CONFLICT MANAGEMENT AND NEGOTIATION SKILLS IN COMMUNITY DEVELOPMENT PROGRAMMES

Module Objectives: At the end of the session, participants should be able to: handle conflict situations; turn conflict situations into productive rather than destructive ends; and apply negotiation principles in conflict management

CONFLICT When you hear the word . . What do you think and what images come to you . . .

Good and Bad News about Conflict The bad news about conflict is that we can’t escape it. Conflict is a part of being human. Yet we don’t teach how to deal with conflict. How many of you have had a course in conflict resolution? How many parents/couples get training in dealing with conflict? Teachers? Administrators? Community leaders?

……………Continued The good news about conflict is that no meaningful change takes place in the absence of conflict. Conflict can be a powerful motivator for change. It is not difficult to learn basics about conflict that help a lot in making conflict constructive rather than destructive.

INCOMPARTIBLE ATTITUDES MOTIVES, VALUES OR EXPECTATIONS INCOMPARTIBILITY BETWEEN ACTUAL OR DESIRED OUTCOME PERCEIVED DISAGREEMENT TENSION CONFLICT

The two Chinese characters displayed above together mean “crisis”: one symbol is for danger and the other opportunity. Conflict can be understood the same way: both as a danger and an opportunity. Thus, conflict itself is not bad; it is what one does with it that makes a difference (Coleman Raider International 1997)

DESTRUCTIVE CONFLICT CONSTRUCTIVE CONFLICT Diverts energy from real tasks Destroys morale Polarizes individuals & groups Deepens differences Obstructs cooperative action Creates distrust & suspicion Decreases productivity Opens up an issue in confronting manner Develops clarification of an issue Improves problem solving quality Promotes effective communication Initiates growth Increases productivity

How do I prevent/handle/manage conflicts?

What is Conflict Management Conflict management is the principle that all conflicts cannot necessarily be resolved, but learning how to manage conflicts can decrease the odds of nonproductive escalation. Conflict management involves acquiring skills related to conflict resolution, self-awareness about conflict modes, conflict communication skills, and establishing a structure for management of conflict in your environment.

Sources of conflict Instrumental conflicts concern goals, means, procedures and structures. Conflicts of interest concern factors that are important for the distribution of ownership, competence, expertise, etc. Personal conflicts are about questions of identity and self-image, and important aspects in relationships.

Conflict Handling Modes. Competition: assertive and uncooperative position and pursues his own concerns at the other person’s expense. Collaboration or problem solving: both assertive and cooperative, working together to find a solution. Compromising: is intermediate in both assertiveness and cooperativeness. Find mutually acceptable solutions, which partially satisfies both parties. Accommodating or peaceful co-existence: unassertive and cooperative person, an individual neglects his own concern for the other person. Avoidance or withdrawal: unassertive and uncooperative, does not address the conflict. There is no universally right handling mode. All the five modes are useful in some situations.

What factors can affect our conflict modes? Gender Self concept Expectations Situation Position Practice Communication skills Life Experiences

Dealing With Conflict Tools considered more effective in dealing with conflict include Conciliation: attempt by neutral third party to communicate separately with disputing parties and reach an agreement on a process for addressing the dispute. Negotiation: voluntary process in which parties meet face to face to reach a mutually acceptable resolution of the issues in a conflict. Mediation: neutral third party, a mediator who helps the parties to jointly reach agreement in a negotiation process but has no power to enforce a solution in the dispute.

Negotiation Negotiation consists of discussions between two or more parties around specific issues for the purpose of reaching a mutually satisfactory agreement. Negotiation is one of the ways by which conflict can be resolved and sometimes referred to as compromising. Negotiation is a skill that can be improved with practice. Community members must aim at a Win-Win negotiation in order to achieve the aims of their development programmes.

NEGOTIATE A SOLUTION 1. Identify and define conflict 2. Generate a number of possible solutions together 3. Evaluate the alternative solutions together 4. Decide on the best solutions together

Three types of conflict negotiation WIN-LOSE- one person wins the battle and one person looses (one party leaves satisfied, while the other leaves dissatisfied) LOSE-LOSE- both parties lose (both parties leave with a feeling of dissatisfaction) WIN-WIN-both parties win (both parties leave with a feeling of satisfaction)

STEPS IN CREATING A WIN-WIN CONFLICT 1. Identify your problem and unmet needs. 2. Set a specific time to deal with conflict (one that puts both parties in a positive climate). 3. Describe problem and needs. 4. Check back with other, in order to ensure understanding. 5. Ask other what his or her needs are. 6. Paraphrase to make sure you understood. 7. Negotiate a solution. 8. Follow up on solution that was decided upon.

Conflict Mitigation Community level Stakeholders at the community level must be involved in the planning and implementation of natural resources use strategies by Governments at all levels. We must draw on their ideas, experiences, value and capabilities as a driving force for conflict mitigation.

Stakeholder Analysis Identify key actors in the system and their respective interest; and provide data on existing patterns of interactions and tools in decision making. Identification and documentation of local approaches to conflict management Conflict avoidance – e.g. reporting offenders to acceptable local authorities, grazing livestock away from cropped land, consultation, etc. Negotiation by recognizing community preference and preparedness to compromise using the principles of consensus building.

Conclusion Conflict is inevitable within a project or a community but it is how we handle or manage it that matters. A leader needs to be able to communicate and negotiate well so that the conflict will be constructive rather than destructive.

View Differences Of Opinions As Opportunities To Learn Rather Than Obstacles To Overcome

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