MANAGING CONFLICTS

 INTENT TO UNDERSTAND vs INTENT TO PROTECT

 Put a group of people with a vast amount of opinions and views, there's bound to be a conflict here or two. Many conflicts at the workplace is due to the amount of stress the employees feel. These stress levels can become so intense that the working environment can be difficult to work in.

My colleagues and I have been going through a conflict that has divided the teachers. The story begins this passed school year. We were all sent individual letters expressing concern of the absenteeism. To make a long story short. Though the letter was sent professionally and wasn't in any way undermining or threatening many of  felt  we  being reprimanded for the actions and irresponsibility  of other. Recently we all became aware that a couple of days were taken away. This came without a warning, a memo or meeting. So.......some of my colleagues decided to write a letter to the Administration voicing our concern and requested a meeting to understand who decided to do this and why weren't we informed. We were asked to sign this letter. A problem arose when the teachers who signed this petition became insulted others  with those who refused to sign it therefore, both parties felt angered and betrayed.

 Understanding now how effective communication is vital in any type of relations ship, I believe that all this has escalated from a misunderstanding to something personal. No one took the time to listen to one another and understand why or why not people signed the petition. People took sides and now comes the challenge to come together once again.  As a  group we needed to be able to make clear observations  and communicate  them without bringing out any defensive negative energy.It can create a hostile working environment. Another solution could of been to differentiate the the request from the demand. Those who wrote and signed the petition may have requested or suggested others to sign rather than assume later demand the reasons why or make accusations(The Center for Nonviolent communication). 

Thus far apologies have been said and a select few have moved on from this incident. One colleague stated that she did not appreciate being disrespected by the Administration and her colleagues and is saddened that the bonds of trust have been broken.  I feel the same way.
 

 

 

The Center for Nonviolent Communication. (n.d.). Retrieved September 30, 2013, from http://www.cnvc.org/