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Conflict Management

Transcript: Conflict Types Common Approaches Key Tools Put the resolutions you have created on your worksheet into action. 2. Limited resources — time, money, space, materials, supplies, and equipment are all valuable resources. Competition for any of these resources will inevitably lead to interpersonal and interdepartmental conflict. Conflicting Values Increases In Workload Was it resolved, ignored or inflamed! There is to be multiple jigsaw puzzles for each of the teams. You will take a small percentage of the pieces from each puzzle and mix them in with the other puzzle kits This means to achieve primary objective they will have to communicate with each other and barter the pieces amongst themselves. The conflict and self interest is created by priority number 2 which means each team will want to be first to complete and may ignore the primary objective. If the primary objective if not achieved then the prize will be withdrawn due to the impact of not achieving the primary goal (This is only said afterward) Lack of information, misinformation, different interpretation or differing assessment procedures Although regarded as a virtue, compromise ("you give a little, I'll give a little, and we'll meet each other half-way") has some serious drawbacks, Still, there are times when compromise makes sense Disciplinary Can we have a volunteer? Flight The "fight or flight response" is our body's primitive, automatic, inborn response that prepares the body to "fight" or "flee" from perceived attack, harm or threat to our survival. Each individual's interests, positive intentions and desired outcomes are thoroughly explored in an effort to solve the problems in a maximising way. Participants are expected to modify and develop their original views as work progresses. Team wide Dissapointment Objectives Consider a current conflict of some kind that affects you To define what conflict is and the key sources in the workplace In reality this means... What advice would they give you? Pros When does it become a conflict? When could an intervention be put in place by either side? Vs Induction Module Kock Fight Illustrations by Arturo Aguirre Power or Dominance What would their opinion be of the situation? Power is often used to settle differences. Power may be vested in one's authority or position. Power may take the form of a majority (as in voting) or a persuasive minority. Power strategies result in winners and losers. Objectives Can be a faster resolution Can make sense when resources are limited and a decision needs to be made With this approach, a person attempts to get rid of conflict by denying that it exists. He or she simply refuses to acknowledge it. Common Sources of Conflict Managing Conflict Within The Workplace 2 blocks wide, 10 blocks high with windows and 40 cm in length Reviewing the Exercise Examples if needed Generating tools Give example of approaches to resolve conflict and managing emotions Value Conflicts What advice would they give you? Conflict is never dealt with Issue may grow to become unmanageable How could it have been avoided? For now just write down the key sources of conflict you can identify in each area - no resolutions. Recognition is the key to control Limited physical resources or authority, geographic constraints (distance or proximity), time or organisational changes Change Seat How does it make you feel? Are there any obvious solutions? Respiratory rate increases. Pupils dilate. Awareness intensifies. Sight sharpens. Impulses quicken. Perception of pain diminishes. Immune system mobilizes with increased activation. Become prepared — physically and psychologically — for fight or flight. Scan and search our environment, "looking for the enemy." Pros Core Modules Pros "Losers" do not support a final decision as "winners" do There can be a tendency for future renewal of a previously "settled" conflict You will be separated into teams designated by the trainer Process Module Skill Module Key Agendas: Additional Modules Conflict is never dealt with Issue may grow to become unmanageable Welcome Exercise! Worry Take-away Actions Takeaway Action Value Conflicts This wall must be: Denial or Withdrawal Sources Of Conflict The next time you notice your internal or physical emotional signs take a moment to pause and consider if it is helping or hindering you. Choose your response based on the situation rather than just the emotion. Change Seat Taking perspective Interpersonal Strong negative emotions, differing personalities, misperceptions, stereotypes, poor or miscommunication or repetitive negative behaviors What would their opinion be of the situation? You are now your Mother/Father/Guardian Department wide We all have an emotional response of some kind Interest Conflicts Competition, differing priorities or percieved sacrifices If you are the only one to complete your agenda you will receive a box of chocolates Cons Internal Signs Cons Differing Personalities Fear Round 4:

Conflict Management Presentation

Transcript: Intergroup Conflict Charged • Lack of trust from the community • Family members of the Chief will be talked about and treated differently • Friends of the Chief may feel he should have been given a chance • The community will lose their Chief of Police • Chief gets a bad reputation and will not get hired by another agency No Charge • The Chief could injure or even kill a member of the community by drinking and driving • Community no longer feels obligated to follow rules • Lack of trust from the community • Community outrage • Community members may no longer rely on the Service • Community may feel the Service is no longer doing their job • May come to the impression that the Service is a joke with no enforcement • Police service receives a bad reputation from the community Intragroup Conflict If he can do it why cant I? The Domino Effect Loss of trust between each officer Police organization will be under Intensive supervision The organization's unity may be broken There might a split of opinions amongst the officers Intrapersonal Conflict Is it morally right? Ethical Dilemma Guilt Ethical Conflict Treat everyone equally What would someone else do? Formalism Ethics Utilitarianism Ethics • Potential for Chief to be involved in an accident • Legal & ethical consequences • Police force or community may find out anyway & officer may lose his job • When the Chief sobers up he could have a change of • The officer may believe loyalty to the police force comes before what most would consider “doing the right thing” • Officers judgement and responsibility could be questioned • Officer may not care about what is ethically correct, only focused on his job and moving up Conflicts of not charging You're the Chief of Police. Have a Nice Night Sir.

Conflict and management presentation

Transcript: Open book Z W Your name Your company X e h e 4 S K G 5 Introduction A A campaign for a separate homeland for Malay-Muslims Confined to the three provinces of Pattani, Yala, and Narathiwat Political grievances, political governance, mix of religion, ethnicity and history The Thai government has to establish a more focused political strategy geared at gaining support from the Malay Muslim population Narrative B 2001- 2002 2001-2002 The Thaksin dismissed the violence although an increase in bombmings and shootings 2000 2000 Many Muslims felt that their culture, ethnic and religious identity was under threat from most of Thai Buddhist States. 1960 1960 The separatist movement that fought for a separate homeland for Malay-Muslims had emerged 1948 1948 400 people were slain by police in Narathiwat and the protest was put down 1944- 1947 1994-1947 Thai government attempted to reconcile with Muslims Haji Sulong, a Muslim leader, petitioned the state In November 1947, these and other petitions were nullified. in Nvember 1947, these and other petitions were nullified. 2004 2004 Thaksin admistration adopted a hardline military security response C Parties to conflict The two parties of the conflict are the Patani separatist and Thai central government. Patiani separatist’s goal is to spread from Thailand and demands full independence Thai central Government neglects to fulfill the Patani separatists’ demand and uses excessive use of force D Conflict Management Approach Autonomy Autonomy Higher political or administrative decentralization could be equated to increased autonomy. Citizens or their elected representatives gain more authority in public decision Autonomy would put a stop to the violent confrontation and, in the long run, save lives, time, and money Autonomy would necessitate a constitutional revision Improving the Justice System Improving the Justice System Develop a basic governance concept, reapply the justice system (police, courts, and prisons), and support and secure elections. Integration Integration Integrating Pattani into Thailand Integration reflects the wishes of the majority of Thai government officials Integration would necessitate a larger level of commitment and would cost more in terms of time, lives, and money Conclusion E The two parties of the conflict which are Patani separatist and Thai central government Some of the approaches that have been identified were autonomy models, justice system enhancement and integration.

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