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CONFLICT RESOLUTION

COM10003 Ass2A - LG39/Group 3
by

Erica Pitt

on 22 May 2016

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Transcript of CONFLICT RESOLUTION

C O N F L I C T RESOLUTION
Assessment 2A:
Brought to you by Sylvia, Erica,
Cindy, Reece & Wendy.

Different sets of values result in incompatible opinions. This result is called conflict. Conflict isn't always bad. It depends on how it is managed (Evans, 2013).
.......
WHO?
Each of us possesses our own ideas, opinions and values. Hence we often find ourselves in conflict in a range of
different scenarios.
Consequently, conflict influences our actions in one way or another. Conflict can be problematic but it can also be an opportunity for growth.
(Evans, 2013)

Family
Partners
Employers
Friends
Children
Conflict is inevitable. According to Lilley, 2013, People generally deal with conflict in the
following ways:
Avoid - this involves pretending it doesn’t exist.
Put up with it - generally resulting in letting someone get their own way.
Collaborate & Compromise - they’ll look for a win-win or mutually agreed solution.
Carry on fighting - when one, both or all sides are not prepared to give in.

Social Conflict (Society)
Workplace
Conflict:

Neighbours
Self
WHAT?
Who?
WHO?
Work mates
Mediation is a structured negotiation process in which a mediator assists the parties to negotiate an agreement
to resolve their conflict out of court.
(Federal Court of Australia, 2015)

If the conflict becomes a legal matter it may be dealt with in a court. In Australia each state and territory has their own laws and court systems, and matters are dealt with depending on the nature of the dispute.
(Australian Government, n.d.)
RESOLVE:
Conflict and the Culture of Avoidance in the Workplace (2016) <https://youtu.be/XCm0wB30y2Q>

Divorce (n.d.) <https://pixabay.com/en/divorce-separation-relationship-908743/>
Conflict (2016) <https://youtu.be/XCm0wB30y2Q>

Puzzle (n.d.) <https://pixabay.com/en/puzzle-cooperation-together-1020403/>
HOW?
AVOID:
HOW?
AVOID:
RESOLVE:
WHAT?
HOW?
AVOID:
RESOLVE:
WHAT?
WHO?
HOW?
AVOID:
RESOLVE:
Students & their
peers
Parents & educators
Students & educators
Educators & their
peers
Educators & their
superiors
Conflict is unavoidable; however it can be reduced by creating safe and inclusive learning environments which promote respect, compassion, cooperation, equality, trust and a sense of belonging.
It can also be minimized by institutes adopting an ethos that encourages emotional and social development, accountability, open
communication channels and cultural
diversity.
(Bullying. No Way!, 2013)

Arguing (n.d.) <https://pixabay.com/en/arguing-female-male-man-shouting-1296392/>

Everard, Morris & Wilson, (2004) suggest the
best way to resolve conflict is by adopting an attitude
focused on communicating, compromising and
problem solving.

Resolution techniques can include: meetings, mediation, intervention and coaching, (Victorian
State Government, 2015).

Professional support for education staff includes:
Conflict Resolution Support Service
Employee Assistance Program

Conflict in Education:
Conflict in education can occur as a result of people’s differing opinions, desires, beliefs, needs and values. Personality clashes, misunderstandings, a desire for power and self esteem issues can also be contributing
factors (Victorian Association for
Dispute Resolution Inc, 2001).
Conflict in education
can include
disagreements, discrimination, bullying, physical and verbal aggression, mutual
conflict and social
rejection. It can occur
both in person or
through text messages
and online communications
known as cyberbullying (Department of
Education
& Training, 2006).
WHAT?
Interpersonal
Conflict:

Conflict management (n.d.) <https://pixabay.com/en/conflict-management-training-1181582/>
People manage personal conflict through communication. People with excellent communication skills tend to obtain their desired goal whilst meeting
the other person’s objectives.
(Canary & Lakey, 2012)
Conflict in the workplace is a major concern for any business. It can disrupt productivity and cause higher rates of employee absences.

Workplace conflict can be the result of:
The job-related opinions, decisions or actions of two or more people who are in opposition
A personality clash, where those involved are unable to get along.

