Module 3 Flashcards
(47 cards)
1
Q
A
2
Q
what are the approaches of resolving conflict
A
tingnan mo sa table
3
Q
- this moves away from another and do not address the conflict instead, they deny it and keep it hidden
- reflects a low concern for the issue and/of relationships. The longer the time the conflicting parties resolve, the more difficult it becomes. When parties avoid each other, they lose since they do nothing to their problem
A
avoidance
4
Q
when should we use AVOIDANCE
A
- When an issue is unimportant or when other, more important issues are pressing
- When you perceive no chance of satisfying your concerns
- When the potential costs of confronting a conflict outweigh the benefits of its resolution
- When you need to let people cool down
- When others can resolve the issue more effectively
5
Q
- giving up or giving in to the other person. The individual neglects his/her own concern in favor of satisfying the concern of the other
- individual is unassertive and very cooperative.
- ignore and put higher stakes to relationships. For them, conflict is usually disastrous therefore, it is better to keep one’s peace.
A
accommodation
6
Q
when to use ACCOMMODATION
A
- When you realize that you are wrong-
- When the issue is much more important to the other person than it is to you
- When you want to build up social credits for later issues that are important to you
- When you are outmatched and losing and more competition would only damage your cause
- When preserving harmony and avoiding disruption are especially important
7
Q
- moderately assertive and moderately cooperative
- Their objective is to find an expedient, mutually acceptable solution that partially satisfies both parties
- conflict is mutual difference best resolved by cooperation
- If each comes half way, progress can be made by democratic process.
A
compromise
8
Q
when to use COMPROMISE
A
- When goals are moderately important but not worth the effort or the potential disruption involved in using more assertive modes
- When two opponents with equal power are strongly committed to mutually exclusive goals
- When you want to achieve a temporary settlement of a complex issue
- When you need to arrive at an expedient solution under time pressure as a backup mode when collaboration or competition fails
9
Q
- a movement against another response. It is power-orientated, assertive, but not cooperative
- Individuals will assert themselves in pursuing their interest even at other people’s expense
- defending a position and pushing it through, believing it to be correct, or simply due to the desire to win—even by force
A
competition/confrontation/domination
10
Q
when to use COMPETITION
A
- When quick, decisive action is vital
- When you need to protect yourself from people who take advantage of non-competitive behavior
11
Q
- the parties are both assertive and cooperative. They move towards the other in order to find a solution that fully satisfies their concerns
A
collaboration
12
Q
when to use COLLABORATION
A
- When you need to find an integrative solution and the concerns of both parties are too important to be compromised
- When your objective is to learn and you wish to test your assumptions and understand others’ views
- When you want to merge insights from people with different perspectives on a problem
- When you want to gain commitment by incorporating others’ concerns into a consensual decision
- When you need to work through hard feelings that have been interfering with a relationship
13
Q
what is thomas-kilmann conflict modes table
A
tingnan mo ang table siyempre
14
Q
- the exchange of information using a shared set of symbols
- the process that links group members and enables them to coordinate their activities.
A
communication
15
Q
where does the term communication come from
A
communis (latin) which means common
16
Q
what are the elements of communication
A
- source or sender of message
- message itself
- channel or medium of communication
- receiver of the message
- feedback
17
Q
what are the significant skills in realizing effective communication
(plot)
A
- probing
- listening
- observing
- telling
18
Q
It is critical that we do not only pay attention to the surface of the message, but also delve beyond words and actions
A
probing
19
Q
Not only should we be able to listen with our ears, but we should be able to listen with our emotions as well
A
listening
20
Q
- Observe the behaviors, body language, and tone of voice, among other things. Based on the other person’s body language, what does he or she say?
- Being able to read outward signs would help us evaluate the situation more correctly and determine whether or not the communication is positive.
A
observing
21
Q
- The communication process is influenced by the manner we speak or how we speak
A
telling
22
Q
what are other methods of resolving conflicts
(mand)
A
- dialogue
- negotiation
- meditation
- arbitration
23
Q
as a conversation between two or more persons, where exchange of ideas on a certain political or religious issue, for example, with a goal of amicably settling conflict.
