...Conflict Resolution in the Relationship Coaching Model Vernon Brant Liberty University Abstract The purpose of this paper is reflect on the information gathered as it pertains to conflict resolution in the field of relationship coaching. A brief description of conflict resolution styles will be discussed as well as how individuals process information. Individual personality types and assessment tools will also be addressed as to how they play a role in conflict resolution. Basic strategies for conflict resolution will be suggested and reflected upon. The conclusion of this paper will contain the thoughts of this student author and how the learned principles of conflict resolution will affect his coaching endeavors. Conflict Resolution in the Relationship Coaching Model From the start of time man has struggled with conflict; both in the interpersonal sense as well as in relationships. The Bible gives an account of when sin entered the world the in chapter three of Genesis. Here the reader learns how God became conflicted with Adam. Adam quickly became conflicted with Eve and blamed her for the situation at hand. Not to be undone, Eve became conflicted and blamed the serpent for their troubles. Eventually Adam turned the tables and blamed God for the whole ordeal (NASB). So we see the need for some sort of resolution and hopefully in today’s times that resolution will not be as harsh as what God had in store for Adam and Eve. This student author has a passion for marriage...
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...member must participate in the charter’s creation. A good team charter will cover team expectations to include the areas of communication, participation and conflict resolution strategies. We will be analyzing the Team D Learning Team Charter and the importance of effective group communication in this paper. The definition of group according to Merriam-Webster Dictionary is a number of individuals assembled together or having some unifying relationship (An Encyclopedia Britannica Company, 2010). Communication is defined as a process by which information is exchanged between individuals through a common system of symbols, signs, or behavior (An Encyclopedia Britannica Company, 2010). Group communication is the two definitions put together. Group communication is three or more people among each other discussing similar interest, goals, and subjects. Communication is a process that gives a shared meaning and understanding within a group. It is a form of interaction within the group. Group communication helps the group to come up with ideas, create discussions, and develop procedures to solve problems. Group communication requires us to impart information from one person to all of the group members, for everyone within the group to have the same understanding. This type of communication can be very difficult to control and manage, but...
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...Table of Contents Reflection Paper 3 Critical Thought and Perception 3 Problem Solving 3 Reporting Inferring and Judging 4 Using Your Judgment for Personal and Organizational Issues 4 Active Listening 4 Argument 5 Analyzing Conflict 5 Working Through Conflict 6 The Communication Process 7 Positive Language and Negotiation 7 Conclusion 10 References 11 Appendix A 12 Appendix B 20 Reflection Paper Conflict Management is defined as “the practice of recognizing and dealing with disputes in a rational, balanced and effective way. Conflict management implemented within a business environment usually involves effective communication, problem resolving abilities and good negotiating skills to restore the focus to the company's overall goals (BusinessDictionary.com, 2015).” Conflict is inevitable in a workplace setting. Individuals will always have different points of view and misunderstanding of these views cause disagreements. Conflict is a natural, necessary, and should not always be considered negative. Critical Thought and Perception Critical thought, perception, and emotional intelligence are important elements when considering conflict and the management of such. By examining the conflicts and the different behaviors involved, a manager can determine the type of conflict style each party is exhibiting. The analysis of the conflict style can help an individual find a resolution for each party that is acceptable to both parties. An individual’s...
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...Conflict Resolution and Mediation: A Look at Same Sex Couples Psychology 399 Kari Holter May 3rd, 2013 Conflict can be both good and bad and with mediation and conflict resolution we can handle conflict situations properly and strengthen relationships. In this paper I will focus on same sex couples and how mediation and conflict resolution is the same and different compared to heterosexual couples. I will talk about some background info on conflict, mediation, and same sex couples and families. I will then discuss the 4 articles I read and what was found on same sex couples and mediation. CONFLICT Conflict is the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility (Folger, Poole, Stutman, 2009). The most important feature of conflict is human interactions and they are sustained by behaviors of the parties involved and their reactions to one another. These reactions are usually verbal and nonverbal communication. MEDIATION Mediation is a range of processes in which a mediator facilitates communication between parties to assist the parties in reaching voluntary decisions related to their dispute (SBHE Policy 605.5, Antes, 2003). There are three types of mediation. 1. Transformative – empowerment and recognition opportunities are supported. 2. Facilitative – parties reach a mutually satisfactory agreement. 3. Evaluative – parties decide based upon...