(Better Health Channel, 2012)
Between Coworkers
(Better Health Channel, 2012)
There are many causes of workplace conflict, including:
(Queensland Government, 2015)
An effective way to avoid conflict in the workplace is to provide dispute resolution training to all employees. This teaches negotiating, group management, harassment prevention and managing difficult behaviours, and allows employees to deal with issues before they become a problem.
(Queensland Government, 2015)
If unable to be resolved by the parties involved, the conflict should be brought up through the management hierarchy or the HR Department, and mediation may be necessary.

If resolution cannot be reached, alternative dispute resolution services and workplace relations tribunal can be considered.

If you just need someone to talk to, consider:
Your employer or HR manager
A psychologist
Relationships Australia
Advisory hotlines such as Job Watch or Workcover

(Better Health Channel, 2012)
(Queensland Government, 2015)
International
Conflict:

WHAT?
WHO?
HOW?
RESOLVE:
AVOID:
Argument (n.d.) <https://pixabay.com/en/arguing-female-male-man-shouting-1296392/>

Stickman (n.d.) <https://pixabay.com/en/sad-crying-stickman-stick-figure-151795/>
Call centre (n.d.) <https://pixabay.com/en/call-center-phone-service-help-1026463/>

Graduation (n.d.), https://pixabay.com/en/graduation-silhouette-boy-cap-1345123/>

Conclusion:
Conflict is inevitable. Differing personalities,
values and opinions, along with discrimination, ill intentions
and misunderstanding can all result in conflict. Opening
communication channels and adopting a solution
focused approach which is open to compromise ensures
the best possible outcome when conflict arises.
Professional dispute resolution services can be accessed
to assist in resolving conflict and offering professional support.
Conflict affects many facets of life including relationships,
work, school and society. Fostering environments
emphasising communication, trust, respect and equality
greatly assists in reducing conflict.
Whilst conflict can be difficult, it can
also be a positive experience as it provides
opportunities for potential
growth and development.


Religions
suburbs
Colleagues
Friends
Social conflict is relevant to and will
affect every person and group;
Family
Society is composed of different groups that
compete for resources. While societies may portray a sense of cooperation, power struggle exists between social groups who pursue their own interest. (Boundless, 2015)

Conflict can be based on any number of factors like;


Disagreements are inevitable. They can lead to social unrest, violence or death.

However, conflict can be desirable. Societies can advance from of a wide range of backgrounds, values, beliefs and knowledge. Every group benefits from a wide range of opinion, information and advice as it negotiates.
(Mitchell, 2005)

According to Mitchell (2005), social conflict resolution can be brought about by the
following methods;

Changing leaders
Changing leaders’ and followers’ minds
Changing strategies, policies and behaviour
Changing parties’ environments




Employee vs. Boss
Business vs. Business
Competition
Race
Religion
Culture
Ideology

Balance (n.d.) <https://pixabay.com/en/scales-balance-symbol-justice-36417/>
Authorities
Organisations

Social conflict is the struggle for
agency or power within a society.
It occurs when two or more people
oppose one another in
social interactions or settings.
(Boundless, 2015)
Neighbourhoods
Political parties
Introduction:
Conflict is a meaningful experience in people’s
lives in which people perceive a threat to their
well-being. Participants tend to respond on the
basis of their perceptions of the situation, rather than an
objective view of it. As such, people filter their reactions
through their values, culture, beliefs and other variables. Conflict responses are filled with ideas and
feelings that can be powerful guides to possible
solutions. In order to best understand the perceived threat by
those engaged in a conflict, we need to
consider the dimensions
(Office of Human Resource Development, n.d.)

This presentation will view conflict in
interpersonal, workplace, educational
social and international contexts.


