Conflict Resolution - Effective Conflict Resolution Techniques With most conflicts, it’s important to find a resolution. This seems like a statement of the obvious, but many people suppress their anger or just ‘go along to get along.' They think that by addressing a conflict, they are creating one, and simply keep quiet when upset. Unfortunately, this isn’t a healthy long-term strategy. For one thing, unresolved conflict can lead to resentment and additional unresolved conflict in the relationship. Even more important, ongoing conflict can actually have a negative impact on your health and longevity. Unfortunately, resolving conflict can be tricky as well. continue reading below our video Loaded: 0% Progress: 0% For example, researcher John Gottman and his colleagues studied the way couples fight, and can actually predict which couples will go on to divorce by observing their conflict resolution skills -- or lack thereof. Get In Touch With Your Feelings It may seem you’re your feelings should already be obvious to you, but this isn’t always the case.
Conflict Resolution - Resolving conflict rationally and effectively - Leadership training from MindTools Using the "Interest-Based Relational" Approach Resolve conflict effectively by treating everybody involved with respect. Conflict is an inevitable part of work. We've all seen situations where people with different goals and needs have clashed, and we've all witnessed the often intense personal animosity that can result. The fact that conflict exists, however, is not necessarily a bad thing. There are other benefits that you might not expect, such as: Increased understanding. But conflict can also be damaging. If you want to keep your team members working effectively, despite coming into conflict with one another, you need to stop this downward spiral as soon as you can. The Interest-Based Relational Approach When conflict arises, it's easy for people to get entrenched in their positions and for tempers to flare, voices to rise, and body language to become defensive or aggressive . Roger Fisher and William Ury developed the IBR approach and published it in their 1981 book, "Getting to Yes."
Revista de Paz y Conflictos Irene Comins Mingol, Departamento de Filosofía, Sociología, Comunicación Audiovisual y Publicidad, Universitat Jaume I Resumen El hilo conductor de este artículo es la de-construcción de la idea de violencia como elemento inherente e ineludible en el ser humano. Palabras clave:Naturaleza humana, violencia, paz, antropología para la paz, antropología filosófica, investigación para la paz. Abstract The thread of this article is the deconstruction of the notion of human being as violent per nature. Keywords: Human nature, violence, peace, anthropology for peace, philosophy, peace research. 1. Parece que existe la opinión general, al menos a pie de calle y en las charlas de café, de que la violencia forma parte natural e ineludible de todos los seres humanos y, por ende, de todas las sociedades. Este análisis lo haremos en el marco teórico y conceptual que nos ofrece la Antropología como disciplina. Muestra de la amplitud de su objeto de estudio son las múltiples subdisciplinas que incluye. 2.
Portland State University Department of Conflict Resolution | The Conflict Resolution Graduate Program offers either a Master of Arts or Master of Sciences degree. Both degrees draw from and contribute to theories and insights in the field, as well as preparing students for professional work. The program currently offers the following areas of concentration: Theory and Practice Peace and JusticeInternational and Intercultural Conflict Resolution Students entering this program are expected to develop an understanding and appreciation of the theoretical, conceptual, and methodological breadth of the field. Student and advisor work together to design an individualized program based upon each student's particular interests in the field of conflict resolution. "What I really find impressive about the term and the program so far is how far reaching all the material and experiences are. If you'd like more information about the program, please see the Admissions section.
