Dealing with conflict in the work place negap presentation

Dealing with conflict in the work place negap presentation

• 1.
  Dealing With Conflictin the Work Place
• 2.
  Conflict as definedby Dictionary.com verb (used without object)  1.to come into collision or disagreement; be contradictor y, at variance, Noun  3.a fight, battle, or struggle, especially a prolonged strug gle; strife.  Synonyms-collide, oppose. encounter, siege. See fight. contentio n, opposition.  Antonyms - accord.
• 3.
  Five Styles ofConflict Management If you are focused on your personal goals you’ll likely: Compete Collaborate Compromise If you are focused on other’s goals you’ll likely: Compromise Cave In Chicken Out
• 4.
  How do youfeel about Conflict? A few questions to consider: Is conflict a bad thing? Do you like conflict? Do you like resolving conflict? Does every dispute have a resolution? What kinds don’t? What does it mean to win in a conflict? Do you always have to win? When will you allow yourself to lose?
• 5.
  How do youfeel about Conflict? Do you view concession as a sign of weakness? Why?  Is it fair to appeal to facts/logic/guilt/emotions/consequences? When? Do you usually resolve a dispute by talking or listening?  Are you sensitive to “face loss”, are you able to say “I was wrong”? Do you hold stereotypes or prejudices? What ones, for example?  What culture do you belong to? What are three values of that culture?
• 6.
  Seeing a ConflictClearly Look at the origins Look at the sources Look at the type of conflict Look at beliefs about resolution Look at the stance
• 7.
  Methods of ResolvingWork Conflict You might start with the university Faculty/Staff Assistance Office or University Ombudsman Defer to a supervisor (either yours, theirs, or both) Address the issue(s) one on one directly with the person you see the conflict with.  Mediation Peer Mediation  (Other CR Methods not typical in smaller work place conflicts: negotiation, arbitration, court, restorative justice).
• 8.
  Whatever approach istaken, remember to…  Give each person a chance to speak UNINTERUPTED  Clarify the real issues and each parties real interests.  Always be building toward an agreement by deferring to the real issues heard and expressed and hopefully understood.  LISTEN TO EACHOTHER without going on the defense. Remember the Power of an apology.
• 9.
  My Conflict andHow I Resolved It  What happened?  Initial approach  avoidance Next Steps  Spoke to her supervisor  Spoke to her (but wasn’t explicit in my concerns (chickened out somewhat)  Spoke to my supervisor  Final steps toward a resolution  Went to lunch with her and addressed my concerns head on in a non-accusatory way
• 10.
  How about you?