Home
Search results “Managing problems and conflict”
How to deal with workplace conflicts - Develop your personality and business skills.
 
07:13
How to deal with workplace conflicts - Develop your personality and business skills. Blog: http://www.learnex.in/how-to-deal-with-workplace-conflicts Skillopedia video to learn about dealing with office conflicts. Office conflicts - Makes you nervous, irritated and frustrated! So how do you manage office conflicts. Work place is naturally a stressful environment and conflicts among your co - workers or bosses is inevitable. There are various reasons to it, jealously, ego, pride, compensation issues and so on. The following tips will help you to handle conflicts on day to day basis. 1. Approach a conflict with an open mind - Different people have different perceptions and solving workplace conflicts required finding a common ground. One should not wait for the other person to approach you instead you can be the first one to do so. One should understand the other person's point of view and how he or she arrived at it. Lack of information, misinformation or no information at all creates conflicts. Clear, concise and timely communication will help you to ease both the number and the severity of conflicts. 2. Control your emotions - When you are in control of your own emotions versus them being in control of you, you are able to handle conflicts well. Don't be a dram queen or drama king by shedding crocodile tears the moment you face a conflict. Do not throw a fit of rage on the heat of the moment. This kind of behaviour will tend to ruin your career. Stay calm and let not your emotions control you. 3. Stop assuming - Someone just said something and you find yourself rolling your eyes in aggravation. Just try to give the other person benefit of doubt. One should not think negatively all the time, Before jumping to conclusions try to understand what the other person has to say ,acknowledge and paraphrase their opinion back to them to enhance your comprehension. 4. View a conflict as an opportunity - In a conflict check on 'what's there for me' In every conflict there is a hidden teaching and learning opportunity for every one of us. Where there is disagreement there is an inherent potential of growth and development. Handle the conflict in a positive way and this stimulate innovation and learning. If all these do not work for you then a timely apology is a great way to deal with crazy conflicts. An apology is a sign of respect n civility. Conflicts are everywhere - it just depends on you, the way you choose to handle. So hope these points help you to decide the way to deal with the workplace conflicts.
Conflict Resolution
 
03:34
Conflict Resolution - http://www.resolutionofconflict.com.au/ Learn how to resolve your conflict now. Visit our site for three free interactive video lessons. This video shows how the Conflict Resolution Model works. Conflict, and the resentment it breeds, massively undermines relationship at all levels.
Views: 830949 BreakthruInMarketing
Managing Conflict Between Two Employees
 
10:06
MANAGING CONFLICT BETWEEN EMPLOYEES - Managers who find themselves being the referee when employees are having conflict typically cause more harm by not bringing employees together earlier. In this 12-min video, Shelly takes managers through a facilitated process to resolve issues between team members.
Views: 5605 Synfini Works
Mediating Employee Conflict | Conflict Resolution
 
02:36
Effective Employee Conflict Resolution Learn how to Mediate Employee Conflict http://turnkeydoc.com/human-resources/performance-management/conflict-resolution/ So you are not an expert in Human Resources, its ok we are here to help. We can all probably agree that employee conflict in the workplace takes a high toll all around. One research study claims that 42% of a manager's time goes to mediating employee conflict. Without a solid guide for employee conflict resolution correctly, this could have disastrous results. But before we can navigate how to properly resolve conflict we have to understand why they arise in the first place. So, what creates conflict in the workplace? • Opposing Positions • Power Struggles • Ego • Pride • Jealousy • Performance Discrepancies • Compensation Issues or • Just someone having a bad day But the reality is that the root of most employee conflict is either born out of poor communication or the inability to control one's emotions. Countless times otherwise smart capable people place the need for emotional superiority ahead of achieving the collective company mission. Mediating employee conflict effectively can be done! But don't worry, in this video we will share some guidelines to keep in mind when you resolve conflict. Employee Conflict Resolution can be tricky so follow these steps. First - Talk to each employee conflict participant privately to piece together a story. When talking to each person involved, keep an objective but concerned tone. Do not agree or disagree, just listen. This is key to mediating employee conflict Second - Research each version of events and then write down the employee conflict or disagreement in a few sentences, what caused it and a possible solution for the problem. This is the second step in conflict resolution which will lead to mediating employee conflict successfully Third -Meet with the main employees involved in the conflict together in a private room. Keep a cordial and optimistic tone from the very beginning of the meeting and request the same from each person. Fourth - Objectively recite the conflict back to participants, telling both sides how you understand it. Verify with each person that what you've said is accurate. Allow each person to add or correct any details and propose solutions. Fifth - Reach a final solution based on participants' proposed solutions and ones you've come up with as the objective party. Employee Conflict Resolution is key to keeping up morale Lastly - Log the conflict--both sides of the story--and resolution into a document. Print out a copy for each party to the employee conflict and have them sign a master copy to verify the information is correct. File the document with human resources for future reference if the conflict ever arises again. This can ensure that mediating employee conflict does not need to repeat itself. Remember the worst thing you can do is avoid the conflict, hoping it will go away. This, too, shall pass, is not an option - EVER. Learning effective conflict resolution is your best option. For more human resources tips please visit www.turnkeydoc.com or subscribe to our youtube channel! http://youtu.be/oqFoy8ehzuc https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 66298 Turn Key Doc
Restorative Practices to Resolve Conflict/Build Relationships: Katy Hutchison at TEDxWestVancouverED
 
