Competition is where there is a struggle for scare resources which could include anything from land, labor, jobs, and housing to educational opportunities. The competition must be such that one group can benefit by subordinating the other. But again, competition by itself or with ethnocentrism may not be enough to establish ethnic stratification. The third condition must also be present: differential in power. Differential in power means that there is unequal power, that one group must be powerful enough to dominate and subordinate the other group to achieve its goals.
Identify the causes of conflict in organizations A. Structural Factors Structural factors include specialization, interdependence, common resources, goal differences, authority relationships, status inconsistencies, and jurisdictional ambiguities. Jurisdictional ambiguity refers to unclear lines of responsibility in an organization. Such ambiguities may increase with team and group work, when conflict arises from confusion over group responsibilities. B.
Using Listening Skills to Resolve Conflict Abstract Because of the multicultural makeup of our society we often need to deal with conflict in group settings. After reading and researching various sources I have come to the conclusion the critical listings skills are the key in resolving conflict in a group dynamic. When critical listening skills are used not only does it help to resolve the conflict it brings the team closer and helps the individuals involved. Critical listening skills are the most important skills needed in conflict resolution. Using Listening Skills to Resolve Conflict Because we live in a multicultural society we work and interact with diverse groups of people with diverse viewpoints.
What is conflict? Conflict is different from war, conflict is two individuals that have a disagreement and confront each other in the process face to face. Main causes of war and conflict. There are several factors which cause war and conflict. A number of these factors are; Religion, Ideology, Politics, Nationalism, Resources, Territory, Historical rivalry and Ethnic Conflict.
Deutsch believes that, “Conflict exists whenever incompatible activities occur . . . an action which prevents, obstructs, interferes with, injures, or in some way makes (resolution) less likely or less effective” (Deutsch, M. 1949). Wilmot & Hocker define conflict as, “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals” (Wilmot, W.W. & Hocker, and J.L.
Unit 4 2.1 2.2 2.3 * Assess how diversity impacts on the counselling relationship * Analyse examples from own experience where you have encountered issues of difference / diversity * Evaluate how awareness of diversity has impacted on own development and application of counselling skills Diversity is an important factor to consider in a helping relationship, we are all completely different and unique. As counsellors we need to accept people for who they are, and no matter what they may have done. Being diverse in our thought and thinking patterns helps us to understand and see a client’s world. We should commit to treating everyone the same and give the same service based on their needs and personal features such as sex, colour, and religion/beliefs. You can address diversity by treating everyone the same, some people will have different needs, and we may need to adjust
UNIT 203: Principles of diversity, equality and inclusion in adult social care 1 Understand the importance of equality and inclusion 1.1- Diversity: Diversity literally means difference. Diversity recognises that though people have things in common with each other, they are also different and unique in many ways. Diversity is about recognising and valuing those differences. Diversity therefore consists of visible and non-visible factors, which include personal characteristics such as background, culture, personality and work-style in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age. By recognising and understanding our individual differences and embracing them, and moving beyond simple tolerance, we can create a productive environment in which everybody feels valued.
Power is a fundamental concept in conflict theory that attributes three perceptions of power. The first of these is distributive power, which refers to the use of power over and against another party; it occurs when a person is able to gain power by exerting her objective over the resistance of another (96). Here a power struggle emerges with the potential to spiral into a destructive cycle such that power itself becomes the main focus of thinking and discussion. Secondly, the integrative approach to power emphasizes power that has joined forces with another to pursue mutual objectives. This use can remedy a distributive power dilemma by recognizing that a power struggles exists when they allow it to define the relationship.
Unit 38: Equality, Diversity and Inclusion in Dementia Care Practice 1. Understand the importance of equality, diversity and inclusion when working with individuals with dementia 1.1 Explain what is meant by: – diversity – equality – inclusion Diversity means difference. When it is used with equality, it is about recognising individual as well as group differences, treating people as individuals, and placing positive value on diversity. Diversity is about acknowledging your prejudices, allowing people to be different and respecting these differences. It is also about challenging others if necessary and speaking up for the individuals you support when they cannot speak up for themselves.
When you struggle with language differences, it is difficult to effectively handle conflict c. Different orientations to conflict and conflict management style also complicate intercultural conflict. Two Orientations to Conflict 1. Conflict as Opportunity: a conflict is a normal, useful process and all issues are subject to change through negotiation. Benefits of conflict: a. Gaining new information about people or other groups b. Diffusing more serious conflict c. Increasing cohesiveness Conflict as Destructive: Assumptions: a. conflict is a destructive disturbance of the peace, the social system should be adjusted to the needs of members; rather, members should adapt to established values When conflict does arise, the strong spiritual value of pacifism dictates a nonresistant response-often avoidance.