The results were analysed and, together with their nominated manager, CEDR designed an intervention for non-manager and managers. As Case studies for managers conflict resolution Council staff were increasingly involved in joint meetings with families, schools and professionals, it was felt that employees would benefit from being trained in mediation skills.
There were two main elements of the training: Over 6 days CEDR training consultants delivered a workplace mediation skills training course.
After designing the training based on study results and input from senior management at the UNHCR, CEDR delivered conflict management, mediation skills for managers, training for trainers and mediation skills training in 7 countries with over staff over 18 months.
Working with the Coaching Network Manager to replicate some of the features of their internal coaching service, CEDR supplied a project manager to oversee the assignment supported by a training course manager, as well as specialist consultants with experience in mediation supervision, training and coaching.
Between andCEDR provided ongoing assistance to minimise the impact of negative conflict arising from a range of structural factors. The second day, introduced the delegates to the concept of mediation and its effectiveness in relation to workplace conflict.
A key part of the project was the Training Needs and Learning Analysis that was conducted before the implementation of the conflict management workshops.
Skills menu Case studies These case studies represent a sample of our work in equipping individuals and teams with conflict management and resolution skills.
The Bank identified that the ability of its workforce to engage constructively with differences and conflicts is essential to organisational performance.
Case study — British Airways Need: Keen to adopt best practice for their organisation and their clients, ICSA approached CEDR after listening to conference presentation on conflict management skills for the workplace.
In the context of the building of Heathrow Terminal 5, British Airways were aware of the importance of managing difficult conversations and situations both with their employees and their passengers.
For more information on our courses and programmes contact the training team on or email training cedr. CEDR first conducted an initial analysis to identify the causes and patterns of conflict and of the organisational culture of the Bank.
Due to high levels of interest and a desire for maximising the learning that managers received, the course was extended to 2 days of training. CEDR has dedicated over days to this project over 3 years. This is an ongoing project.
Interventions included conflict coaching, facilitated conversations with team members and bespoke conflict management workshops. Collaboration between the project team from UNHCR and CEDR to design and roll-out training to staff, ranging from senior managers to administration staff across duty stations throughout the world.
One day of training was dedicated to refreshing the mediation skills of a broad range of House of Commons employees, and the second concentrated on developing the conflict management skill-sets. Styled around a negotiation framework, the course included sessions on trust and emotion, value leverage and creativity, supported by substantial role play, exercises and coaching.
As part of personal development initiatives to enhance client relationships, associates and partners undertook conflict styles training in their London offices. CEDR were invited to assist the organisation in developing their in-company mediation service through improving skills and supervising existing workplace mediators within the organisation.
They have also reported that Case studies for managers conflict resolution are understanding and finding new ways of dealing with tension. As part of this exercise each course participant completed the Thomas Kilmann Instrument exercise, and a comparative analysis of these reports was conducted and presented to the Bank, giving them a greater understanding of how individuals within the organisation manage conflict.
Case Study — Banking Need: Due to a range of factors, a negative culture had developed and team members were in conflict between themselves and with their manager.
CEDR consultants worked with Girls Day School Trust on three occasions delivering negotiation and conflict management training to senior administrators and business managers. Through one-on-one interviews and staff surveys, CEDR consultants conducted a training and needs analysis in English and French.
In the context of coping with the challenges of conflicting priorities and interests of different governments, complex processes and lines of decision-making, this organisation had identified the need to improve employee skills in dealing with internal and external conflict situations.
CEDR then worked with PwC to organise training days throughout the country while ensuring that feedback and review processes occurred with all facilitators at the completion of every training day.
A mixture of workshops have been being held over a course of eight years with approximately banking professionals undertaking this course per year. It encourages the staff to deal with challenging issues in an open and transparent manner.
Senior decision makers could see that left resolved poor management of tensions and conflict would carry significant costs in terms of business performance, talent retention, employee engagement and wellbeing and were proactive in seeking a solution.Workplace dispute resolution and the management of individual conflict – a thematic analysis of 5 case studies.
Richard Saundry – Plymouth Graduate School. Conflict resolution is the process of resolving a dispute or a conflict by meeting at least some of each side’s needs and addressing their interests. Conflict resolution sometimes requires both a power-based and an interest-based approach, such as the simultaneous pursuit of litigation (the use of legal power) and negotiation (attempts to reconcile each.
Project managers routinely deal with conflict, both from internal and external sources. This article provides a framework for the organizational conflict process, and discusses such common organizational causes of conflict as reward systems, scarce resources, uncertainty over lines of authority, differentiation (or interdepartmental friction), and.
Case studies These case studies represent a sample of our work in equipping individuals and teams with conflict management and resolution skills. For more information on our courses and programmes contact the training team on or email [email protected] Case Studies for Conflict Resolution: A key element in civil rights training Wisconsin WIC 3 Case Study #3 In a predominately Hispanic community, a.
Conflict Resolution, 3 Conflict Resolution Case studies are an interesting way to learn about possible situations and scenarios. By using these, individuals can learn to study and prevent organizational.Download