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...NONEMPLOYMENT CONFLICT MANAGEMENT Nonemployment Conflict Management Cindy Humphrey University of Phoenix Nonemployment Conflict Management Each day, everybody negotiates in one way or other and makes decisions that everybody accepts in our personal and business lives according to Wilmont & Hocker, 2007, page 3. The decrease in the volume of salmon has created some conflicts in the Wamayo River Basin. Groups have come together with ideas on how the Wamayo could be used. Groups concerned about the environment hope to preserve wildlife. Commercial industries hope to increase business by the use of the water. An ADR (alternative dispute resolution) could aid in resolving conflicts which would let all involved to create savings on costs for litigation. Conflict arbitration would be the best solution because of the causes for the conflict, even though negotiations and mediation would also be alternatives. The Wamayo Basin Management and Conversation department is responsible for creating policies that will protect the salmon. These policies would ensure the area will receive enough hydropower. Any policies created will also need to consider what the stakeholders’ interests are. I will discuss the possible conflicts the company could encounter while building dams and techniques needed for alternative dispute resolution. Potential Non-Organizational Conflict Identifications Negotiation takes place in resolving conflicts when involved parties are able...
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...Knowledge Development Paper #7 a) Which approach do you prefer and which do you use least? With the conflict self-assessment, it helped me understand how I deal with conflict. The approach I usually prefer is the compromising approach. I prefer the compromising approach because usually in that type of situation, everyone will end up being happy with the end result. When compromising, no one gets a better outcome than the other person, everyone and everything is equally balanced in how the conflict is dealt. The approach I use the least is the competing approach. With this approach, no one ends up being happy at the end of the conflict. On may get a better outcome from the conflict that the other person. I would say that when you use the competing approach, there will be bad blood between people. It’s best to meet the needs of everyone instead of no one. b) List three things that determine if you respond in a particular manner? 1) I speak quickly and stutter when I’m nervous about a...
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...SOC 110 TEAMWORK, COLLABORATION, AND CONFLICT RESOLUTION GROUP: WCICS178 DATES: October 28, 2008 November 4, 2008 November 11, 2008 November 18, 2008 November 25, 2008 INSTRUCTOR: Dr. Brian N. Hewlett Program Council The Academic Program Councils for each college oversee the design and development of all University of Phoenix curricula. Council members include full-time and practitioner faculty members who have extensive experience in this discipline. Teams of full-time and practitioner faculty content experts are assembled under the direction of these Councils to create specific courses within the academic program. Copyright Copyright ( 2003 by the University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks or their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Course Syllabus |Course Title: |Teamwork, Collaboration, and Conflict Resolution | |Course Schedule: |Tuesdays, October 28 – November...
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...Paper 25 - 1 Management of conflict Bob Dick (1987) The management of conflict: a systematic approach to team building and mediated and unmediated conflict resolution . Chapel Hill: Interchange (mimeo). A 1987 revision of a 1981 paper, written to support workshops in conflict management. More details of the paper’s provenance are given in the preface. Some of the references to earlier documents have been updated Preface This document 1 describes fairly robust (or “do-it-yourself”) versions of teambuilding and conflict resolution. The robustness comes from a number of sources. One is the use of some techniques which keep the problem small and containable. A second is the use of a number of detailed procedures and 1. This is a living document which is often revised, and portions of which have appeared in other documents and handouts. PAPER 25 Paper 25 - 2 Robust processes — papers frameworks which makes it easier for a mediator to keep on track. An explicit problem-solving approach is used, which increases many users’ acceptance of the method. A third is the inclusion of simple communication skills training (for mediator, or those in conflict, or both) as part of the approach. Perhaps the most important source of its robustness is the use of a procedure which more nearly resembles role negotiation than conflict resolution. This is made possible by the use of criteria to decide what information needs to be exchanged. Thus a typical session might begin...
