פרק ו' ניהול קונפליקטים

Types of Conflicts in School

• Conflicts can arise in different forms within educational settings, impacting student interactions and learning environments.

Covert Conflict

• A covert conflict is indirect and hidden, manifesting through subtle behaviors rather than open disputes.

Content/Task Conflict

• This type of conflict centers around disagreements regarding specific tasks or assignments, often revolving around differing opinions on approaches or methods.

Relational Conflict

• Relational conflict focuses on personal relationships and dynamics among individuals, often rooted in misunderstandings, emotions, or personality clashes.

Causes of Conflict

• Conflicts can stem from various factors such as communication breakdown, competition for resources, differing values, and external pressures.

Conflict Resolution Styles

• Different styles for handling conflicts include:
  • Problem-Solving: Collaborative approach seeking a mutually beneficial solution.
  • Coercion: Imposing one’s will on others to resolve conflicts through force or pressure.
  • Avoidance: Fleeing from conflict situations or ignoring the issues.
  • Accommodation: Yielding or making concessions to maintain harmony.
  • Compromise: Each party gives up something to reach a satisfactory resolution.

Problem Solving

• A structured approach to identify and address issues collaboratively, aiming for a solution that considers all perspectives involved.

Coercion

• A conflict resolution method that involves forcing someone to accept a solution against their will, often resulting in resentment.

Avoidance

• A method of conflict resolution where individuals dodge the issue, often leading to unresolved problems and lingering tensions.

Accommodation

• This style involves one party conceding to the wishes of another to maintain peace, which can sometimes diminish the value of their perspective.

Compromise

• A resolution technique where each party makes concessions to achieve a mutually acceptable outcome, balancing interests.

Structural Approaches to Conflict Management

• Structural approaches involve examining and modifying the underlying systems and structures contributing to conflict, promoting effective integration and cooperation.

Negotiation

• A dialogue between parties aimed at reaching an agreement, often involving discussions of interests and positions to find common ground.

Mediator

• A neutral third party who facilitates dialogue between conflicting parties, helping them understand each other and work toward resolution.

Arbitrator

• A neutral third party who listens to both sides of a conflict and makes binding decisions to resolve disputes.