Workplace conflict resolution training videos,rondae hollisjefferson brother,how to communicate effectively in the workplace - Videos Download

According to statistics (2001 - Bureau of Labor Statistics Census of Fatal Occupational Injuries), most workplace killers (8 out of 10) die at the scene of the murder, are sentenced to death or serve a lifetime sentence in prison.
Our Conflict Resolution videos, conflict management videos, and workplace violence videos can settle disputes and help workplace violence prevention training. A lawsuit can drag on for years, creating an emotional and financial drain far exceeding any anticipated rewards.
BACK WITH A VENGEANCE will help you address the topic of disgruntled employees who just can't let go.
What contingent steps can an organization implement to deter or minimize the impact of workplace violence? Specialists in career planning, organizational behavior, and workplace wellness share their advice on how to navigate the business world successfully. A diverse group of young adults also share their experiences in the workforce, giving the viewer a complete look at what works and what doesn’t. After watching these programs, viewers will know how to act and react in any business situation, providing a comfortable, knowledgeable start to any career.
The art of conflict management on the job and in all interpersonal relationships is the subject of Conflict: The Rules of Engagement.
With such widespread access to the Internet, how vulnerable to online sabotage are banks, government agencies, nuclear plants, utilities, and hospitals?
FACING ANGER introduces five employees of the same organization who represent some of the classic examples of anger experienced in the workplace. Carl is “The Chronic”, a moody type who is never satisfied with anything and is angry all the time.
Dan is “The Short Fuse”, living proof that it's easier to get mad than it is to think first. Edie is “The Camouflager” disguising her anger with Passive-Aggressive behavior, usually with sarcastic remarks or feigning ignorance and lack of ability. This collection of employees, along with others, is discovered at a Workshop being conducted on the premises by Fran, a professional therapist. Told in their own words, in the form of “Anger Logs”, the five employees are seen implementing the techniques as they use several successful approaches to dealing with their anger.
Sheriff Andy Taylor (Andy Griffith) receives a letter from an ex-convict that he had wounded and sent to prison . This ten minute black & white production from the 1960s is amusing and presents many questions for us to consider in today's world of increased hostility and violence. Today, with the emphasis on teamwork and bringing people together from different cultures and backgrounds, and then looking to give those team members POWER; managers and employees alike are increasingly being called upon to interact with a broad spectrum of people. This is a complete turnkey workshop with facilitator's guide, participant guide, overhead slides, and video included.
This video makes it perfectly clear that violence in the workplace not just something that happens somewhere else.
To show, in a realistic way, how things can go badly wrong when managers are faced with difficult decisions. The program offers guidance on setting, communicating and monitoring standards, how to lead a team, and defining relationships with other managers - all skills that are essential for effective communication and management. Bullying can be done by individual workers as well as managers and team leaders who think they are simiply doing their job.
27 min program (in 2 parts), facilitators guide, participant worksheets and overheads -- all on reproducible .pdf files. Conflict Management Resolution Training DVDS, Conflict Management Training DVDS and Conflict Resolution Training DVDS and Videos, Conflict Resolution DVDS, conflict management training dvds, conflict resolution training dvds, conflict management DVDS, settling disputes DVDS, dispute resolution training DVDS, dispute resolution, workplace violence DVDS, dispute prevention DVDS, workplace rage DVDS, workplace violence prevention DVDS. Senior HR executives spend up to 20% of their time in litigation activities, most of which relate to conflict in the workplace. Roberts believes that training in conflict dynamics can empower workplace coaches to achieve better conflict resolution. Since conflict resolution has such a significant impact upon workplace performance, gaining expertise in this field has many worthwhile benefits. The following diagram (Figure 2), adapted from Callanan and Perri, depicts the balance between assertiveness and cooperativeness in relation to the defined five styles for conflict resolution. The ordered, or traditional view of organisational conflict, in which all workplace conflict is believed to be dysfunctional. The functional view of organisational conflict, in which workplace disagreements are viewed as a productive force for stimulating employees to increase their knowledge and skills, leading to a contribution through innovation and productivity improvement. Through these actions, the bully attempts to create an imbalance of power, which can be exploited for his or her own benefit. Increased numbers of grievance cases and potential employment tribunal claims if problems are not addressed adequately. Supervisors often spend a large proportion of their time dealing with personality clashes and acting as peacekeepers for squabbling employees.
The climate of the workplace itself may have a significant influence upon the generation, or reduction of workplace conflicts. Employers may often consider that it is kinder to dismiss a troublesome employee on redundancy grounds, rather than taking them through a disciplinary process leading to dismissal for misconduct. Workplace conflict resolution may be simplified by providing staff with the following: (a) written contracts, (b) written discipline and grievance procedures, and (c) a detailed staff handbook. Chauncey DePree, a professor at the University of Southern Mississippi, and Rebecca Jude, a principal from the law firm Jude & Fude, write that the monitoring of email and Internet use has become a necessity within growing numbers of organisations. Inexpensive software packages have made it feasible to rapidly detect and to act upon misuse. Kelly Mollica, a leadership development specialist with the Centre Group, and associate professor of business at Bethel College in the United States, writes that it is important that managers do not become involved in the resolution of all workplace conflicts. Listen and support employees involved in a conflict without automatically taking ownership of the problem. Provide ongoing employee training in conflict resolution, beginning with self-assessments relating to conflict-management styles and the pros and cons of using a particular style. Communicate clear expectations that employees are expected to attempt to resolve conflicts before approaching a manager for help.

