Resolving Conflict Creatively as a Community of

Learners!

Dr. Loucrecia CollinsThe University of Alabama at Birmingham

Promoting Collaborative

Learning Communities

Herman Melville“We cannot live for ourselves

alone. Our lives are connected by a thousand invisible threads, and along these sympathetic fibers our actions run as causes and return to us as results.”

Purpose Statement The purpose of this presentation is to

review how conflicts emerge in university settings and discuss strategies to resolve them creatively.

Gathering Activity If CONFLICT were a color…..

Conflict Web

Conflict Defined“The interaction of interdependent

people who perceive opposition of goals, aims, and views, and who see the other party as potentially interfering with the realization of these goals.”

Putnam & Poole (1987, p. 352)

Conflict in Universities As the role of universities emerge,

there exits a change in the role of faculties that is setting the stage for conflicts. These changes are related to intergenerational differences and the rapid development of social media. Collins, 2014

Communication ILAC The Power of Social Media I am LOVABLE and Capable How do we strengthen Communication

among faculty, Department Chairs and the Administration to move the work of the University forward?

How Can Faculty and the Administration Benefit from the skills of reflecting on Conflict Resolution?

Further Develop Analytical Skills Reframe Main Issues Identify issues in Conflicts Develop Empathy in others Increase Faculty Productivity in Pubs

and Grant writing

Conflict Occurring in Universities Within an individual Between individuals Among faculty members and the Dean Between groups within the larger faculty Between the Department Chair, Dean and

central administration

The Nature of Conflict

Conflict can be functional or dysfunctional.

Functional Conflict

When conflict is functional, the university benefits; there is a win-win attitude, and harmony exists.

Owens (1995)

Dysfunctional Conflict

When conflict is dysfunctional, there is a win-lose attitude and hostility is produced.

Owens (1995)

Types of ConflictInterpersonal

Intergroup

Interorganizational

Role

Types of Conflict

1. Interpersonal--conflict that exists between individuals within a group

Barge (1994, p. 163)

Types of Conflict2. Intergroup--

conflict that exists between two groups within an organization

Barge (1994, p. 163)

Types of Conflict3. Interorganizational--

conflict that exists between two organizations

Barge (1994, p. 163)

Types of Conflict

4. Role--Incompatibilities between the expectations individuals hold for other individuals as they perform various functions in departments.

Main Causes of Conflict

Competition for scarce resources

Desire for autonomy

Divergence in goals

Jealousy

Conflict Resolution

A Challengefor Universities

What is Conflict Resolution?

Correlates of Conflict Resolution Cooperation Communication Appreciation for Diversity Responsible Decision Making Healthy Expression of Feelings

I Messages A strong and powerful way of expressing

how we are feeling is through an I message…

Alleviates anger, blame, and putting down of others, while keeping communication open.

Pair share Trio practice..

Conflict Management Defined

Conflict management is the process of resolving and minimizing the disagreements resulting from perceived or real differences

Greenhalgh (1986)

Strategies for Managing Conflict

AvoidanceSmoothing BargainingPower struggle Problem solving(Conflict Resolution)

Strategies for Managing Conflict

Avoidance--used when the leader wants to maintain a rational climate and avoid hostility (does not resolve the conflict)

Strategies for Managing Conflict

Smoothing--The leader wants to maintain positive interpersonal relationships and attempts to minimize differences of opinion.

Strategies for Managing Conflict

Bargaining--The leader shows moderate levels of concern for both task and relationship (disputing parties make concessions; neither party wins nor loses completely).

Strategies for Managing Conflict

Power struggle--The leader shows little concern for interpersonal relationships. The major focus is on task accomplishment. Power and force are used to break down the opposition, regardless of the consequences.

Strategies for Managing Conflict

Problem solving--The leader displays a collaborative approach to managing conflict. The primary concern is accomplishing the task in a manner that is rational and allows a positive climate to be maintained. (Conflict Resolution)

The Reality of Conflict in an Intergenerational

World

Conflict is an inevitable and all-pervasive element in universities.

Conflict can be a positive, if handled in the right way… The way being to actively seek a solution.

Next Steps.. How can you infuse Conflict Resolution into your

work as a …? What do you see as the role of communication

in conflict? How does intergenerational differences impact

conflict? The one thing I want to change about how I deal

with conflict is…

Closing… Mr. and Mrs. Wright.. The one thing I want to change about

how I deal with conflict is..

ReferencesBarge, J. K. (1994). Leadership: Communication skills for

organizations and groups. New York: St. Martin’s Press.Greenhalgh, L. (1986). SMR forum: Managing conflict. Sloan

Management Review, 27, 45-51.Owens, R. G. (1995). Organizational behavior in education (5th ed.)

Boston: Allyn and Bacon.Putnam, L. L. & Poole, M. S. (1987). Conflict and negotiation. In F.

M. Jablin, L. L. Putnam, K. Roberts, & L. W. Porter (eds.), Handbook of organizational communication (pp. 503-548). Newbury Park, CA: Sage.