Re: Conflict Resolution
Dear Amy,
From time to time in many work places we are faced with various problems and sometimes conflict which for the most part are often inevitable. We at Project BEAM have noticed that you appear to be experiencing some difficulty or conflict when dealing with your support teacher assigned to Dale. Dealing with conflict and disagreement is half the battle and can create positive outcomes. However, when conflict and disagreement is handled inappropriately, the outcome can be destructive and are rarely in the best interest of either party (Brinkman & Kirschner, 1994). We hope that we are able to provide you with guidance and support in regard to this situation and leave you with an outcome that suits not only you but all those involved.
Conflict can be defined as a situation when one or both parties are not able to secure what they need or want and are actively seeking their own goals (Brinkman & Kirschner, 1994). There are a number of reasons why conflicts occur and it is imperative that you try and understand the context in which your conflict is taking place. Is it:
- Misunderstanding
- Personality clashes
- Competition for resources
- Authority issues
- Lack of cooperation
- Differences over methods or style
- Value or goal differences
Conflict can be destructive when it diverts energy from more important issues and tasks, deepens differences in values, polarizes groups so that cooperation is reduced and destroys the morale of people or reinforces poor self-concepts. If the conflict between you and your support teacher continue we can guarantee that Dale will be the victim in this scenario as your conflict will use up all your energy that you should be using to help him achieve to his full potential. To achieve a positive outcome we at Project BEAM suggest that you:
- Identify the problem.
- Have each party see the problem/situation from the other point of
view. State what you want. Repeat what you hear.
- Identify the ideal end result, from each party’s point of view.
- Determine what results you would constitute a fully acceptable solution.
- Figure out what can realistically be done to achieve each individual’s
goals.
- State what you want to happen when results have been achieved.
- Find an area of compromise
- Agree to work toward resolution and schedule a follow-up meeting.
(Brinkman & Kirschner, 1994)
The DET seeks to resolve difficulties, grievances and complaints in a prompt, impartial and just manner (NSW DET, 2009). While most complaints should be resolved informally with the relevant employee, there are provisions for the use of formal procedures depending on the nature and seriousness of the complaint (NSW DET, 2009). The DET provides policy and guidelines for handling complaints through the use of the Complaints Handling Policy which aims to address concerns, improve service and to prevent further problems. Should any conflict arise then the matter should be referred to a supervisor or senior manager for resolution (NSW DET, 2009). This may be your stage supervisor or principal. If you do lodge a workplace grievance it must be in accordance with this policy. For further enquiries you may like to contact a specialist in your school, area, region or relevant state office directorate, or the Senior Manager, Employee Performance and Conduct Directorate on (02) 9244 5203. Below is the link that will take you to the Complaints Handling Policy.
http://www.det.nsw.edu.au/policies/general_man/complaints/resp_sugg/
PD20020051.shtml
We at Project BEAM also advise you that all staff need to be aware of their responsibility to comply with the DET Code of Conduct Procedures and act in a manner which promotes a productive and harmonious working environment (NSW DET, 2009). Like we mentioned before the Department is committed to the highest standards of conduct in public education, training and administration and has therefore issued the this single Code of Conduct to cover all departmental sectors and to more closely align staff conduct with the organisational values and ethics which underpin the Department’s policies and procedures (NSW DET, 2009). Such a code clarifies the standards of behaviour that are expected of staff of the DET in the performance of their duties.
We acknowledge that all staff within schools are professionals who exercise best technical and professional judgment who must treat members of the public, their colleagues and students with respect, fairness and consistency (NSW DET, 2009). If a staff member breaches this code it will be deemed misconduct and may lead to disciplinary action. For more information regarding the Departments Code of Conduct log onto the following website.
http://www.det.nsw.edu.au/policies/staff/ethical_behav/conduct/
conduct.pdf
By actively resolving conflict when it occurs, we can create a more positive work environment for everyone. We hope that the above conflict resolution techniques and information relating to conflict within the workplace will help you resolve your issues. We at Project BEAM wish you all the best.
