Managing External Relations - Disaster Management Center ...

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Chapter 2 There is a disagreement between two major parties over fundamental responsibilities in an operation where the lives of people are at stake. The parties must cooperate in order to carry out the operation. The party controlling the greatest number of resources is taking control of the situation and demanding compliance. Conflict management style: Possible intervention: Life threatening situations may require quick decisive action necessitating a competitive style. The competitive style, however, often provokes resentment from the ‘losing’ party. In this situation, some form of compromise should be encouraged in order to keep the relationship open to collaboration at a later stage. Collaboration is the best style to use when it is essential that parties be committed to the outcome. EP 04 31
32 2 Chapter Summary Facilitation skills are useful for running or participating in meetings, making presentations, and networking, regardless of whether there is a large group or only a few people involved. Facilitation is based on a democratic approach where each person can contribute and shares responsibility for group outcomes. The facilitator sets the tone for an honest and open exchange. Planning for facilitation should be based on the functions of the group and its members, focused on the process as well as the content, and based on an understanding of group dynamics. Groups go through fairly predictable cycles within a meeting as well as in their development over time. Seating arrangements should be planned to have an optimum effect on group dynamics. The facilitator should observe behaviours in order to anticipate problems. Assumptions about behaviour should be tested for accuracy by encouraging feedback. Feedback can help to influence behaviour, but should be given in a non-evaluative manner. Feedback should be obtained from more than one person and can be very useful to evaluate a meeting or press briefing after the event. Conflict is a natural process. The outcome is dependent on the way it is managed. There are five generally described styles of conflict management: avoidance, accommodation, competition, compromise, and collaboration. Collaboration achieves more positive results for more people than compromise, which is preferable to competition. However, different styles may be useful in different circumstances. Problem solving is part of the collaborative process. Conflicts are often the result of misunderstandings and can be resolved by opening lines of communications. The problem should first be diagnosed in regard to the parties, issues, environment and tactics used. The problem may be solved through testing the perceptions of the parties, analysing the problem, and generating and evaluating solutions.
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