Conflict Management

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Conflict Management. Dr. Ghaiath M. Abas , MBBS FMOH-DGHPD. Conflict. “You have to transform the conflict, not let it explode into violence nor suppress it”. "Gandhi: “Give the conflict back to the people - they are the best ones to solve it” Niels Christie:. In this presentation. - PowerPoint PPT Presentation

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  • Conflict ManagementDr. Ghaiath M. Abas, MBBSFMOH-DGHPD

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Conflict You have to transform the conflict, not let it explode into violence nor suppress it. "Gandhi: Give the conflict back to the people - they are the best ones to solve it Niels Christie:

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • In this presentationConflict philosophydefinition of conflictThe differences between "competition" and "conflict" Common causes of conflict How to identify signs and stages of conflictHow to manage and resolve conflict situationsConflict prevention

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Conflict philosophy:Conflicts exist always, and everywhere Conflicts are a socially constructed reality The destructive element of a conflict is not inevitable

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Whats Conflict?Conflicts are disagreements between two (or more) individuals that create tension in one or more individuals

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • "competition" or "conflict?"Competition" usually brings out the best in people, as they strive to be top in their field, whether in sport, community affairs, politics or work. When competition becomes unfriendly or bitter, though, conflict can begin - and this can bring out the worst in people

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Common causes of conflict scarcity of resources (finance, equipment, facilities, etc) different attitudes, values or perceptions disagreements about needs, goals, priorities and interests poor communication poor or inadequate organisational structure lack of teamwork lack of clarity in roles and responsibilities

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Conflicts come in three main types: intrapersonal InterpersonalIinter-groupEach of the three conflict types builds upon one another to create the final problem

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Conflict between individual

    People have differing styles of communication, ambitions, political or religious views and different cultural backgrounds

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Conflict between groups of people Whenever people form groups, they tend to emphasise the things that make their group "better than" or "different from" other groups

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Conflict within a group of people

    Even within one organisation or team, conflict can arise from the individual differences or ambitions mentioned earlier; or from rivalry between sub-groups or factions.

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Team development stagesFormingStormingNormingPerformingClosing

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Factors influencing team building/effectiveness

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • "Disputes of right" and "disputes of interest"disputes of right", where people or groups are entitled by law, by contract, by previous agreement or by established practice to certain rights. A dispute of rights is, therefore, usually settled by legal decision or arbitration and not by negotiation

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • "Disputes of right" and "disputes of interestcont."disputes of interest", where the conflict may be a matter of opinion, such as where a person or group is entitled to some resources or privileges (such as access to property, better working conditions, etc). Because there is no established law or right, a dispute of interest will usually be solved through collective bargaining or negotiation

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Signs of conflict between individualscolleagues not speaking to each other or ignoring each other contradicting and bad-mouthing one another deliberately undermining or not co-operating with each other, to the downfall of the team

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Signs of conflict between groups of people cliques or factions meeting to discuss issues separately, when they affect the whole organisation one group being left out of organising an event which should include everybody groups using threatening slogans or symbols to show that their group is right and the others are wrong

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • The four steps to conflict resolution

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • How to manage and resolve conflict situations?Collective bargaining:it is necessary to have agreed mechanisms to collectively discuss and resolve issues that this is far better than avoidance or withdrawal, and puts democratic processes in place to achieve "integrative problem solving"

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • How to manage and resolve conflict situationscont.Conciliation "the act of procuring good will or inducing a friendly feeling" This is usually attempted before the more serious step of a strike by workers or a lock-out by management is taken

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • GROUND RULES FOR EFFECTIVE CONFLICT RESOLUTIONKeep interactions respectful, even when feeling frustrated or hurt. Maintain emotional control, even when feeling angry. Keep interactions on "hot topics" within a structured process. Using formalized process, e.g. a planned negotiation, or mediationShow a willingness to understand. If others feel understood and acknowledged, they are more likely to collaborate

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • GROUND RULES FOR EFFECTIVE CONFLICT RESOLUTIONCommunicate honestly and openly. Be as objective as possible. Avoid speculation, rumors, and assumptions. Express concerns in a constructive manner. Focus on future solutions rather than past blame. Look for solutions that meet everyone's needs; find common ground or shared interests.

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Conflict preventionAvoid confrontation sometimesForce your opinion sometimes in order to move forwardBend off sometimesCompromiseAssess level of satisfaction in the group with a decisionPut your self in others placeBe including as for other peoples input

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Conflict preventioncont.Listen activelyLet people finish talking dont interruptBe respectful to other people and other opinionsBe aware of your body language what are you signallingDemonstrate good willHave a positive attitudeBe flexible Give constructive critic / feedback

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • Ways to hurt people:Refuse to listenRefuse to realise that the other has more information to base her opinion on than youRude or aggressive behaviour leading to a fight or flight situationIntentional attempts to hurt, blame, threaten, mock or otherwise offend

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • References & Suggested ReadingsPresentation on Conflict Management. CBS by Dr. Maysoon Altigani.http://www.crnhq.org/http://www.ohrd.wisc.edu/onlinetraining/resolution/index.asphttp://www.conflictresolution.com/

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

  • THANKS FOR YOUR TIME AND ATTENTIONAny Questions Please!

    Conflict Management, July 2006 Dr. Ghaiath M. Abas, FMOH/DGHPD

    Conflict Management. Dr. Ghaiath M. Abas