Create a culture in which conflict management is valued by treating it as a core job competency. Continually remind employees to focus on behaviour, not personalities, thus avoiding creating animosity or damaging relationships. Have an open-door policy letting employees know that you are available to coach them on how to work through specific situations, and schedule follow-up meetings for specific cases. No workplace will ever be totally devoid of conflict, which is a natural outcome in an environment where employees with varying priorities, ideas and behaviours must work together toward a common goal. Establish a Connection: Both verbal and non-verbal language should be used to create an atmosphere of interest and genuine concern. Negotiate a Resolution: Once the customer has agreed on a course of action, the decision should be documented with a copy given to the customer. All conflicts tend to have a high emotional content, and so emotional intelligence plays an important role when resolving workplace issues. An understanding of these factors can assist managers to create trusting relationships, perform more effectively under pressure, make better decisions, and defuse potential workplace conflicts. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Conflict resolution workplace dale carnegie training, Dale carnegie training’s conflict resolution guidebook is the perfect tool for achieving successful interpersonal conflict resolution in the workplace.. Managing conflict workplace dale carnegie training, Nothing can destroy productivity, derail projects, and damage your reputation faster than workplace conflict. Managing conflict workplace - dale carnegie training, Nothing can destroy productivity, derail projects, and damage your reputation faster than workplace conflict. Managing conflict in the workplace - dale carnegie training - Nothing can destroy productivity, derail projects, and damage your reputation faster than workplace conflict.
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This program details ways of stemming the rising tide of aggression in our schools and playgrounds, our streets and homes.
Part of the Back to the Basics is a five-part series designed to introduce young adults to the work world. The entire series is led by a host who shares information from our research, tests viewers on their current skills, and introduces each of the program’s players.
This program examines the Internet’s exponential growth and evaluates risks posed by groups and individuals bent on crime or terrorism.
After introducing her audience to the subject, (hitting very close to home with our five main characters) Fran takes her audience, (and the viewer) through several approaches that can be practiced for managing anger. Park Dietz interviews Richard Farley, currently on death row for killing seven co-workers, and Wanda Rogers, who is serving a life sentence for attempted murder. It shows any manager or team leader with responsibility for staff that it is vital to distinguish between the two.
Michael Mantell as your video "consultant," workplace violence prevention and preparedness are covered in detail in corVISION's two part video training package, TICKING BOMBS: DEFUSING VIOLENCE IN THE WORKPLACE.
This wonderful video explains the problems of bullying, shows examples, and offers positive feedback for individuals and corporations.
Workplace conflict is inevitable and when poorly handled costs businesses in lost productivity, absenteeism, sick leave and high staff turn over. Janice Dreachslin, professor of health policy and administration at Pennsylvania State University, and Diane Kiddy, director of governmental affairs at Universal Health Services Inc., underscore the fact that managing workplace conflicts consumes a significant amount of time and energy. However, the art of leadership is to know what style is appropriate to use at any given time. Traditional organisations aim to create perfectly defined job responsibilities, authorities and associated job functions. In this type of organisation, the keys to success are believed to be found not in structure, clarity and orderliness, but rather through creativity, responsiveness, and adaptability. Bullies typically lack empathy and so usually will not understand the impact of their behaviour until confronted face-to-face. In the final analysis employers must protect their employees from psychological harm, while providing a work environment that supports a sense of dignity and emotional well-being. Generally, the causes of conflicts are less important than the disruptive and distracting behaviour that they produce. This documentation is not only a legal requirement, it is also an invaluable tool for ensuring that staff are clearly aware of their rights and responsibilities. Employers are responsible for illegal, discriminatory or offensive communications that are transmitted over their systems or viewed by others from a company computer screen. Managers seeking to deal with all such conflicts will be drawn away from more important work, create a climate of dependency and deprive employees of the opportunity of solving their own problems.
Incorporate observable and measurable criteria, based on guidelines or protocols for resolving conflict, into job descriptions and performance reviews. The listener mirrors the speaker by repeating small segments of what they have heard, whilst asking for confirmation if the comments are correct. In Hickok’s opinion, this step is an important key for lifting difficult interactions onto more positive ground.
Behaviour change contracts should spell out in detail what is desired, with confirmation being given by the parties involved regarding their willingness to commit to what has been requested.
Often the person yelling the loudest feels the greatest lack of control and, deep down, is seeking someone who will understand his or her pain.
This cements the agreement and partnership in the problem-solving process and gives feelings of control back to the customer.