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...Learning team charters will challenge each member to work together in a collaborative effort. In order for a team to reach establish goals all members must participate and a learning team charter is imperative. The charter will provide direction and will define the purpose of the team. The subject at hand is the definition of group communication, how group communication is different from individual communication. Effective strategies must be in place to promote group and individual communication. Making sure that the learning team charter's dispute resolution section has enough information for strong strategies for fostering good team communication is a must. Proper technology that will facilitate group communication and knowing what the advantages and disadvantages of using these technologies will help ensure the final project is a success. Group communication Communication has many forms: face-to-face, formal meetings, phone conversations, e-mail messaging these types of communication all use words and are forms of verbal communication. Today in the business world more companies are achieving goals through teamwork. Working in teams brings different strengths and talents together to solve and make decisions (Locker & Kienzler, 2008). A communication between two people is primarily an interchange – dyadic communication. Additionally, a group often meets face-to-face with a common purpose in mind. Such a group may also be informal, un-planned, free-flowing discourse or formal,...
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...Lempert English 202 December 12, 2013 Isolation and the search for self-identity in Native Speaker and The Conversation The quest for self-identity is often one that is complicated and filled with roadblocks. No matter what the time, place or cultural background of a person it is often difficult to be fully at peace with oneself and wholly embrace all aspects of one’s background and identity. Often it is even more difficult for people of mixed cultural and national backgrounds to find a common ground on which they are comfortable planting both feet and feeling as if they have honored the two worlds which they have been exposed to. Chang-Rae Lee’s Native Speaker is an intense novel that does not only deal with issues such as self-identity but gets at the very heart of the conflict that children of immigrants feel and attacks issues of loss and the quest for self-discovery. In Native Speaker, the main character, Henry Park, suffers an identity crisis as he grows up in a Korean household versus growing up in an American world. This paper will discuss the causes and extent of Henry’s crisis. Henry Park has his feet planted in two worlds but feels as if he does not belong to either world. First, is the Korean world in which he was born and raised. Second, is the American world in which he is forced to live in and abide by. To Henry, the conflict of the two worlds is at first seemingly separate and he is able to move carelessly between the two. As a child his...
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...regularly recurring tasks. Team members have a shared mission and are often at the core of ‘participative management’. Since team members are collectively responsible for their work, effective communication is essential on every aspect of team performance. Successful teams, forming into groups, provide some advantages, like: * Increased information and knowledge * Increased diversity of views * Increased acceptance of a solution * Higher performance levels There could be some disadvantages as well, such as: * Groupthink * Hidden Agenda * Free riders * Costs Effective teams have a sense of purpose, open and honest communication, consensus-based decision making, creativity and effective conflict resolution. When teams collaborate on reports, documents, presentations and other communications, the collective energy and expertise of the various members in a team or a group will lead to results which would be better than what most individuals could bring. We would gain much better results if we follow some guidelines towards effective collaboration, including ‘collaborative writing’, such as * Pick team members carefully * Determine project goals clearly * Assign individual responsibilities * Establish the processes and procedures * Monitor how things are moving When we work in a team or in a group, we must also be aware of the play of Group Dynamics – i.e. the interactions and...
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...William and Mary Law Review Volume 49 | Issue 4 Article 16 Constitution Writing in Post-conflict Settings: An Overview Jennifer Widner Repository Citation Jennifer Widner, Constitution Writing in Post-conflict Settings: An Overview, 49 Wm. & Mary L. Rev. 1513 (2008), http://scholarship.law.wm.edu/wmlr/vol49/iss4/16 Copyright c 2008 by the authors. This article is brought to you by the William & Mary Law School Scholarship Repository. http://scholarship.law.wm.edu/wmlr CONSTITUTION WRITING IN POST-CONFLICT SETTINGS: AN OVERVIEWt JENNIFER WIDNER* During the past forty years, over 200 new constitutions have emerged in countries at risk of internal violence. Internationally brokered peace accords have entailed the development of constitutions not only in the Balkans but also in Cambodia, Lebanon, East Timor, Rwanda, Chad, Mozambique, Bougainville-Papua New Guinea, Nepal, the Comoros, and other places.' New constitutions have heralded the adoption of multiparty systems from Albania to Zambia. 2 Policymakers have started to ask what we have learned and specifically whether some constitutional reform processes are more likely than others to deliver a reduction in violence or more rights-respecting fundamental documents. For example, over the past decade, the Commonwealth, the U.S. Institute of Peace, and t This Article draws in part on WIDER Research Paper 2005/51 and is published with the kind permission of the UNU-WIDER. * Professor of Politics and International Affairs, Princeton...