Company (n.d.) <https://pixabay.com/en/company-personal-silhouettes-975969/>
Thanks
for watching!
World Handshake (2016) <https://pixabay.com/en/cooperation-friendship-hands-1301790/>
International conflict is similar to social conflict differentiated only by the size or scale of the conflict and the parties involved (Butler, 2009).
UN Logo (2016) <https://pixabay.com/en/united-nations-logo-organization-40418/>
Citizens
Immigrants
Migrants
Refugees
Environment
Countries
Towns
Cities
Heart Tree (2016) <https://pixabay.com/en/tree-environment-save-heart-love-42476/>
DID YOU KNOW… The environment is an overlooked victim of war? November 6 - “International Day for Preventing the Exploitation of the Environment.
(United Nations, 2016)
International conflict arises when one party does not accept or respect the values and beliefs of another. In a manner of righteousness they then try to instill their values and beliefs on the other party in an effort to have them submit to their ways.
There are four broadly categorized approaches used by third parties, they are:
Threat
Deterrence (may include force)






Adjudicatory (legal and tactical approaches)
Accommodationist (mediation and negotiation)
The Australian Government’s Attorney General’s Department provides mutual intergovernmental assistance and support with issues such as:

Extraditions
International Law and Legal Assistance
Human Trafficking and People Smuggling
International prisoner exchange
International child abductions
International child adoptions




(Australian Government, 2015)

PeaceStamp (2008) <https://www.flickr.com/photos/drphotomoto/2352635015/in/photostream/>
Coercion (2016) < https://pixabay.com/en/frog-fear-hammer-fig-funny-fun-1280290/>
Barbed Deterrent (2016) <https://pixabay.com/en/barb-wire-black-border-line-fence-30178/>
Every approach has its own set of
consequences (Butler, 2009).
Personality styles
Harassment / Discrimination
Misunderstanding
Poor communication
Organisational issues
Corrupt intentions
Conflict (n.d.) <https://pixabay.com/en/breakup-divorce-separation-908714/>
Business (n.d.) <https://pixabay.com/en/meeting-talk-entertainment-together-1002800/>
Meeting (n.d.) <https://pixabay.com/en/meeting-relationship-business-1019744/>


Between:
Cooperation
[Image]. (2016). Retrieved from https://pixabay.com/en/cooperation-friendship-hands-1301790

Department of Education and Training. (2006).
Safe Schools are effective schools.
Retrieved April 20, 2016 from
https://www.eduweb.vic.gov.au/edulibrary/public/stuman/wellbeing/safeschoolsstrategy.pdf

Divorce
[Image]. (n.d.). Retrieved from https://pixabay.com/en/divorce-separation-relationship-908743/

Evans, B. (2013, August 16).
Types of conflict
. [Weblog post]. Retrieved from http://www.typesofconflict.org

Federal Court of Australia. (2015).
Mediation
. Retrieved April 22, 2016, from http://www.fedcourt.gov.au/case-management-services/ADR/mediation

Graduation
[Image]. (n.d.). Retrieved May 1, 2016 from
https://pixabay.com/en/graduation-silhouette-boy-cap-1345123/

Harvey, G. & Martyn, C. (n.d.).
Feelin' good
. Leeds: Purple Planet Music. Retrieved May 3, 2016, from
http://www.purple-planet.com/upbeat/458397125

Heart Tree
[Image]. (2016). Retrieved from https://pixabay.com/en/tree-environment-save-heart-love-42476

Lilley, R. (2013).
Dealing with Difficult People
(2nd ed.). London, England: Kagan Page

Meeting
[Image]. (n.d.). Retrieved from https://pixabay.com/en/meeting-relationship-business-1019744/

Mitchell, C. (2005).
Research Centre for Constructive Conflict Management, Social Change and Conflict Resolution, an enquiry
. Retrieved on May 13, 2016, from http://www.berghof-foundation.org/fileadmin/redaktion/Publications/Handbook/Dialogue_Chapters/dialogue5_mitchell_lead-1.pdf





References
APA Style
Arguing
[Image]. (n.d.). Retrieved May 1, 2016 from
https://pixabay.com/en/argument-conflict-discussion-fight-1299108/

Argument
[Image]. (n.d.). Retrieved May 1, 2016 from https://pixabay.com/en/arguing-female-male-man-shouting-1296392/

Australian Government. (2015).
International Relations.
Retrieved from https://www.ag.gov.au/Internationalrelations/Pages/default.aspx

