3. Answer the questions:

Does conflictology mean  conflict resolution?

What is the purpose of conflict resolution?

What is the purpose of conflict management?

Why do people conflict?

When do we get a successful conflict resolution?

What important lesson did Napoleon Hill teach us?

What advice will you or did you follow in your own conflict situation?

4. Match the following words with the translation:

challenge– граница

goal– способ

mean-spirited– самоусовершенствование

multi-dimensional– законный

deliberate– многомерный

boundarу– отсутствие

lack– вызов

disparity–различие, неравенство

legitimate– продуманный

concern– трение, разногласие

tool– цель

friction– отношение

self-help– подлый, мелочный

5. Translate into English

Положительные и отрицательные стороны конфликта.

Конфликт– есть качество взаимодействия между людьми, выражающееся в противоборстве сторон ради достижения своих интересов и целей. В каждом конфликте существуют определенные цели, мотивы и интересы сторон, которые вступают в противоречие.

Функции конфликта имеют двойственный характер. Один и тот же конфликт может играть положительную и отрицательную роль, он может быть конструктивен и деструктивен. Конфликт служит источником развития личности, межличностных отношений. Он может улучшить качество индивидуальной деятельности, способствует созданию новых условий деятельности, повышает дисциплину в коллективе.

Неблагополучно развивающиеся конфликты могут сопровождаться психологическим и физическим насилием, травмированием оппонентов, стрессом. Частые конфликты ведут к снижению групповой сплоченности, нарушается система коммуникаций в коллективе.

 

Unit 18

1. Read the tongue– twisters as fast as you can

a) Lesser leather never weathered wetter weather better.

b) A tutor who tooted a flute,

Tried to tutor two tooters to toot.

Said the two to the tutor,

“Is it harder to toot, or

To tutor two tooters to toot?

2. Read and translate the text

Reaching a Solution

Duke Ellington had it right when he said, "A problem is a chance for you to do your best." To deal with conflict successfully, be concerned about your own outcomes and also the outcomes for the other party.

Consider using a process like the one below. This process can be useful in dealing with conflict in relationships, workplaces, or other situations where there is an interest in seeking a negotiated solution. These steps won't guarantee an agreement, but they greatly improve the likelihood that problems can be understood, solutions explored, and the advantages of a negotiated agreement considered within a relatively constructive environment. This process also provides useful strategies that reduce the impacts of stress, fears, and "surprise" factors involved in dealing with conflict.

Success strategies for conflict resolution include:

–                Have a high concern for both your own and the other party’s outcomes, and attempt to identify mutually beneficial solutions.

–                Know and take care of yourself.

–                Understand your perceptual filters, biases, and triggers.

–                Create a personally-affirming environment for yourself before addressing the conflict (sleep, eat, seek counsel, etc.).

–                Clarify personal needs threatened by the conflict.

–                Know your substantive, procedural, and psychological needs.

–                Determine your “desired outcomes” from a negotiated process.

–                Identify a safe place to meet and negotiate.

–                Arrange an appropriate space for the discussion that is private and neutral.

–                Gain mutual consent to negotiate and ensure the time is convenient for all parties.

–                Consider if support people would be beneficial (for example, facilitators, mediators, advocates, etc.).

–                Agree to ground rules.

–                Take a listening stance.

–                “Seek first to understand, then to be understood.” (Stephen Covey, author of 7 Habits of Highly Effective People)

–                Use active listening skills, and listen loudly.

–                Assert your needs clearly and specifically.

–                Use “I-messages” as tools for clarification.

–                Build from what you have heard; continue to listen loudly and actively.

–                Approach the interaction with flexibility.

–                Identify issues clearly and concisely.

–                Participate in generating options (brainstorming), while deferring judgment.

–                Be open and don’t get distracted by “tangents” and other problem definitions.

–                Clarify criteria for decision making.

–                Manage impasses with calm, patience, and respectful behavior.

–                Clarify feelings.

–                Focus on underlying needs, interests, and concerns.

–                Take a structured break if needed.

–                Build an agreement that works.

–                Review “hallmarks” of a good agreement.

–                Implement and evaluate—live and learn.

Using these techniques can improve the outcome of a conflict resolution process for everyone concerned.