Conflict Resolution PP 2

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CONFLICT RESOLUTION : 

CONFLICT RESOLUTION Instructors Anil Vadaparty, Esq. Chief of Administration Courage Ekhaguere, MBA. Training Administrator

CONFLICT RESOLUTIONPRE-TEST : 

CONFLICT RESOLUTIONPRE-TEST

Slide 3: 

Conflict ResolutionA Win-Win Approach

Slide 4: 

Identify the Sources of Conflict. List the Five Reactive Ways of Settling Conflict. Describe the Steps for Solving Conflict through Collaboration

Slide 5: 

Explain the Five steps of the A-E-I-O-U Communication Model. Establish the role of a mediator in resolving conflict Conflict A Win-Win Approach Cont.

Sources of Conflict : 

Sources of Conflict

Some Sources of Conflict : 

Some Sources of Conflict Scheduling and Staffing Communication Breakdowns Priorities and Differing Expectations

Slide 8: 

Cost and Financial Objectives Pressure and administrative procedures Personality Conflicts and personal problems Inadequate Interpersonal Skills

About Conflict : 

About Conflict

Slide 10: 

Conflict is normal. Causes are diverse. Not all conflict is out in the open.

Some Ways People Settle Conflict : 

Some Ways People Settle Conflict

Ways to Settle Conflict : 

Ways to Settle Conflict Competition (Win/Lose) Accommodation (Lose/Win) Avoidance (Lose/Lose) Compromise (Win/Lose) Collaboration (Win/Win)

Win-Win Solution : 

Win-Win Solution

Win-Win Solution : 

Win-Win Solution Be Willing to resolve the problem Take an empathetic approach

Win-Win Solution cont. : 

Be willing to discover the root of the problem Identify areas of agreement and difference Win-Win Solution cont.

Win-Win Solution cont. : 

Evaluate Alternatives Select solutions that both parties can support Win-Win Solution cont.

A-E-I-O-U Model : 

A-E-I-O-U Model A – Assume the other party means well. E – Express your feelings. I – Identify what you would like to see happen. O – Outcome- State what you expect to happen. U - Understanding on a mutual basis ask for it.

Applying the A-E-I-O-U Model : 

Applying the A-E-I-O-U Model

Applying the A-E-I-O-U Model : 

Applying the A-E-I-O-U Model Anticipate the other person’s reaction . Identify the greatest point of resistance. Determine the best time to approach the person. Establish how resolution benefits the other person. Outline key phrases you want to say.

MEDIATION GUIDELINES : 

MEDIATION GUIDELINES

Meditation Guidelines cont. : 

Meditation Guidelines cont. State action to be taken if problem persist. Explain what behavior is expected.

Slide 22: 

Generate as many solutions as possible, together. Ask for each person’s input. Feed back the situation in terms of each person’s perspective.

Slide 23: 

Prepare are implementation plan. Measure Progress.

Slide 24: 

POST TEST

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