Resolving Conflict Creatively
as a Community of Learners!
Dr. Loucrecia Collins
The University of Alabama at Birmingham
Promoting
Collaborative
Learning
Communities
Herman Melville
“We
cannot live for ourselves
alone. Our lives are connected
by a thousand invisible threads,
and along these sympathetic
fibers our actions run as causes
and return to us as results.”
Purpose Statement
 The
purpose of this presentation is to
review how conflicts emerge in university
settings and discuss strategies to resolve
them creatively.
Gathering Activity
 If
CONFLICT were a color…..
 Conflict
Web
Conflict Defined
“The
interaction of interdependent
people who perceive opposition of
goals, aims, and views, and who see
the other party as potentially
interfering with the realization of
these goals.”
Putnam & Poole (1987, p. 352)
Conflict in Universities
 As
the role of universities emerge, there
exits a change in the role of faculties
that is setting the stage for conflicts.
These changes are related to
intergenerational differences and the
rapid development of social media.
Collins, 2014
Communication
ILAC
 The Power of Social Media
 I am LOVABLE and Capable
 How do we strengthen Communication
among faculty, Department Chairs and
the Administration to move the work of
the University forward?

How Can Faculty and the Administration
Benefit from the skills of reflecting on Conflict
Resolution?
 Further
Develop Analytical Skills
 Reframe Main Issues
 Identify issues in Conflicts
 Develop Empathy in others
 Increase Faculty Productivity in Pubs and
Grant writing
Conflict Occurring in Universities
 Within
an individual
 Between individuals
 Among faculty members and the Dean
 Between groups within the larger faculty
 Between the Department Chair, Dean and
central administration
The Nature of Conflict
Conflict
can be functional or
dysfunctional.
Functional Conflict
When
conflict is functional, the university
benefits; there is a win-win attitude, and
harmony exists.
Owens (1995)
Dysfunctional Conflict
When
conflict is dysfunctional, there is
a win-lose attitude and hostility is
produced.
Owens (1995)
Types of Conflict
Interpersonal
Intergroup
Interorganizational
Role
Types of Conflict
1. Interpersonal--conflict that
exists between individuals
within a group
Barge (1994, p. 163)
Types of Conflict
 2.
Intergroup-conflict that exists
between two
groups within an
organization
Barge (1994, p. 163)
Types of Conflict
 3.
Interorganizational-conflict that exists between
two organizations
Barge (1994, p. 163)
Types of Conflict
4.
Role--Incompatibilities between the
expectations individuals hold for other
individuals as they perform various
functions in departments.
Main Causes of Conflict
Competition
Desire
for scarce resources
for autonomy
Divergence
Jealousy
in goals
Conflict Resolution
A Challenge
for Universities
What is Conflict Resolution?
Conflict
Resolution
refers to strategies
that enable faculty to
resolve conflicts
peacefully and
cooperatively. This is
an active process!
Correlates of Conflict
Resolution
 Cooperation
 Communication
 Appreciation
for Diversity
 Responsible Decision Making
 Healthy Expression of Feelings
I Messages
A
strong and powerful way of expressing
how we are feeling is through an I
message…
 Alleviates anger, blame, and putting
down of others, while keeping
communication open.
 Pair share
 Trio practice..
Conflict Management Defined
Conflict
management is the process of
resolving and minimizing the
disagreements resulting from perceived
or real differences
Greenhalgh (1986)
Strategies for Managing
Conflict
Avoidance
Smoothing
Bargaining
Power
struggle
Problem solving(Conflict Resolution)
Strategies for Managing Conflict
Avoidance--used
when the leader
wants to maintain a rational climate
and avoid hostility (does not resolve the
conflict)
Strategies for Managing Conflict

Smoothing--The leader wants to
maintain positive interpersonal
relationships and attempts to minimize
differences of opinion.
Strategies for Managing Conflict
Bargaining--The
leader shows
moderate levels of concern for both
task and relationship (disputing parties
make concessions; neither party wins
nor loses completely).
Strategies for Managing Conflict
Power
struggle--The leader shows little
concern for interpersonal relationships.
The major focus is on task
accomplishment. Power and force are
used to break down the opposition,
regardless of the consequences.
Strategies for Managing Conflict
Problem
solving--The leader displays a
collaborative approach to managing
conflict. The primary concern is
accomplishing the task in a manner that
is rational and allows a positive climate
to be maintained. (Conflict Resolution)
The Reality of Conflict in an
Intergenerational World
Conflict
is an inevitable and allpervasive element in universities.
Conflict can be a positive, if handled in
the right way… The way being to
actively seek a solution.
Next Steps..
 How
can you infuse Conflict Resolution into your
work as a …?
 What do you see as the role of communication in
conflict?
 How does intergenerational differences impact
conflict?
 The one thing I want to change about how I deal
with conflict is…
Closing…
 Mr.
and Mrs. Wright..
 The one thing I want to change about
how I deal with conflict is..
References
Barge, J. K. (1994). Leadership: Communication skills for organizations
and groups. New York: St. Martin’s Press.
Greenhalgh, L. (1986). SMR forum: Managing conflict. Sloan
Management Review, 27, 45-51.
Owens, R. G. (1995). Organizational behavior in education (5th ed.)
Boston: Allyn and Bacon.
Putnam, L. L. & Poole, M. S. (1987). Conflict and negotiation. In F. M.
Jablin, L. L. Putnam, K. Roberts, & L. W. Porter (eds.), Handbook of
organizational communication (pp. 503-548). Newbury Park, CA:
Sage.