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Conflict Management & Mediation Description Modern organisations and quality management systems involve a larger number, and wider variety of people, which inevitably creates more opportunity for conflicts to arise . For the individual, conflict is a major source of stress and can easily assume the sort of proportions, which overshadow everything else at work. It has knock-on effects for the organisation as a whole. It decreases productivity, upsets relationships, creates factions, causes absenteeism, prompts resignation, makes recruitment difficult, prevents creative thinking - in short, it wastes energy, time and money. Who should attend? Individuals involved in supervising, appraisal or aspects of quality management. Who will the workshop benefit? Each of us has a way of dealing with conflict that minimises the emotional trauma that we experience. Commonly we use the same strategy for many different types of situations, this has many disadvantages. Responding to conflict involves selecting the most appropriate strategy for successful conflict management. This requires an understanding of the ways the disagreement can be approached. Course Overview This workshop can be made as theoretical or practical as required by the group and flexible in terms of needs. In order to enable learning outcomes to be achieved in a unique and fun way it will include discussion, debates and a critical exploration of: The brain's highway code Understanding to be understood The causes of conflict The application of appropriate techniques for dealing with conflict The need to minimise conflict Exploring value systems and organisational goals when dealing with conflict Effective planning and influence change to effectively minimise the risk of conflict The value of group cohesion in dealing with conflict Summary of 5 conflict handling orientation Dealing with emotions and the purpose of fear, anger and sadness Exploring how to remain impartial The role and skills of the mediator Exploring some mediation techniques including reframing, positional needs and summarising Code of ethics Course attendees should expect to be involved with the discussion and will be encouraged to bring along and discuss particular personal cases in a confidential manner. Course Facilitator has been an Occupational Therapist for 17 years and has worked in a variety of clinical areas in mental health in the NHS. He went on to specialise in vocational rehabilitation, exploring methods in which services could become more focused around assisting and supporting individuals with health issues back into work. He worked for a national pilot in job retention in Bristol, which then resulted in him helping to deliver training to some 30 Trusts and Voluntary Sector providers around the UK in job retention case management. Dave is continuing this work in Wales, and is the lead OT for the Healthy Minds at Work Equal Programme. Dave is also a guest lecturer at the University of West of England. In recent years Dave has worked outside the context of the NHS, and has designed and delivered Condition Management Programmes for Depression through the New Deal, as well as providing rehabilitation and case management to the insurance industry. Dave is a trained clinical hypnotherapist and regularly utilises this skill in addition to more traditional therapeutic approaches such as cognitive behavioural therapy and solution focussed approaches. has worked within the NHS for 19 years and has extensive business and administration experience. She has developed and implemented a training needs analysis for a large HNS trust, which she continues to support. She has project management experience and is currently part of a team that is implementing eLearning to the NHS. Enez also has experience in reviewing and implementing a Personal Development Review (PDR) for staff and is involved in the monitoring and tracking of staff development. Through this, she has developed a Conflict Management

Conflict Management & Mediation Description Modern organisations and quality management systems involve a larger number, and wider variety of people, which inevitably creates more opportunity for conflicts to arise . For the individual, conflict is a major source of stress and can easily assume the sort of proportions, which overshadow everything else at work. It has knock-on effects for the...

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