18:21
Katy Hutchison became a Restorative Justice advocate following the murder of her first husband. After ten years of sharing her story internationally to over five hundred schools and community groups, she views the education system as the structure with the most potential to affect positive social change. Katy sits on the Boards of Restorative Practices International & Glenlyon Norfolk School and volunteers for Leave Out Violence (LOVE). In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 251747 TEDx Talks
How to Handle Customer Complaints Like a Pro
 
20:14
For detailed notes for this video, visit http://www.patrickbetdavid.com/how-to-handle-customer-complaints/ I'm going to make a prediction. There's little chance this video will go viral. Here's why. Because no one cares to talk about customer complaints. But I want to challenge you to listen to this whole thing because it will save you a lot of sleepless nights, make and save you a lot of money, and create a culture for your company. So let's get right into it. Visit the official Valuetainment Store for gear: https://www.valuetainmentstore.com/ 5 Types of Customer Complainers #1: The Valid Complainer - 1:11 #2: The Pessimist - 1:34 #3: Like Your Product, Disagree with Your Belief - 1:50 #4: An Actual Enemy - 5:04 #5: Trolls - 08:05 How to Handle Customer Complaints - 9:10 #1: Speed is Your Game - 10:08 #2: Don't Avoid Conflict - 10:38 #3: You Can't Win Them All - 12:03 #4: Get on the Phone - 12:07 Subscribe to the channel: http://www.youtube.com/valuetainment?... Valuetainment- The best channel for new, startup and established entrepreneurs. Schedule: New episodes every Tuesday and Thursday on a broad array of entrepreneurial topics.
Views: 111178 Valuetainment
Managing Conflict
 
14:22
Dr. Marty Martin, faculty at Depaul University, talks about the different types of conflict, their definitions, identification, diagnosis, perspective and resolutions. http://www.drmartymartin.com/
Views: 396 Dr. Marty Martin
Management tutorial: How to survive a bad boss | lynda.com
 
03:12
Is your boss making work difficult? In this tutorial, learn expert strategies for surviving, and even thriving, with a bad boss. Also, learn how to spot if your boss needs a "leadership tune-up." Watch more at http://www.lynda.com/Business-Business-Skills-tutorials/Management-Tips/126132-2.html?utm_campaign=Ua1LmjULtg4&utm_medium=social&utm_source=youtube-earned. This specific tutorial is from the Management Tips series presented by lynda.com author Todd Dewett. The complete series offers two management tips every week and shows how to improve communication, increase motivation, deal with conflict, and build positive relationships.
Views: 93389 LinkedIn Learning
Learn How To Resolve Conflict & Restore Relationships with Rick Warren
 
01:16:36
saddleback.com/blessedlife-- Learn how to resolve conflict & how to restore broken relationships with Pastor Rick Warren of Saddleback Church. In this message, Pastor Rick talks about the seventh Beatitude—how God blesses peacemakers. Learn what the Bible says about the importance of conflict resolution and discover seven ways to restore broken relationships in your life. For service times & locations, visit http://www.saddleback.com. Connect with our online community at http://www.saddleback.com/online. Join our community on social: facebook.com/saddlebackchurch, @Saddleback on Twitter, and @SaddlebackChurch on Instagram (Saddleback Church) (Saddleback) (Saddleback Lake Forest) (Pastor Rick Warren) (Rick Warren) (The Beatitudes) (Peacemakers) (Peace) (Conflict Resolution) (God's Peace) (God's Blessings) (Learn How God Blesses) (How can I be blessed?) (Peaceful Relationships) (The Keys to a Blessed Life) (Having a Blessed Life) (Restore Relationships) (Conflict) (Conflict Management) (Reconcile Relationships) (Restoration) (Relationships) (Marriage Counseling) (Restore Marriage) (Dealing with conflict)
Views: 555647 Saddleback Church
Conflict Resolution
 