Australian Government. (n.d.).
Courts and Tribunals
. Retrieved April 23, 2016, from http://www.australia.gov.au/information-and-services/public-safety-and-law/courts-and-tribunals

Balance
[Image]. (n.d.). Retrieved from https://pixabay.com/en/scales-balance-symbol-justice-36417/

Barbed Deterrent
[Image]. (2016). Retrieved from https://pixabay.com/en/barb-wire-black-border-line-fence-30178

Better Health Channel. (2012).
Workplace conflict
. Retrieved April 22, 2016, from https://www.betterhealth.vic.gov.au/health/healthyliving/workplace-conflict





Boundless. (2015).
Boundless Sociology.
Retrieved from https://www.boundless.com/sociology/textbooks/boundless-sociology-textbook/social-interaction-5/types-of-social-interaction-51/conflict-320-7848/

Bullying. No Way! (2013).
Fast facts: bullying in schools.
Retrieved April 20, 2016 from
http://www.bullyingnoway.gov.au/resources/pdf/fast-fact-bullying-in-schools.pdf

Business
[Image]. (n.d.). Retrieved from https://pixabay.com/en/meeting-talk-entertainment-together-1002800/

Butler, M. J. (2009).
International Conflict Management
. New York: Hoboken: Taylor & Francis.

Call centre
. [Image]. (n.d.). Retrieved May 1, 2016 from
https://pixabay.com/en/call-center-phone-service-help-1026463/

Canary, D. J., & Lakey, S. (2012).
Strategic conflict
. New York, NY: Routledge

Coercion
[Image]. (2016). Retrieved from https://pixabay.com/en/frog-fear-hammer-fig-funny-fun-1280290

Company
[Image]. (n.d.). Retrieved from https://pixabay.com/en/company-personal-silhouettes-975969/

Conflict
[Image]. (n.d.). Retrieved from https://pixabay.com/en/breakup-divorce-separation-908714/

Conflict and the Culture of Avoidance in the Workplace
[Image]. (2013). Retrieved April 22, 2016, from https ://youtu.be/XCm0wB30y2Q

Conflict management
[Image]. (n.d.). Retrieved from https://pixabay.com/en/conflict-management-training-1181572/

Conflict management
[Image]. (n.d.). Retrieved from https://pixabay.com/en/conflict-management-training-1181582/

Office of Human Resource Development. (n.d.).
About conflict
. Retrieved on May 2, 2016, from https://www.ohrd.wisc.edu/onlinetraining/resolution/aboutwhatisit.htm

Peace Stamp
[Image]. (2016). Retrieved from https://www.flickr.com/photos/drphotomoto/2352635015/in/photostream

Puzzle
[Image]. (n.d.). Retrieved from https://pixabay.com/en/puzzle-cooperation-together-1020403/

Queensland Government. (2015).
Managing conflict in the workplace
. Retrieved April 22, 2016, from https://www.business.qld.gov.au/business/employing/managing-staff/managing-conflict-workplace

Stickman
[Image]. (n.d.). Retrieved May 1, 2016 from
https://pixabay.com/en/sad-crying-stickman-stick-figure-151795/

UN Logo
[Image]. (2016). Retrieved from https://pixabay.com/en/united-nations-logo-organization-40418

United Nations. (2016).
International Day for Preventing the Exploitation of the Environment in War and Armed Conflict.
Retrieved from http://www.un.org/en/events/environmentconflictday

Victorian Association for Dispute Resolution Incorporated. (2001).
Conflict resolution in schools.
Retrieved April 20, 2016, from
http://www.vadr.asn.au/mediation_in_schools.pdf

Victorian State Government. (2016).
Employee safety and support services.
Retrieved April 20, 2016, from http://www.education.vic.gov.au/school/principals/management/Pages/employeeservices.aspx

Working together
[Image]. (n.d.). Retrieved from https://www.flickr.com/photos/lumaxart/2137737248/

Working together teamwork concept
[Image]. (n.d.). Retrieved from https://commons.wikimedia.org/wiki/File:Working_Together_Teamwork_Puzzle_Concept.jpg

Full transcript