Handling
conflict
The
current conflict in my organization has been between the teachers and the
administrators. Due to budget cuts, teachers are required to ride the buses in
the evening. Teachers argue that this is
outside of their job description; however, administrators support that the
changes are required. The teachers are
riding the buses; however, they feel that they should receive more compensation
for the extra duties.
The
best way to resolve this conflict is through compromise. However, the administrators and the executive
director have all the power. In order to
create an effective conflict resolution strategy, the power has to be
equalized, giving teachers a say in the matter.
When power is equalized “participants may bring different amounts of
power into a situation. As long as both are interested in negotiating a
solution, power is essentially equalized” (Billikopf, 2009). Therefore, teachers will be able to
compromise when they are given an equal say in the situation. Otherwise, the conflict will continue.
As
a result, “NVC also assumes that we all share the same, basic human needs, and
that each of our actions are a strategy to meet one or more of these needs” (The
Center for Nonviolent Communication, n.d.).
Since teachers want to make more money for what they are doing and
administrators need to meet budgets, the two parties can come to an
understanding by using nonviolent communication. Therefore, I believe that clearly explaining
how these changes benefit all parties will receive a better response from the
teachers.
References
Billikopf,
G. (2009, August). Conflict management skills. Retrieved from http://cnr.berkeley.edu/ucce50/ag-labor/7labor/13.htm
The
Center for Nonviolent Communication. (n.d.). The center for nonviolent
communication. Retrieved from http://www.cnvc.org/
Without knowing all of the logistics of this situation, it sounds to me like the teachers have some genuine grounds for concern and that it might be necessary to have a nonpartial third party madiate the situation. It does sound like the teachers are not being heard, nor is the administration making a concerted effort to communicate honestly.
ReplyDeleteFrom an outsiders' perspective, if I were in the teachers' shoes, I would not want to give up my personal time to escort children home without some sort of compensation either! I would first question what the administration's role is in the action.
Debra,
ReplyDeleteI agree that compromising and coming up with a solution would best benefit all parties involved in the conflict. If a budget deficit is a factor in the teachers being compensated for their time then maybe they can be compensate the teacher by giving them extra time, such as an extra preparation period. I believe resistance arises when people feel as though they are being forced to do something without merit. The NVC principles will help the administrators be more compassionate to the teachers and listen/respond to their concerns.
In the company I am working for there are problems between the teachers, the administrators and parents. Working for Head Start requires input from parents. And in the case the parents have not been nofity about a possible move out the county. The teachers are not feeling the effect that the company if costing. I think my company needs to read the NVC principles so they can be more compassionate to the teachers and parents and listen/respond to their concerns. Thanks for sharing.
ReplyDelete