02:57
To learn more about conflict resolution, see our article at http://www.mindtools.com/pages/article/newLDR_81.htm Disagreements among your team members are not always a bad thing. But you will need to act if differences of opinion turn into personal animosity that threatens the unity and productivity of your team. You can defuse tension by remaining calm and positive, and helping your people to separate their emotions from their problems. To find out more, watch this video!
Views: 45311 MindToolsVideos
Managing Conflict Between Employees
 
03:09
Managing Technical Professionals is now available on Pluralsight! Visit hoffstech.com/managingtechpros to view the course preview! VIDEO OVERVIEW When you are in a management or leadership position, managing conflict between employees is crucial to your team's success. If it is not done properly, then you can end up escalating the issue. Or, if you choose to do nothing then the issue will not have closure which could affect the performance of your team. You should always use the following best practices when you manage conflict between employees. Attend to Conflict Quickly You should do your best to begin managing conflict as quickly as you can when you see or hear about a conflict on your team. That way, the event or situation will be fresh in everyone's minds and you are not letting the situation fester which can create a toxic work environment. Mediate a Discussion The conflict needs to be addressed by everybody involved and the best way to handle that is through a mediated discussion. You need to understand the conflict from all sides so that you are able to set a resolution. During the discussion, you need to allow everybody involved equal time to present their case. That way, everyone will feel heard and no matter what the resolution is, your employees will know that their opinions are valued. Do Not Avoid It It is your job as a manager to make sure that you are managing conflict and not ignoring it. If you avoid conflict, the problem will continue to cause more problems on your team. Your employees may also see your avoidance as weak management and they will not feel confident in your skills as a leader. Do Not Aim to Please Everyone Sometimes when you are managing conflict there is a resolution that is amiable to everyone on your team. But more often than not, the resolution will displease someone when they do not get their way. You should select the best resolution for the conflict at hand, do not select a resolution just because it will please everyone. You can learn more in our Pluralsight course, Managing Technical Professionals! Visit hoffstech.com/managingtechpros to view the course preview. Follow HoffsTech on Social Media! http://www.hoffstech.com YouTube: http://youtube.com/hoffstechllc Twitter: http://twitter.com/hoffstech Facebook: http://facebook.com/hoffstech Instagram: http://instagram.com/hoffstech Follow Shelley Benhoff on Social Media! http://twitter.com/sbenhoff http://facebook.com/shelleybenhoff Music provided in this video courtesy or OCRemix.org. Cid (Solace Simplicity) performed by Children of the Monkey Machine.
Views: 632 HoffsTech
CONFLICT & AGGRESSION: HOW TO DEAL WITH CONFLICT & AGGRESSION WITH YOUNG PEOPLE
 
