By David W Johnson, Professor Roger T Johnson
This publication is ready educating scholars to be peacemakers. It contains sensible techniques and particular actions to coach scholars clash answer methods and talents to minimize violence in colleges. by way of education scholars in clash solution, educators may also help tuition environments turn into extra orderly and peaceable whereas guide is enhancing. David and Roger Johnson provide an strategy that comprises interrelated courses for fighting violence and assisting scholars learn how to unravel conflicts constructively. They speak about how colleges can create a cooperative studying atmosphere the place scholars how one can negotiate and mediate peer conflicts and academics use educational controversies to augment studying.
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Extra resources for Reducing School Violence Through Conflict Resolution
You negotiate to solve a problem because your goals are important to you and you have an ongoing cooperative relationship with the other person that must be maintained in good working order. The aim is to reach an agreement that will benefit everyone involved. Such an agreement is called an integrative solution, and it has many advantages: • Joins the two parties’ interests, thus reducing resistance to reaching an agreement. • Tends to be highly stable because it maximizes joint benefit. Compromises, coin tosses, and other mechanical agreements are often unsatisfying to one or both parties and therefore create a 50 TEACHING STUDENTS TO NEGOTIATE situation in which the conflict is likely to appear again later (Thomas 1976).
Understand each other’s perspective. 5. Invent options for mutual benefit. 6. Reach a wise agreement. Describe What You Want If a man does not know to which port he is sailing, no wind is favorable. —Seneca Negotiating begins with describing what you want. All people have a right to their wants, needs, and goals (Alberti 1978). Two major mistakes in defining a conflict are to be aggressive by trying to hurt the other person or to be nonassertive by saying nothing, giving up your interests, and keeping your wants to yourself.
The five strategies present a somewhat simplified view of managing conflicts. The complexities of the interaction between two individuals far exceed their initial approaches to a conflict. Conflicts can deteriorate. Initial strategies are usually followed by backup strategies that are followed by other strategies based on what the other person is doing. For example, you may wish to initiate problem solving, but when faced with a colleague who is forcing, you may want to force back. You need to be aware of your backup strategies as well as your dominant one.