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Conflict Resolution December 8 -10, 2015 AMAS Strategic Development Group (Bowie State University)
Conflict
ResolutionDecember 8 -10, 2015
AMAS Strategic
Development Group(Bowie State University)
Terminal Objective:
Given a 3-hour learning experience on Conflict
Resolution, participants:
Will learn the Elements of Conflict
Will learn the Structure of Conflict Resolution
Will learn the Cost of ConflictWill learn how to Resolve Conflict
Will learn what Mediation Is
Will learn the Mediator Does
Will learn the Types of Mediation
Will participate in Mock Mediation Scenarios
By the end of this session, each participant will be able to fully
engage in all components with limited assistance in accordance
with information, scenarios, and activities provided. Level of
acceptable performance to be determined by the facilitator.
Cognitive Objective:Given a 3-hour learning experience on Conflict
Resolution, participants will define what conflict
resolution is and what it is not with limited
assistance in accordance with information
provided during the session. The level of
acceptance will be determined by the facilitator.
Psychomotor Objective:Given a 3-hour learning experience on Conflict
Resolution, participants will be able to perform in a
mock mediation session with limited assistance in
accordance with information provided during the
session. The level of acceptance will be
determined by the facilitator.
Is This Conflict?
I AM Conflict!!!
Elements of
Workplace Conflict
Interdependence
Blame
Anger
Causes a business
problem
Warning!
Don’t confuse conflict
with indecision,
disagreement, stress or
other common
experiences that may
cause or be caused
by conflict!
The Cost of Conflict…
Cost of Conflict…
Lost Employees!
Money down the drain!
Lowered job motivation!
Sabotage, theft, damage!
What is Mediation?
A negotiation facilitated by
a neutral party; disputing
parties work with a neutral
third party, the mediator, to
resolve their disputes.
Mediation…
Approaches:
Directive asking direct and clear
questions
Nondirective Creating a safe
environment for parties to
freely express themselves
Goals:
Aim to Resolve
Gain Perspective
Types of Mediation… Managerial Mediation
A business meeting to solve a business problem, specifically a
business problem caused by the behavior of employees in
conflict.
Self-Mediation
Individuals who are personally involved in conflict with another
person with whom they have an ongoing, interdependent
relationship.
Team Mediation
Team leaders for resolving disputes among members that
involves the leader acting as a low-power, neutral third party.
Preventative Mediation
Participants must face the issue head on
Rules of Engagement…
Disputants:
About the Disputants
About the issue to be resolved
Body Language
No Walk-Aways
No Power Plays
No Coercion
Keep at it until resolved
Mediator:
Do not diagnose
Don’t give advice or suggestions
Don’t probe with ‘Why’ questions
Don’t give your opinions
Don’t take “cool off” breaks
Follow-Up
Preparing for Mediation…
Getting Started…
Find a time to talk
The Approach
Issue Statement
The Request
The Sale
Cardinal Rules
Time and Place
Plan the context
Talk it out
Make the deal
Let’s Practice…
Closing & Evaluation…
References…
“Conflict Resolution” by Daniel Dana
“Mediation in the Workplace” by Rebecca Jane Weinstein
“The Big Book of Conflict Resolution Games” by Mary Scannell (http://www.institutik.cz/wp-content/uploads/2010/10/The-big-book-of-conflict-resolution-games.pdf)
YouTube.com
Google Images
