win (dove) Compromising = win some/lose some (lion) Accommodating = lose/win (rabbit) Competing /controlling/confronting= win/lose (shark) Avoiding = no winners/no losers (turtle) Five conflict response strategies

  11. Collaborating win/ win approach When there is a high level of trust When you don't want to have full responsibility When you want others to also have "ownership" of solutions Approaches to conflict resolution

  12. The process takes lots of time and energy Some may take advantage of other people's trust and openness Drawbacks to collaborating win/ win approach:

  13. When people of equal status are equally committed to goals When time can be saved by reaching intermediate settlements on individual parts of complex issues When goals are moderately important Compromising: You bend, I bend approach

  14. Important values and long-term objectives can be derailed in the process May not work if initial demands are too great Can spawn cynicism, especially if there's no commitment to honor the compromise solutions Drawbacks to using Compromising: You bend, I bend approach

  15. When an issue is not as important to you as it is to the other person When you realize you are wrong When you are willing to let others learn by mistake When you know you cannot win Accommodating I lose, you win approach

  16. When it is not the right time and you would prefer to simply build credit for the future When harmony is extremely important When what the parties have in common is a good deal more important than their differences Accommodating Cont…

  17. One's own ideas don't get attention Credibility and influence can be lost Drawbacks to using accommodating I lose, you win approach

  18. When to use: When you know you are right When time is short and a quick decision is needed When a strong personality is trying to steamroller you and you don't want to be taken advantage of When you need to stand up for your rights Competing: I win, you lose approach

  19. Can escalate conflict Losers may retaliate Drawbacks to Competing: I win, you lose approach

  20. When to use: When the conflict is small and relationships are at stake When you're counting to ten to cool off When more important issues are pressing and you feel you don't have time to deal with this particular one Avoiding: No winners, no losers approach (turtle)

  21. When you have no power and you see no chance of getting your concerns met When you are too emotionally involved and others around you can solve the conflict more successfully When more information is needed Cont…

  22. Important decisions may be made by default Postponing may make matters worse Drawbacks Avoiding: No winners, no losers approach

  23. In the “away groups”, discuss how the five animals resolve and manage conflicts. Make an analysis of how these strategies can be used to managing conflicts in your schools. Share the analysis with your “home” group. Jigsaw

  24. Conflict Management by animals

  25. “Conflict can be seen as a gift of energy, in which neither side loses and a new dance is created.” Thomas Crum

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