12:15
CONFLICT & AGGRESSION: HOW TO DEAL WITH CONFLICT & AGGRESSION WITH YOUNG PEOPLE http://www.youthworktoolbox.com/hire-tony Aggression in young people is an important social issue. Young people who behave aggressively may harm not only themselves, but also their families, their communities and society at large. Research shows us that children with serious aggression problems are more likely than children without such problems to become teenagers who have problems with aggression, other mental health issues or substance use—and as adults they are more likely to engage in acts of violence. The earlier a young person with an aggression problem is identified and receives help, the greater the chance that the chosen treatment will have lasting benefits. Aggression is an action or threat of action that is intended to harm another person, either physically or psychologically. There isn't a simple reason to explain why someone behaves aggressively. However, we do know that there are characteristics of children, youth, their families and their environments that can either increase (risk factors) or decrease (protective factors) the likelihood that they will display aggressive behaviour. Working to minimize risk factors and enhance protective factors can help reduce or eliminate aggressive behaviour. Preventing aggression: The best way to reduce incidents of aggression among children and youth is to prevent them from occurring in the first place. Successfully discouraging aggressive behaviour in young people involves building solid and appropriate relationships with them, and creating a structured and secure environment. The following are a number of tips for preventing aggression: Set out clear expectations. Let young people know how you expect them to behave. Build rapport and be understanding. Talk to young people, listen to them and show concern when appropriate. Show cultural sensitivity. Understand that people who come from other cultural, social or spiritual backgrounds may define aggression differently. Be encouraging. Offer praise and thanks for positive behaviours. Avoid power struggles. Manage problems as they arise. Address small problems before they turn into bigger ones. Become aware of triggers. Identify the situations or stresses that cause a young person to act out or behave aggressively—and work toward eliminating them or minimizing their impact. Develop strategies to help young people manage their emotions. Help children and youth develop the skills necessary to manage emotions that can lead to aggressive outbursts. Use positive reinforcement. Praise and reward positive social behaviours. Managing aggression If you interact with children and youth—for example, as a parent, teacher or front-line worker—you'll likely face aggressive behaviour. Control your body language and tone of voice. Make sure your body language and tone of voice do not contradict your verbal message. Stay calm. Focus on letting the person know that you care about him or her, are concerned about what is happening and are there to help. Don't try to solve the problem or conflict that led to the aggressive behaviour while a young person is acting aggressively toward you. Offer a way out. Offer a young person a way out of the situation. Give clear choices, with safe limitations. In this way, you allow the young person to retain a feeling of control along with his or her self-esteem. Discourage bystanders. When a young person is acting out, ask peers who may be watching to leave the setting and continue with their activities. Don't make threats. Don't give warnings about consequences that you are not prepared to follow through on or that are unreasonably severe. Maintain safety. Make sure that everyone present during an incident involving aggression is safe at all times. If you can't control the situation, call for help. http://www.youthworktoolbox.com/hire-tony
Views: 12093 Youth Work Toolbox TV
The Best Conflict Resolution Technique: How to have effective conflict resolution in your marriage
 
07:52
This is the Best Conflict Resolution technique that I have ever seen for married couples! These conflict resolution steps will help you resolve age-old arguments in your relationship. For more on this topic see http://www.monikahoyt.com/problem-solving-techniques-the-art-of-negotiation-in-relationships/ Or sign up for a Free Coaching session with me here: http://www.monikahoyt.com/freegiftforyoutube/ Some of the more traditional conflict resolution steps involve techniques of debate, assertiveness, negotiation, and effective communication. But these conflict resolution steps actually go beneath the conflict and diffuse it entirely. They get to the heart of the matter to create deeper understanding, empathy and closeness. If you want to create greater connection and unity, these are the only conflict resolution steps you will ever need. 8 Steps for Conflict Resolution - University of Wisconsin--Madison 5+ items -- The following process is useful for effectively managing conflict ... Know Thyself" and Take Care of Self Clarify Personal Needs Threatened by the Dispute Understand your ... Substantive, Procedural ... 10 Steps to Conflict Resolution - Continuing Education - About.com by Deb Peterson - in 161 Google+ circles Conflict resolution in the corporate world can mean the difference between good business and no business. Teach your managers, supervisors, and employees ... How to Resolve Conflict Effectively: 10 Steps - wikiHow How to Resolve Conflict Effectively. It isn't always possible to avoid conflict, but that doesn't mean it can't be resolved. The next time you get into a fight with ... Learning Peace - Six Steps for Resolving Conflicts Things started to change when Mark began using conflict resolution skills. "I used to add fuel to the fire by getting stuck in my position. Now I take a step back, ... [PDF] CONFLICT RESOLUTION CONFLICT RESOLUTION. INSIDE THIS ISSUE: What is a problem anyway? Six steps of conflict resolution. The DESC Model. EAP COORDINATOR'S. CORNER ... The Conflict Resolution Process The Eight Essential Steps to Conflict Resolution by Dudley Weeks, Ph.D., Los Angeles: Jeremy P. Tarcher, Inc. as summarized by the Conflict Resolution ... Conflict Resolution Steps: A Good Group Tip for Conflict Prevention .. This Good Group Tip, written by Craig Freshley, advises for conflict to be resolved: either through personal reflection or interaction with the individual (s) in ... 10 Steps to Conflict Resolution : @ProBlogger by Darren Rowse - in 132,139 Google+ circles Yesterday we talked about Relational Communication Skills - essential skills for blogging relationships (ironically the picture I used in the ... [PDF] five steps to conflict resolution? - Keys To Safer Schools.com WARNING SIGNS *. See Keys Training on. •. Bullying. •. Anger Management/De-escalation. •. Conflict Resolution skills. •. Certification in Assessing for "Early ... Twelve Steps to Win-Win Conflict Resolution | Dale Carnegie Training Conflict is a natural part of business and of life. The natural give and take between people is a healthy way to create constructive discontent and ... http://www.monikahoyt.com/problem-solving-techniques-the-art-of-negotiation-in-relationships/
Views: 32761 Monika Hoyt
How to Handle Conflict in a Relationship - Conflict Resolution In Relationships
 
