ARTICLE CRITIQUE; A comparative study of conflict management styles of public

And private secondary schools’ principals

NAME:

UNIVERSITY:

DATE:

Introduction

In any institution, be it in schools and workplaces are inevitable. For instance, there may be conflicts between teaching and non-teaching staff or among students themselves in a school setup. According to Bailey , there is no question that rifts occur not only in theory but also in practice. When designing conflict resolution strategies, it is often necessary to consider field perspectives. Principals must also participate in field activities to better understand the management skills that must be used in their organizations. He counsels the school principal on conflict resolution. First and foremost, the principal must realize the importance of recognizing conflicts early and responding quickly to misunderstandings among subordinates, educators, and students. Second, to overcome his prejudice, he should use mutual judgment.

Finally, suppose you understand that disputes are uncontrollable. In that case, the easiest and most efficient way to evaluate your resources is to acknowledge your opponent’s power and decide what action strategy is required to overcome the dispute, how to make this decision, and how to prepare for the imminent attack. Finally, the school administrators should be forthright and frank about their own merits and merits in the dispute resolution process. As a motivator or driving force, systemic change strongly relies on dispute resolution. This is why, if you want to make a drastic change in the company, you should speak with the principal or supervisor.

Description of the problem

Ghaffar, Zaman, and Naz (2012) address the impact and efficacy of conflict management styles in the classroom and how a manager can use them. These researchers concentrate on the different conflict resolution approaches used by students and the forms of conflict resolution that they prefer. A variety of private and public schools were measured and contrasted by the authors. The qualitative data was gathered from 50 teachers who completed a questionnaire. Among the five types of conflict management discussed by the questionnaire were a constructive approach to conflict resolution, a consensus solution to conflict resolution, a competitive approach to conflict resolution, a workaround approach, and a conflict management avoidance approach (Ghaffar, Zaman, & Naz 2012). According to the report, teachers tended to take a community approach to dispute resolution. The researchers claim that directors are trained in a range of conflict resolution methods and how to apply them in various situations.

According to this report, directors face a variety of conflict situations due to their administrative position. Principals may use several conflict resolution methods to resolve disagreements. Directors must first determine the situation before deciding which style is ideal for the situation to settle disputes efficiently. Different conflict management styles may be used depending on the situation and the people involved in the conflict. A principal can take one of two approaches depending on the nature of the dispute. Principals must also be able to solve problems and make decisions without introducing personal bias into the equation. To effectively deal with disputes, an action plan and a resource assessment are needed. According to the writers, managers can study a range of conflict resolution techniques and gain hands-on experience with them.

This article publishes papers on non-competitive conflict settlement methods. This tactic should be avoided because it can lead to more disputes between teachers and students in the classroom, and no one wants to be the loser. The article does not talk of mitigation measures or prevention measures to reduce conflicts in schools. This article has been sussed because it recommends that principals undergo proper dispute resolution training to resolve interpersonal conflicts. It is often criticized because the principles did not allow for a consensus dispute resolution process. When teaching principals, they should be encouraged to avoid using a competitive tactic when dealing with conflicts. Principals should be reminded to use the most suitable style for the situation and the people involved. They had no idea how to deal with relationship problems that were affecting the students.

Analysis and discussion

Understanding the different forms of dispute resolution is essential for a future instructional chief. Each personality type affects both the other parties and the conflict. I’ve developed a greater understanding of myself by reading how I’ve used as a teacher and now as a college professor at different points in my career. Based on this study’s questionnaire findings, I know that standard methods and negotiation tactics are the best ways to solve it. To be an effective educational leader, I need a conflict resolution technique that I can implement. Workplace disputes can be both competitive and cooperative, depending on the circumstances.

Specific issues occur when disputes, whether competitive or cooperative in nature, are considered. The focus of management should be on collaboratively resolving conflict. Conflict is often caused by two or more individuals, each with a different desire. The key is to determine how capable each disputing party is at negotiating. Suppose two employees disagree about who should conduct a specific role, and neither is willing to budge. In that case, the only option is to find a happy medium that is agreeable to both parties. This is the nature of conflict resolution work, which seeks to find an arrangement that gives both parties the impression that they have gotten what they wanted, even though it isn’t exactly what they wanted. Some of the common conflict resolution measures should be proper discussions and one should not be biased. If discussion does not work one can use other measures mediation or arbitration. Teachers should also play their role effectively guide children at school in the right manner. They should also teach their students on the best ways to handle conflicts.

In collaborative conflict management, the importance of a mediator’s role in listening to both parties’ needs, desires, fears, and concerns to achieve a resolution is emphasized. Since the aim is for both parties to feel comfortable sharing their opinions, the approach must be gentle and non-confrontational. Managing conflict is a philosophy and a set of skills that individuals and groups of people use to better understand conflict and deal with it in their daily lives (Himes,2008). Conflicts have both the negative as well as positive effects on school, parents as well as society. It is evident that where there is no peace there is a conflict. We should live together fairly and share our scarce resources equally as well.

Conclusion

Workplace disputes are typical, and completely eliminating them from the company is not an option. It’s also important to be gentle with the principal. What style(s) they are interested in determines the situation and the principal’s personal preference for dealing with conflict. According to the results, leaders use one of two approaches to conflict resolution. Leaders should choose the style that best suits them and the circumstance at hand. The definition of any dispute and the strategies for managing it is not limited to educational institutions; it can be found in various disciplines. According to the literature, the secondary school principal has been credited with conflict management due to their managerial role. It has been demonstrated that equilibrium is natural and that any problem scenario, whether in an organization or a person’s ability, is abnormal. Disagreements and disagreements are often the same things. The implementation of effective measures is needed for the de-escalation of the adverse effects of violence.

References

Ghaffar, A., Zaman, A., & Naz, A. (2012). A comparative study of conflict management styles of public and private secondary schools’ principals. Bulletin of Education and Research, 34(2).

Himes, J. S. (2008). Conflict and conflict management. University of Georgia Press.