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...diverse cultures. Cross-cultural understanding is key to building peace. 4. Travel to learn. Get first-hand experience in how things happen in other places and bring home questions about how you do things at home. 5. Drive with patience and tolerance. Keep the peace on our streets and highways. 6. Listen more. Really listen, without giving unsolicited advice. The validation of being heard is often more important than solving the problem. 7. Spend time with a youngster. This can often remind us of the meaning of a peaceful world. 8. Practice the art of patience. Be careful not to rush to judgment or action. 9. Start peace conversations. Talking peace, and listening, are critical for a vibrant democracy. 10. Involve yourself in community parent workshops and family groups that help parents protect, nurture, and support their children. 11. Peace begins at home. Monitor, nurture, support, and involve your children and family in keeping peace. 12. Explore your prejudices. Find out what’s behind them, how they...
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...Chattanooga Ice Cream Division Case Study Team Members and Contact Information: Name Preferred Email Phone Number Time Zone Team Values Commitment Productiveness Respect for all team members Support Be Proactive Trust Team Expectations * Commitment: Attend all meetings. In case of an emergency notify team promptly. * Complete all assignments, by assigned date. If this cannot be completed, please notify the team leader. * Respect: For each other’s opinions and individual style * Proactively: Clear and effective communication on the front end will limit confusion on the back end * Productivity: Complete all assignments on or before assigned date. Be realistic and aware if you get behind and notify the team leader. * Support: Be there for each other and help each other. We will succeed only as a team. * Trust: Be open. Be honest. Be candid. Be accountable. Team Assessment (Strengths / Weaknesses): y: DiSC (ID Influencer and Dominant) and TKI (Collaborating, Competing) (Thomas-Kilmann, 1974,2002,2007) * Strength – My strength is the ability to dissect and analyze critical KPI’s. My other strength is my ability to motivate other through collaborative team work and able to drive results. * Weakness – Through my dominant side I can come off as too pushy. Sometimes I’m not a great listener because of the fact that I have my blinders on. My dominant side has exceled me to achieve my accomplishments however it can be...
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...Negotiation Skills By: Kunal Samani President-Business Development Rolex Lanolin Products Ltd Why Negotiation? • Negotiation is needed to resolve intra-person or inter-person conflicts / disagreements / clash of interests. • Negotiation is something that we do all the time and is not only used for business purposes. The aim of negotiation is to explore the situation, and to find a solution that is acceptable to both the sides. • Only man negotiates; animals do not; when faced with larger predator, they do not ask for negotiation or justice rather just run away. • Negotiation is one of the most difficult jobs a person can do. It requires not only good business judgment but also a keen understanding of human nature Negotiation Interperson Negotiatio n Unplanned Negotiatio n Integrative Negotiatio n Hard Negotiatio n Soft Negotiatio n Planned Negotiatio n Distributiv e Negotiatio n Principled Negotiatio n Intra-person Negotiation Hard Negotiation • Hard negotiation involves the negotiation of positions, rather than interests. • It is highly competitive, seeing victory as the number one goal. • Hard bargainers, see the participants as adversaries. They distrust the other side and play sneaky games to try to gain the negotiating advantage. • Hard bargainers refuse to make concessions and demand onesided gains as the price of an agreement. • When confronted with a softer opponent, hard bargainers almost always will win. When confronted with another hard bargainer, however, it...
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