Difficult Interactions

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Information about Difficult Interactions

Published on March 16, 2014

Author: kailabarrett

Source: authorstream.com

Difficult Interactions: Difficult Interactions By Kaila Barrett Understanding Conflict: Understanding Conflict Conflict is something that you will have to deal with no matter what job or career you have, there will always be some sort of disagreements, but it is the way that you handle them that will determine the outcome. Conflict Defined: Conflict Defined Conflict is a struggle that occurs when individuals, interdependent with others, perceive that those are interfering with their goal attainment. In other words it is when two or more people disagree on a particular subject or outcome. I tend to think of special educators and general educators when it comes to a school conflict because they both use different instructional methods that each may not agree upon. Like I mentioned before it is how you handle the situation that matters the most.   Conflict Management Defined When I think of conflict management it is how you handle the situation at hand. Conflict management is when conflicts cannot be resolved but learning how to manage conflicts. Causes of Conflict: Causes of Conflict Conflict between individuals with different goals is a major cause of conflict because both sides think that their goal is more important than the other. Usually when I have been a part of this type of conflict is that people have a hard time listening to the other persons point of view. One aspect that comes to mind is the pull out of special education or the inclusion. Teachers have a huge opinion on this topic and some have a hard time seeing the other persons point of view. Another type of conflict is conflict between individuals with the same goals but not everyone can access it. This could include the master school schedule and conflict with special education services. The next type of conflict is conflict about power. A perfect example is the principal assigning teachers to be a part of an intervention program rather than having teachers who want to be a part of it. The last type of conflict I am going to talk about is conflict with individuals and this means it is an interpersonal problem. Organizational Variables: Organizational Variables The Influence of Organizational Variables is variables that may cause conflict. There are many different causes of conflict within a school setting but one of the most common is organizational skills. When I think of this I think about the school administration because how the handle their power/leadership can affect conflict. It is important for administrators to use a hands on approach because if they don’t teachers may have a conflict with each other over different resources. I can see how this would work because it is an organizational issues as well as a power issue and when those work together it can cause conflict between people. Another aspect of conflict with administration would be the lack of clarity in procedures and this for me is extremely important because if you don’t fully understand what to do then things will not get done in an accurate and adequate manner. It is important to have clear instructions and ask questions if you do not fully understand. Another important aspect of conflict is of course communication. I cannot express how important communication is, especially in a school setting. It is the key to success among administrators, teachers, students, and parents. This is how people know and understand what is expected of you. There are many different types of dysfunctional communication among co-workers. This can include not everyone getting the same message, information is conveyed differently, and the use of electronic devices. It is important to make sure the information you get is correct and to clarify! Conflict Response Styles: Conflict Response Styles Fight or Flight is when a person either fights the conflict or runs away from it. This type of conflict does exactly what it says. A person may stop and fight for their side of the conflict or they may completely give up and run away. I think it just depends on the type of person when it comes to dealing with conflict.   Competing is usually when a person’s goal is winning no matter what negative outcomes may arise. I tend to think of power when it comes to this style because they may have a better chance of winning. Compromising is when both sides give up their goals/needs. Both sides keep some of their ideas and they are combined together to create an outcome. This is also another type of resolving that I don’t think always works that well because it doesn’t meet the specific need/goal but is acceptable to all involved. Conflict Response Styles: Conflict Response Styles Avoiding is when people ignore the problem such as the goals at hand. This is their way of dealing with conflict; they walk away from the situation. In my opinion this is no way to resolve conflict because the problem will still be there and may eventually resurface. Collaborating is usually when each party comes up with an alternative to resolve the conflict because they cannot find a way for both of their needs to be met. I think this is a good aspect because you are starting from scratch and working together towards a common goal. Accommodating is basically when people set aside their needs/goals for the other persons needs/goals. In other words this is when the other person tends to “give in”. I don’t always think this is a way of effectively resolving conflict because it is important to include both sides because they may have different goals. My Situation: My Situation What comes to mind first is a time at my job at the daycare when we were all working towards accreditation and I was working with a supervisor. It is important to note that her and I have always had completely different views in many different situations but our big boss wanted us to work together to do our accreditation box. She is the old school type of a teacher and I am the younger(try new things) teacher. We tried to put all differences aside and come to a common agreement that we were there for our boss and to help the daycare get the accreditation. We worked great together until it came to the portion of assessments and we started to have conflict of different goals. We then used collaborative style of resolving conflict and came up with an alternative means and it worked great! I think it really made a difference that we came in with a common goal of what we were working for and understood that. We both kept calm, cool, and collective and listened to each other. This worked great and since then we have worked in that manner as well. It definitely helped with any future conflict and how we work well to manage it. Watching the Video…: Watching the Video… I really loved this video especially when she was saying that we can’t change a person but we are responsible for ourselves and what we portray. I would definitely agree with the speaker and her advice did help me because she puts it in simple words basically saying that “this isn’t going to happen, but you can do this”. I love that it is easy and straight to the point. I also like that she talks about looking at the other perspective and having respect because at the end of the day that is what will matter the most. https://www.youtube.com/watch?v=dOynm4MrvJs&feature=player_embedded

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