integrated conflict management
DESCRIPTION
Identifying and addressing conflict and bullying in the workplaceTRANSCRIPT
Integrated Conflict Management
Evolving theory & practice
Stages in social reforms
Pro-activeHelping things go right
Preventative Stopping things from going wrong
Reactive Responding when things go wrong
(Participatory) action research
Modes of deciding & acting
Rationales for reform
We need:
rules to protect workplace rights, &
an adjudicator to determine whether rules have been broken
Original focus of “conflict handling”
Original focus of “conflict handling”
Integrated conflict management
Focuses on causes of conflict within the organisation
Encourages employees & managers to voice concerns & constructive dissent early
Integrates collaborative problem-solving into organisational culture
[ICMS Report]
Change of metaphor
Human communities / organisations are complex systems
Neither the component parts nor relations between component parts are simple.
Change of metaphor
Effective managers in modern organisations are steering guiding aligning adjusting influencingmore than they are constructing, controlling...
Key communication processes
Coaching Description to / reflection for an individual
Conversation & negotiation Reaching shared understanding & optimal action
Mediation 3rd party assisting understanding & action
Facilitation 3rd party assisting a group achieve a collective goal
Diagnosing the situation
Dispute?
Two or more parties disagree on the facts
Disputants may find areas of agreement
&/or
agree to disagree
Conflict? A situation that
generates strongly negative feelings arising from a clash of opposites:within a personbetween peoplebetween groups
Symptoms of conflict
Judging …who you are
Characterising …what you do
Attributing …motives to explain why you do it
Dictating …solutions to
perceived problems
Fundamental attribution error
In explaining why people behave the way they do, we tend to place: too much emphasis on a person’s disposition; too little emphasis on their
situation.
Sources of difficulty at work
WANT TO(Motivation)
ABLE TO(Capacity)
Self
Positive& negative
emotionI do/don’t want to do
the job
Skills, strengths & weaknessesI do/don’t have the
skill(s) to do the job
Sources of difficulty at work
WANT TO(Motivation)
ABLE TO(Capacity)
Other
Praise & pressure
Others say things that
support/undermine
me
Help &hurdles
Others do things that
help/hinder me
Sources of difficulty at work
WANT TO(Motivation)
ABLE TO(Capacity)
Things
Carrots & sticks
Systems of reward
encourage/discourage
me
Bridges &Barriers
Procedures &
equipment make my
job easier/hard
er
Choosing processes
Clearly disputed accusation Formal fact-finding + adjudication
DisputeBetween two parties
Mediation(i.e. Assisted Negotiation)
DisputesBetween several parties
Facilitation(e.g. strategic planning)
Specific conflict with no dispute or many disputes
Facilitation:Workplace Conference
General challenges of managing workplace disputes and conflict
Conflict Coaching
General conflictin a large organisation
Managed change:Facilitation + training
Original focus of “conflict handling”
Revised focus of “conflict handling”
Revised focus of “conflict handling”
Revised focus of “conflict handling”
Relationships Resolution
Conferencing
Problem Process
Conflict in a group:no dispute
many
disputes?
Conferencingtransform conflict into cooperation! what happened? how have people
been affected? how to improve the
situation?
Conference structure
Convenor
As we begin…
contempt, anger and fear
directed at individuals
because of what they’ve done in the past
Contempt, anger, fear
As we progress…
disgust, distress and surprise
over present revelations
about past actions
Disgust, distress, surprise
As we progress further…shameexperienced as individual deflation & expressed as collective vulnerability
while the community reflects on what has happened to them
Moore 2003
Shame
Transformation…
interest and enjoyment
experienced by the community
about a possible brighter future
Interest, enjoyment
contempt stay away anger attack fear get away
surprise stop, look, listendisgust get rid of it
distress comfort
shame seek to restore
interest engage enjoyment affiliate