Conflict Resolution PP 2

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



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.



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: 


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