ppl 20 unit #3
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PPL 20 Unit #3. Discussing Conflict Resolution Anger Management. OBJECTIVES. Demonstrate understanding of the varied dynamics of conflict (eg. Context, escalators, perception) Describe different strategies to handle conflict - PowerPoint PPT PresentationTRANSCRIPT
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PPL 20 Unit #3
Discussing Conflict Resolution
Anger Management
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OBJECTIVES
• Demonstrate understanding of the varied dynamics of conflict (eg. Context, escalators, perception)
• Describe different strategies to handle conflict• Describe the impact of non-verbal (eg. Body
language) and verbal responses• Benefits of developing anger management
strategies• Techniques for dealing with angry disputants
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Video: Argument
C:\Documents and Settings\John Cowan\My Documents\Downloads\Free YouTube Downloader\Argument Clinic.wmv
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Conflict
In your own words define the term conflict.
n a fight; a contest; strife, quarrel; emotional disturbance
A perceived incompatibility of actions, is an almost [unavoidable] part of social relations.
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Types of Conflict
• Internal – conflict with oneself
• Inter personal – conflict with another person
• Intra group – conflict in a group
• Inter group – conflict with another group
For each type of conflict give one example for each.
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Causes of Conflict
Elements of conflict are much the same involving individuals, groups or nations.
Social traps – self serving behaviour when both parties pursue self-interest and mistrust one another
Misperceptions – see one’s own group as moral and one’s opposition different which fully justify whatever one does to retaliate
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Response to Conflict
Avoidance
denial, attempts to please others at his/her expense, postpone, chance, humour, reject, non-communication, change the subject
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Response to Conflict
Confrontation
aggression, win at all costs, criticism, manipulation, bullying, distortion, pressure
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Response to Conflict
Resolution
share, compromise, get help, apologize, discussion, humour, problem solve, I-messages, active listening
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What is conflict resolution?
• Characterized by cooperation, communication and conciliation [healing]
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Cooperation
• Parties that used isolation and competition strategies to make strangers into enemies
• Cooperative efforts to achieve goals that override differences break down barriers between people when presented with a shared predicament
• Positive attitudes towards one another
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Communication
• People unable to communicate with one another become distrustful
• Communication to discuss the dilemna to negotiate a commitment to cooperate and facilitates understanding
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Conciliation
• One side announces its intent to reduce tensions and initiates one or small appeasing act which opens the door for the enemy to reciprocate
• Increasing trust and cooperation• Examples – smile, a small apology maybe
all that is needed for both people to reduce the tension
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Behaviour Which Helps Diffuse Conflict
• Eye contact
• Positive choice of words
• Effective listening
• I- messages
• Calm demeanor
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Eye Contact
• Culturally sensitive
• Eye contact connects with the other person
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Effective Listening
• Listen to the full message without interrupting
• Paraphrase
• Look for signs of understanding – nod of the head, smile
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I - Message
• F – Feelings – take ownership of your feelings by using I – nobody can disagree that you’re disappointed, mad, happy
• B – Behaviour – the behaviour of the other person that has made you feel the way you are feeling
• O – Outcome – from the person’s behaviour it has impacted on you
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Calm Demeanor
• Breathing technique – deep breathing to help relax the body
• Cool down period prior to communication
• Collect your thoughts
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Anger Management Strategies
• Physical activity
• Sense of humour
• Deep breathing
• Planning – pro-active vs reactive
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Class Discussion
• Students will identify and discuss the benefits of anger management.
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Handling Angry Disputants
• Ignore• Laugh• Apologize• Count to ten• Deep breathing technique• Reframe the situation• Self talk• Body language• Self worth is intact
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Mediator
• A neutral third party who helps the participants works things out
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Adjudicator
• A neutral party listens to both sides then makes a judgment on the information presented