How To Make Difficult Conversations Easy Someone is screaming in your face at the top of their lungs. Or ranting angrily and you can’t get a word in edgewise. Or maybe they’re sobbing so hard you can barely understand what they’re saying. We’ve all been there. Problem is, these moments are often critical because they’re usually with people we care about. What’s the best way to handle these difficult conversations? I called someone who knows: Dr. Dinosaur Brains: Dealing with All Those Impossible People at Work Am I The Only Sane One Working Here? Emotional Vampires: Dealing With People Who Drain You Dry Here’s what you’ll learn in this post: The magic phrase that gets people to stop yelling.How to stop making the most common mistake in these kind of discussions.How to switch people from being emotional to being rational.The mindset that makes dealing with hysterical people easy.And a lot more. Okay, time to wage war with the crazy. 1) First, You Need To Keep Calm You already have one person overreacting. What to do here? Sum Up Tags:
FLACSO Guatemala recibe investigaciones de Archivo de la Paz » Facultad Latinoamericana de Ciencias Sociales - Documentos estarán disponibles para investigadores, estudiantes y público en general. Ciudad de Guatemala, 5 julio – (Redacción-FLACSO-Guatemala) – Diversos estudios y documentos desarrollados por la clausurada Dirección de los Archivos Históricos de la Paz fueron recibidos y clasificados por el Centro de Documentación de la Facultad Latinoamericana de Ciencias Sociales (FLACSO), Sede Académica Guatemala, y quedaron a disposición para consulta de investigadores y público en general, informó Ruth del Valle, coordinadora del Programa Memoria, Historia y Justicia, de FLACSO. Del Valle explicó que los documentos le fueron entregados por ex funcionarios y ex trabajadores de la desaparecida entidad en el marco de una actividad organizada junto a familiares de víctimas del conflicto armado interno de Guatemala (1960-96) para lamentar su cierre definitivo decidido por el Gobierno del presidente Otto Pérez. Guatemala, 5 julio de 2012
Conflict Resolution Skills: Turning Conflicts into Opportunities Understanding conflict in relationships Conflict arises from differences, both large and small. It occurs whenever people disagree over their values, motivations, perceptions, ideas, or desires. Conflicts arise from differing needs Everyone needs to feel understood, nurtured, and supported, but the ways in which these needs are met vary widely. Think about the conflicting need for safety and continuity versus the need to explore and take risks. The needs of both parties play important roles in the long-term success of most relationships, and each deserves respect and consideration. Conflict 101 A conflict is more than just a disagreement. Conflict may feel more threatening to you than it really is Do you fear conflict or avoid it at all costs? If you view conflict as dangerous, it tends to become a self-fulfilling prophecy. Successful conflict resolution depends on your ability to regulate stress and your emotions The ability to successfully resolve conflict depends on your ability to: Close
057c43b1d49eb0e249f34418e7962eba Verdad Abierta U.S. Institute for Environmental Conflict Resolution Fundamental attribution error In social psychology, the fundamental attribution error, also known as the correspondence bias or attribution effect, is the tendency for people to place an undue emphasis on internal characteristics (personality) to explain someone else's behavior in a given situation rather than considering the situation's external factors. It does not explain interpretations of one's own behavior, where situational factors are more easily recognized and can thus be taken into consideration. Conversely, from the other perspective, this error is known as the actor–observer bias, in which people tend to overemphasize the role of a situation in their behaviors and underemphasize the role of their own personalities. Examples Alice, a driver, is about to pass through an intersection. Her light turns green, and she begins to accelerate, but another car drives through the red light, crossing in front of her. Details Classic demonstration study: Jones and Harris (1967) Explanations
La silla vacía Consortium on Negotiation and Conflict Resolution — Consortium on Negotiation and Conflict Resolution — Georgia State University Restorative Justice Project Cited FairnessWorks.com editor Ken Kimsey urged readers this week to explore and submit entries to WhatIsRestorativeJustice.org, an online database project led by Carolyn Benne as part of CNCR. More » CNCR teaches mediation at Birmingham City University in UK As a member of the Higher Education Funding Council of England’s Improving Dispute Resolution Project, Jill Scott attended CNCR’s Summer Institute and immediately saw the benefits of mediation in her role as Equality and Diversity Advisor at Birmingham City University, UK. CNCR builds capacity for conflict management at WHO in Cairo In collaboration with the Eastern Mediterranean Regional Office’s Staff Development and Learning Unit and the World Health Organization-HQ, the Consortium on Negotiation and Conflict Resolution designed and conducted a series of four, one-day seminars for the general staff and supervisors of EMRO-WHO and a four-day workshop on “Mediating Workplace Conflict.”