Dreachslin and Kiddy [2] cite Daniel Goleman of the Consortium for Research on Emotional Intelligence. It shows ordinary problems that can ignite into violence, and how the problems can be resolved peacefully.
It addresses the issues of Problem Solving, Conflict Resolution and Etiquette, Communication Skills, Stress Management, and Professional Image. Heim takes viewers through proven strategies which neutralize some conflicts straight out, or simplify complex conflicts into manageable ones.

Experts from the FBI, the Pentagon, and private companies, and even a self-confessed hacker comment on the danger of online fraud and "denial of service" attacks as well as on anti-hacking and biometric identification as ways of protecting the World Wide Web—and perhaps the world itself.
Dianne Cleary explains why she likes conflict and see it as an opportunity for success and improvement. In investigative profiles of several infamous incidents, this program combines chilling footage with interviews of assailants and victims to explore the minds and motives of men and women who commit violence against their fellow workers. They should learn a flexible, problem-solving approach to grievances, and a firm but equitable approach to a breach of discipline.
This two part program provides essential training for key personnel in corporations and government agencies: Top management, operating managers and supervisors, HR departments, General counsels, safety and security, EAP managers, mental health providers and law enforcement agencies. How is the small business supposed to cope with growing violent behavior?The Workplace Violence Prevention Handbook is the ideal solution for small businesses.
Identifying your conflict style and knowing which style is appropriate in which situation 2. Organisational research suggests that a collaborating style leads to enhanced organisational flexibility. However, if the parties involved understand the nature of conflict, then it is possible to harness its positive energy and direct it toward problem solving and organisational improvement. This functional view of conflict regards conflict resolution as a mechanism for providing employees with ongoing operational feedback. The physical and emotional impact upon individuals that experience bullying is significant.
An effective way to do this is via a group conversation, which involves all the people affected by the bully’s behaviour, including the bully and the bullied people. Bullies cause significant harm to staff and the workplace, and for this reason they should not be tolerated. Harmful workplace behaviour may range from shouting matches and name calling to nasty tricks involving sabotage or destruction of property, which may perhaps lead to actual violence. Should the employee appeal to an employment tribunal and it be found that there was no real redundancy situation, the dismissal would be deemed unfair.
Sexually explicit, graphically violent or racially inappropriate web sites open to view by co-workers may be used to support claims of discriminatory behaviour or a hostile work environment. Mirroring does not necessarily indicate agreement, but reveals that the speaker has been heard and understood. Commonly, speakers want others to recognise the emotions that they are experiencing, and an empathetic statement can confirm this, whilst not necessarily indicating complete agreement with the point of view expressed.
Mirroring, validation, empathy and behaviour change contracts can enable conversations to be carried out in a safe and respectful way. By exploring options through asking questions and eliciting customer feedback, the communication process is more likely to move towards a productive course of action.
With an Australian legal center as a model, this program shows how ADR processes are implemented and how all parties involved in a dispute can benefit from them. The program focuses not on the problems but on solutions as it highlights anti-violence programs that have made a difference by teaching dispute resolution, avoiding conflict, solving problems nonviolently, and averting domestic and street violence. Generally, these are not related and result in a deficit in an individual employee’s skill or motivation. In addition, the collaborating style used with the accommodating style tends to lead to positive organisational climates when compared with the other styles.
This type of organisation is modelled on a smoothly running clock, where each part has is place and function.
In this environment, organisations manage positive conflict while avoiding situations where conflict might erode team cohesiveness and productivity. The idea behind the group conversation is to expose the bully and help them understand how it feels to be bullied.
Emails sent by managers may also be used by employees to prove claims of corporate misconduct. Mirroring also helps to slow the pace of the interchange, allowing more time for calm thought. Using this methodology, participants are able to respond to each other’s viewpoints after listening closely to what has been said without necessarily relinquishing their own position. In this program, ABC News anchors Charles Gibson and Connie Chung and correspondent John Stossel set the record straight about two different anger disorders and the methods used to control them.
Communicating more effectively in conflicts Tim believes that conflict is an inevitable and natural part of life that cannot and should not be avoided. This will hopefully enable the bully to begin to understand, and to think before behaving badly in the future. Since emails can appear to be very informal, managers and employees are more likely to record matters in them they would be most unlikely to put in a letter. Validation and empathy help to find common ground between the two parties, while behaviour change requests allow them to state very clearly what is required. For under-venters, bataka bats and anger release workshops may be the prescription, but for over-venters, an anger management workshop is a better choice.
He also believes that we can choose how we have those conflicts to support more productive and healthy outcomes. However, in practice, many organisations are characterised by constant change, and therefore require frequent adaptation. However, unlike letters, emails enable impulsive and thoughtless comments to be forwarded to thousands of people with the touch of a button. At the same time, it can suppress any positive outcomes that might have arisen from healthy disagreements.
ResourcesThe handbook even comes with a section on conflict resolution management to help explain how to handle disagreements before they can escalate into something serious.

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