Yours Sincerely,
Dear Amy,
From time to time in many work places we are faced with various problems and sometimes conflict which for the most part are often inevitable. We at Project BEAM have noticed that you appear to be experiencing some difficulty or conflict when dealing with your support teacher assigned to Dale. Dealing with conflict and disagreement is half the battle and can create positive outcomes. However, when conflict and disagreement is handled inappropriately, the outcome can be destructive and are rarely in the best interest of either party (Brinkman & Kirschner, 1994). We hope that we are able to provide you with guidance and support in regard to this situation and leave you with an outcome that suits not only you but all those involved.
Conflict can be defined as a situation when one or both parties are not able to secure what they need or want and are actively seeking their own goals (Brinkman & Kirschner, 1994). There are a number of reasons why conflicts occur and it is imperative that you try and understand the context in which your conflict is taking place. Is it:
- Misunderstanding
- Personality clashes
- Competition for resources
- Authority issues
- Lack of cooperation
- Differences over methods or style
- Value or goal differences
Conflict can be destructive when it diverts energy from more important issues and tasks, deepens differences in values, polarizes groups so that cooperation is reduced and destroys the morale of people or reinforces poor self-concepts. If the conflict between you and your support teacher continue we can guarantee that Dale will be the victim in this scenario as your conflict will use up all your energy that you should be using to help him achieve to his full potential. To achieve a positive outcome we at Project BEAM suggest that you:
- Identify the problem.
- Have each party see the problem/situation from the other point of
view. State what you want. Repeat what you hear.
- Identify the ideal end result, from each party’s point of view.
- Determine what results you would constitute a fully acceptable solution.
- Figure out what can realistically be done to achieve each individual’s
goals.
- State what you want to happen when results have been achieved.
- Find an area of compromise
- Agree to work toward resolution and schedule a follow-up meeting.
(Brinkman & Kirschner, 1994)
The DET seeks to resolve difficulties, grievances and complaints in a prompt, impartial and just manner (NSW DET, 2009). While most complaints should be resolved informally with the relevant employee, there are provisions for the use of formal procedures depending on the nature and seriousness of the complaint (NSW DET, 2009). The DET provides policy and guidelines for handling complaints through the use of the Complaints Handling Policy which aims to address concerns, improve service and to prevent further problems. Should any conflict arise then the matter should be referred to a supervisor or senior manager for resolution (NSW DET, 2009). This may be your stage supervisor or principal. If you do lodge a workplace grievance it must be in accordance with this policy. For further enquiries you may like to contact a specialist in your school, area, region or relevant state office directorate, or the Senior Manager, Employee Performance and Conduct Directorate on (02) 9244 5203. Below is the link that will take you to the Complaints Handling Policy.
http://www.det.nsw.edu.au/policies/general_man/complaints/resp_sugg/
PD20020051.shtml
We at Project BEAM also advise you that all staff need to be aware of their responsibility to comply with the DET Code of Conduct Procedures and act in a manner which promotes a productive and harmonious working environment (NSW DET, 2009). Like we mentioned before the Department is committed to the highest standards of conduct in public education, training and administration and has therefore issued the this single Code of Conduct to cover all departmental sectors and to more closely align staff conduct with the organisational values and ethics which underpin the Department’s policies and procedures (NSW DET, 2009). Such a code clarifies the standards of behaviour that are expected of staff of the DET in the performance of their duties.
We acknowledge that all staff within schools are professionals who exercise best technical and professional judgment who must treat members of the public, their colleagues and students with respect, fairness and consistency (NSW DET, 2009). If a staff member breaches this code it will be deemed misconduct and may lead to disciplinary action. For more information regarding the Departments Code of Conduct log onto the following website.
http://www.det.nsw.edu.au/policies/staff/ethical_behav/conduct/
conduct.pdf
By actively resolving conflict when it occurs, we can create a more positive work environment for everyone. We hope that the above conflict resolution techniques and information relating to conflict within the workplace will help you resolve your issues. We at Project BEAM wish you all the best.
Yours Sincerely,
Project BEAM
