Monday, February 23, 2009

Conflict and Managing Conflict

The Foundation Coalition offered several options to deal with conflict. They suggest ways that teachers can have students learn to deal with conflict they face in their daily lives. I translated this in to practices that can be used by mangers in an organizational learning setting. Learning to compete, avoid, accommodate, compromise and collaborate with others on issues is a valuable skill. Knowing what strategy to use in each case allows the individaul to be assertive or cooperative. The issue sometimes dictates the strategy an individual will use. Asking some other questions about relationships, importance, energy, and potential consequences (no action or ramificiations) also shapes the skill to be used. Once the teacher is sure the students knows how these strategies work, students can create conflict management plans, collaborate and communicate with others, and learn to reach consensus on issues. Everyone giving a little usually ensures buy in from individuals.

Conflict occurs when an individual or a group are not getting what they need or want (as in their own self-interest). The author discusses the early signs of conflict, some indicators, types (constructive or destructive), and techniques for avoiding and resolving Board - Superintendent conflict. The discussion on elements of a strong Board - Superintendent partnership are stated. Quite often conflict can be reached by consensus and there are 6 ways given as guidelines to reach that goal. I wish I would have knwn this in my first superintendency. It sure would have avoided several issues with the school board. It is hard to build the concept of teamwhen there are five other people and you. Unless the Board and Superintendent can minimize conflict their relationship is doomed to failure.

Conflict may provide challenges or opportunities to improve an organization. Several points were made about how contention can threaten one's self-image. There is a tendency to fight it out or flee the scene. Yielding or avoiding conflict does not solve anything. Effective dialogue reduces stress. We should seek to understand others then attempt to be understood. Listen then speak. By focusing on a person's needs instead of a person's position, we can get a clearer picture of what the real issue is. Learn to disagree amicably. Sometimes a mediator or an arbitrator is needed to settle the conflict. Learning to be a good listener is the key to repairing conflicting points of view. There should not be winners and losers when settling a conflict.

31 comments:

CyrilGregor091 said...

first catch your hare, then cook him. ....................................................

舞台 said...

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你要保守你的心,勝過保守一切,因為一生的果效是由心發出........................................

文佩齊華 said...

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冠宏 said...

喜歡你的部落格,留言請您繼續加油.................................................................

佳燕 said...

知識可以傳授,智慧卻不行。每個人必須成為他自己。......................................................................

志穎志穎 said...

Quality is better than quantity.....................................................................

戴昀德 said...

成功多屬於那些很快做出決定,卻又不輕易變更的人。而失敗也經常屬於那些很難做出決定,卻又經常變更的人.................................................................

張怡 said...

安一估~你也安一估哦~............................................................

佳皓佳皓 said...

呵。。。。好可愛~~..................................................................

吳婷婷 said...

Riches serve a wise man but command a fool.............................................................

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馨惠婷裕 said...

世間事沒有一樣沒有困難,只要有信心去做,至少可以做出一些成績。..................................................

建邱勳 said...

Man is not made for defeat. A mean can be destroyed but not defeated...................................................................

信陳定 said...

來囉~先問聲安..................................................................

靜錢錢錢怡錢錢錢錢 said...

文章雖然普通,但意義卻很大~~^^~~ ..................................................

佳張張張張燕張張張張張 said...

要在憂患恥辱的環境裡,創造我們自力更生的新生活。..................................................