Contextualized Approach to Learning

Prepared by:
Diana Marie R. Dime
TCP – Social Studies
 Define and discuss conflict resolution;

 Participate actively in the discussion of other conflict

resolution approaches and processes;

 Write a reflection about an experience implementing

conflict resolution; and

 Create a poster or guide for others to resolve

conflict.
 Definition of Conflict and Conflict Resolution
 Different Approaches in Resolving Conflict
 Thomas-Kilmann Conflict Mode Instrument (TKI)
 Conflict Resolution Strategies
 Competing
 Collaborating
 Compromising
 Accommodating
 Avoiding
 Interest-Based Relational (IBR) Approach
 Conflict Resolution Process by Manktelow and Amy Carlson
What is Conflict?
Conflict is an essential
and unavoidable human
phenomenon because where
there is human interaction
there is a likelihood of
personal likes and dislikes.
“Conflict is appearance of difference, difference of
opinions, of interests.”

- Mary Parker Follett

“Conflict is defined as opposition or dispute between

persons, groups or ideas.”
- Joe Kelly
What is Conflict
Resolution?
Conflict Resolution is
conceptualized as the
methods and processes
involved in facilitating the
peaceful ending of conflict
and retribution.
 Thomas-Kilmann Conflict Mode Instrument (TKI)

It was designed by two psychologists, Kenneth Thomas and Ralph

Kilmann to illustrate the options we have when handling conflict.

There are two dimensions in the TKI model, the Assertiveness option and the
Cooperativeness option.

The first dimension, the vertical axis:

Assertiveness – this is concerned with conflict response based on
our attempt to get what we want.

The second dimension, the horizontal axis:

Cooperativeness – this is concerned with response based on helping
others get what they want.
Thomas-Kilmann Conflict Mode Instrument (TKI)
TKI model also identified five main styles of dealing with conflict that may
vary in their degrees of cooperativeness and assertiveness.
CONFLICT RESOLUTION
STRATEGIES
I. Competing
II. Collaborating
III. Compromising
IV. Accommodating
V. Avoiding
CHARACTERISTICS
People who tend towards a competitive style
take a firm stand, and know what they want.
People tending towards a collaborative style
try to meet the needs of all people involved.
People who prefer a compromising style try to
find a solution that will at least partially
everyone.
Indicates the willingness to meet the needs of
others at the expense of the person’s own
needs.
People tending toward this style seek to evade
the conflict entirely.
 Interest-Based Relational Approach (IBR)

This type of conflict resolution respects individual differences while

helping people avoid becoming too entrenched in fixed position.

In resolving conflict using this approach, you need to follow these rules:

INTEREST-BASED
RELATIONAL APPROACH CHARACTERISTICS
(IBR)
As far as possible, make sure that you
I. Make sure that good
treat the other calmly and that you try to
relationships are the first priority.
build mutual respect.
Recognizing that in many cases the other
II. Keep people and problems person is not just “being difficult” - real
separate. and valid differences can lie behind
conflictive positions.
 INTEREST-BASED
RELATIONAL APPROACH
(IBR)
III. Pay attention to the interests
that are being presented.
IV. Listen first; talk second.
V. Set out the “facts”.
VI. Explore options together.
CHARACTERISTICS
By listening carefully you’ll most-likely
understand why the person is adopting
his or her position.
To solve a problem effectively you have
to understand where the other person is
coming from before defending your own
position.
Agree and establish the objective,
observable elements that will have an
impact on the decision.
Be open to the idea that a third position
may exist, and that you can get to this
idea jointly.
A Conflict Resolution Process designed by
Manktelow and Amy Carlson

1 • Set the Scene

2 • Gather Information

3 • Agree on the Problem

4 • Brainstorm Possible Solutions

5 • Negotiate a Solution
 CONFLICT RESOLUTION
PROCESS
Step 1. Set the scene.
Step 2. Gather information.
Step 3. Agree on the problem.
Step 4. Brainstorm possible solution.
Step 5. Negotiate a solution.
CHARACTERISTICS
Restate the facts, paraphrase and
summarize.
Ask for other person’s viewpoint, listen
with empathy and use “I” statements. “I”
statements will allow both parties to
work through their disagreements in a
way that allows them to express their
opinions and feelings to each other
without assigning blame.
Understand what the other person sees as
the problem
Generate all ideas for the solution to a
problem.
Use win-win approach which can be
useful to find a solution that satisfies
everyone.
FINAL THOUGHT