Resolution of Conflict Model
Why do it? An exploration into conflict and conflict management, this strategy engages several critical skills that will increase emotional and social competence and provide the opportunity for increased academic understanding.
Time: 1.5 - 2 hours
Group or Individual: Group Activity
Overview
The resolution of conflict model is a cooperative learning method specifically designed to give learners structure to develop empathy and to identify and manage emotions through conflict.
Directions
- List the Facts of the Conflict
- Provide learners with a specific conflict and supporting information in the form of articles, videos, charts & graphs, etc. They can also choose their own conflict as a class or group and find their own supporting information through research.
- In small groups, learners list all the facts pertinent to the conflict, including the major actions of the participants.
- Ensure learners rely on facts – not assumptions – by referencing the sources.
- Provide a method for learners to record relevant facts through their observations or prior research, which they can refer to throughout the process (e.g. whiteboard, graphic organizer, large paper pad, etc.).
- Identify the Reasons, Feelings, and Reasons for those Feelings of those involved in the Conflict
- In groups, learners identify the reasons for the actions taken by participants within the conflict, the feelings of participants, and the reasons for those feelings.
- Provide sufficient time for learners to discuss each of these separately. If you're using a worksheet or whiteboard, it may be helpful to break each one into separate tasks, boxes on a graphic organizer, columns, etc.
- Encourage learners to focus their discussions on looking for an explanation of the "why" behind behaviors and feelings.
- Propose Resolutions
- Provide the learners sufficient time to brainstorm, discuss, and propose potential resolutions and then choose the one they think is best and why.
- Have learners review and discuss possible effects of the chosen solution. Some possible questions to ask include:
- How would that make everyone feel?
- Why would the people feel that way?
- Is it possible to be fair to everyone?
- Identify and Relate Similar Situations
- Now, give learners time to relate this conflict to similar situations they may be familiar with.
- In these similar situations, the learners discuss how the participants felt and why.
- Evaluate the Decision
- Give learners time to further evaluate their decision and then look for alternate solutions.
- Imagine the effects of the action chosen.
- Discuss alternate solutions and their impact.
- Give learners time to further evaluate their decision and then look for alternate solutions.
- Make Generalizations
- Have learners make generalizations about their observations.
- How might people in similar situations behave?
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Consider This
The emphasis of this model is on learners' ability to articulate their own views and see the situation from the perspective of others. They will begin to realize that often others have not seen or heard exactly what they have. Also, because of previous views, others may not interpret what they have seen or heard in the same way. These are complex ideas, and they are the foundation of managing conflicts constructively.
Note: In a virtual space? No worries. Use a conferencing tool and utilize breakout rooms to facilitate a synchronous conversation.
References
- Gunter, M. A., Estes, T. H., & Mintz, S. L. (2007). Instruction: A models approach. Pearson Education.