Resources for resolving conflicts posted on Web

Employees or students seeking to manage conflicts that occur and to build a positive campus climate can find resources on a new Web site.

The site, http://www.ohrd.wisc.edu/onlinetraining/resolution, defines conflict and related terms and concepts, and identifies common problems and strategies for resolving conflict.

“Conflict is a major challenge facing all of us in our lives,” says site coordinator Harry Webne-Behrman of the Office of Human Resource Development. “Most people find conflict uncomfortable, and we are frequently stuck in our sense about how to respond effectively to such a challenge.”

The site can guide those facing a large, intra-departmental conflict, or aid two people, such as a supervisor and employee who are having a disagreement.

Department chairs, for example, often may feel hampered when carrying out long-range planning, Webne-Behrman notes. “Politics, personalities and historic patterns of behavior contribute to feeling overwhelmed. Sometimes, getting some practical information about how to proceed can help people gain confidence that they can manage the situation, rather than surrender to it.”

Published by the Office of Human Resource Development and the Office of Quality Improvement, the site describes a process for responding to conflicts, including strategies for preparing to negotiate and determining whether an issue is appropriate for such an approach.

A section on best practices provides examples of processes that are frequently successful in complex situations, disputes that a third-party mediator should address, considerations for department chairs and strategies for creating an affirming environment in which to negotiate.

Simulations, exercises and resources are also outlined on the site, which offers additional tools and steps that can enhance understanding of conflict, video clips with further discussion of key issues and a link to a discussion board that may expand learning opportunities.

In addition to the Web site, Webne-Behrman adds that human resources staff on campus, the Employee Assistance Office and the new ombuds office can be good resources to help people.

For those involved in a conflict, Webne-Behrman suggests they “recognize that conflict is normal, and that neither you nor the person with whom you are having the conflict is a ‘bad person’ because you face these challenges together. Stay calm, take stock of what is happening and clarify what you really need to effectively manage the conflict.”