M5 - Learner Manual

Depending on the situation, a range of strategies can be used to help prevent conflict.  These include:

—     Listing preventative measures.

—     Face-to-face meetings.

—     Listening and respect.

—     Develop Code of Conduct and relevant policies and procedures.

—     Grievance policy and procedure.

—     Memorandums of understanding.

—     Culturally appropriate strategies

—     Training Board members and staff members in conflict management.

—     Get together with concerned parties to address concerns informally as they arise.

—     Do not sweep potential conflict under the carpet.

—     Note disagreements between parties that may have the potential to become conflicts.

—     Take individuals aside for a private discussion about their attitude or behaviour if necessary.

—     Establish clear policies on expected behaviours.

—     In meetings, deal with problem issues later in the meeting so it does not interfere with other business.

Face-to-face meetings:

—    Set up a face-to-face meeting between individuals or parties involved in the conflict to discuss the problem.

—    Encourage calm discussion.

—    Carry out discussions in a non-confrontational way.

—    Avoid always having to be ‘right’. You may have to give a little in the best interests of the organisation and community.

—    Listening and respect

 

Listen to all people’s points of view:

—     Keep an open mind.

—     Show respect, even if you disagree.

—     Note areas where two parties can agree.

—     Find positives to build upon in an individual’s position.

—     Avoid blaming others.

—     Develop a Code of Conduct/Ethics on expected behaviours within the organisation.

—     Develop Policies and Procedures to deal with potential conflict situations including a grievance policy

—     Make sure all Board Members and staff follow the Code of Conduct/Ethics and Policy and Procedures.

—     Nepotism - develop a policy that deals with conflicts of interest - eg employing immediate family.

—     Make sure the organisation uses a merit based system for employing staff and ensure that there are no family members on the interview panel.

 

Memorandums of understanding

—     If necessary, develop a Memorandum of Understanding between the Board and Management or staff.

—     This is a legal agreement that clearly sets out the roles and responsibilities of the concerned party (or parties).

—     It can be necessary if there are misunderstandings about, or abuse of, roles and responsibilities.

Cultural resolution strategies

Provide training in how to resolve conflict in culturally relevant ways.

Make sure all staff know and use culturally appropriate strategies for preventing conflict.

 

Training Staff

—    Train staff so they can carry out their roles in the correct manner, following due process.

—    Train management in recognising, preventing and dealing with conflict.

—    Ensure staff members understand each other’s roles and responsibilities - can prevent misunderstandings.

 

By being aware of your own organisational policies and procedures you will be able to identify what process or steps you need to take in a particular situation. It may be that you need to seek assistance from somebody such as your supervisor or manager. In some situations it is important for you to seek advice and get help in order to manage a conflict situation. A sound knowledge of your own organisational policies will help you to do this.