A
dialogue
24
Q
what qualities should a dialogue carry
(rel)
A
- respect
- esteem
- love for each other
25
what are the main qualities of a dialogue process
(sptp)
* silence
* position
* tension
* patience
26
In a conversation, the best way to listen is to keep quiet. When one is quiet, his ability to hear what the other person is saying is maximized. It is in keeping quiet that we have the opportunity to think deeply, instead of only listening to oneself.
silence
27
It suggests that in a dialogue, an individual needs to have grounding and enough knowledge to represent his convictions. For example, if we are a Christian, without enough knowledge about what Christianity is, we would have a difficulty engaging into a dialogue with a Muslim. In the same manner, with limited knowledge about Islam, neither can we, as a Muslim for example, effectively present Islam in a dialogic conversation.
position
28
In the process of doing a dialogue, individuals are allowed to go through a period of “???” not for the purpose of fighting, but as part of the process of seeking the truth for each party to understand each other.
tension
29
Dialogue is a process, and therefore, it cannot swiftly happen. At the outset, we need to take time and patiently prepare ourselves to engage in the dialogic conversation for maximum results.
patience
30
* These parties work to restore peace by utilizing a variety of ways to mediate disagreements and reduce tensions between individuals, communities, and organizations
* this has long been a standard method in how our world resolves disputes and conflicts.
negotiation
31
what are the stages of peace negotiation
pwede can i?
(pd cnai)
* preparation
* discussion
* clarifying goals
* negotiate towards win-win outcome
* agreement
* implementing a course of action
32
an intervention that utilizes a number of techniques aimed to improve the mind's potential to change bodily functions and symptoms.
mediation
33
what is the step-by-step procedure of mediation process
(mdencg)
1. step 1- mediator's opeing statement
2. step 2- disputant's opening statement
3. step 3- explore the issues together
4. step 4- negotiate and compromise
5. step 5- create a written agreement
6. step 6- get some closure
34
The mediator meets with each participant individually to outline what they may anticipate from him/her and the procedure. It is critical at this stage that both parties be willing to cooperate and agree on basic ground rules. Building trust enables them to communicate openly and honestly with the mediator and with one another.
step 1- mediator's opening statement
35
Meet with each party separately to allow them to express their side of the story freely and honestly. In addition, each side is encouraged to describe the issue and its potential financial and other consequences. To demonstrate understanding, the mediator actively listens, reflects, and paraphrases what they are saying.
step 2- disputant's opening statement
36
Arrange a joint meeting once both parties have had time to deliberate. It is preferable to begin the session on a positive note by thanking the people involved, reminding them of the ground rules, summarizing the problem, and outlining the key points of agreement and disagreement. Give them equal time to speak and express themselves without interruption.
step 3- explore the issues together
37
The mediator directs both parties' attention to the issues highlighted throughout the discussions and areas where they agree. The difficulties were resolved as a quick win to generate good momentum and give both sides confidence in building workable solutions.
step 4- negotiate and compromise
38
It is best to take notes of all the meetings and once the participants have reached a solution, write that up as a formal agreement that is understandable to both parties. To add weight and finality to the outcome allow each person to sign the agreement.
step 5- create a written agreement
39
Finally, give both parties a copy of the agreed-upon statement and carefully explain what is expected of them once they return to work. Summarize the procedures and express gratitude to both parties for their assistance and cooperation.
step 6- get some closure
40
* a device in which the resolution of a question of mutual interest is entrusted to one or more other persons
* one of the oldest method of conflict resolution and most intrusive form of third-party participation
arbitration
41
what are the phases of an arbitration process
1. phase 1- first pleading
2. phase 2- panel selection
3. phase 3- first pre-hearing meeting
4. phase 4- trial preparation
5. phase 5- final hearing
42
As the parties meet with their separate attorneys, there will be a flurry of activity at first. During this phase, the parties assess the evidence and prepare their own statements of Claims and Answers.
Phase 1.
First Pleadings
43
in which the parties agree on up to four nominated arbitrators who will sit on the panel and rank the remaining arbitrators in order of preference. The chosen arbitrator is appointed by an arbitral institution or a court.
Phase 2.
Panel Selection
44
This is also known as a discovery stage. During this stage, the parties work hard to discover and find all necessary papers, information, and witnesses that will be needed to present their claims and defenses at the final hearing. This step is considered critical in the arbitration process since it requires little participation from the parties. If the parties cannot agree on a specific discovery issue, they will draft, respond to, and defend discovery motions that are filed.
Phase 3. First Pre-hearing Meeting
45
A trial preparation will be held one month before the final hearing to prepare for and remove any potential surprises at the final hearing. Arbitrators are also preparing their expert reports at this time.
Phase 4.
Trial Preparation
46
which might run anywhere from a halfday to a week or more, will be the final stage of the arbitration process. Respondents were permitted to present their arguments, as well as witnesses and evidence. When the parties have finished presenting their final arguments, the panel will deliberate and issue an Award that containsthe conclusions and costs. If there is noncompliance, an action for enforcement, challenge, oraward may be taken.
Phase 5.
Final Hearing
47
what are some benefits of arbitration
1. both parties are encouraged to participate and ask for resolutions that avoid hostility towards one another;
2. quicker and less complicated
3. faster than litigation
4. flexible
5. has simplified rules
6. held in private