04:33
New Upload! Please Watch "5 Home Remedies for Kids with Coughs" https://www.youtube.com/watch?v=CXSimSWv-vE --~-- http://www.waysandhow.com Subscribe to Waysandhow: https://goo.gl/RK2SbN Conflict resolution in relationships, tips on how to handle conflict in a relationship. Conflict in relationships is inevitable. In fact, when properly handled, it can be healthy. Most couples who have succeeded in resolving their conflicts testified of experiencing a closer bond with their partners after the storm. Waysandhow. ---------------------------------------------------------- Our Social Media: Google+: https://plus.google.com/+waysandhow Facebook: https://www.facebook.com/waysandhow/ Pinterest: https://www.pinterest.com/waysandhow/ Twitter: https://twitter.com/waysandhow
Views: 15280 WaysAndHow
Managing Conflict in Family Business. Watch Now!
 
01:02:09
Did you know that some conflicts can actually be beneficial? Managing conflict is challenging in any business setting—family business or not. The key is knowing how to leverage conflict into an advantage. The dynamics that produce conflict within a family intersect with the challenges of owning and operating a business, potentially complicating both. This webinar will identify family business conflict patterns, roles, and tactics, and provide valuable information on: - Common conflict cycles encountered by family businesses - Keys to effectively managing these unique conflicts - How to spot conflicts that are common in family businesses - How to plan for successful management in ways that simultaneously uphold the family and the business. Watch this webinar to learn more. Find more family business resources at https://www.nsbank.com/business/family_business/index.jsp
Views: 2168 Nevada State Bank
"How did you handle a difficult situation?" in Job Interview
 
03:46
"Tell me about a difficult situation or challenge you faced in a workplace" By asking this question, employers are trying to see how you (A) take charge in handling a challenging situation, or (B) collaborate with your coworkers as a team to solve a conflict. They want to know if you have critical thinking and problem solving skill, how you approach the problem and the level of responsibility you take in challenging situations. It is very important to make sure that you use an example that demonstrates your ability to handle difficult situation. So do not mention about when you elevated the responsibility. Rather, talk about times when you stepped up and took a leadership position by collaborating with your coworkers. In order to construct effective story, use PAR model and follow the 3 steps. 1 Problem: Identify the problem. What was the issue? 2 Action: How did you and your coworkers analyzed the problem and took actions to solve the issue? 3 Result: What was the positive outcome in result of the action? By following PAR model, you can frame your story well. Watch the video to see example answer and start constructing your answer. Jobspeaker is a FREE service to help job seekers find better jobs. Login today!
Views: 580169 Jobspeaker
Best Practices in Project Management: Coping with Conflict
 
01:51:53
This lecture is brought to you by the CalSouthern School of Business (http://www.calsouthern.edu/business/) in partnership with the Project Management Institute’s Orange County chapter (http://www.pmi-oc.org/). Presenters: Greta Blash and Steve Blash Description: Nothing damages a good relationship like a bad conflict. Imagine how much stronger your relationships would be if you really understood what makes people tick—when things are going well and when there is conflict and opposition. As project managers, we are often faced with difficult situations and must constantly resolve conflicts with our stakeholders or team members. Most of us are conflict averse and want to avoid them—and it’s understandable: what you think is the right way to handle a conflict may be perceived as the wrong way by the other person. When you choose to have a nice conflict, you’re applying an approach that gets you the results you seek while leaving the relationship stronger and restoring the self-worth of everyone involved. This approach also strengthens relationships by enabling individuals and teams to deploy their individual strengths while enhancing communication, trust, empathy and productive relationships. Learning Objectives: Upon completion of the lecture, participants will be able to demonstrate an understanding of: • A practical approach to managing and preventing conflicts. • A relational awareness of conflict that yields tangible results while enhancing relationships. • Ways to identify conflict triggers in oneself and others. Bios: Greta Blash is a certified Project Management Institute (PMI) PMP, PMI Agile Certified Practitioner and PMI Professional Business Analyst, and has taught project management, agile business and business analysis certification courses worldwide. She served several vice presidential roles for PMI’s Southern Nevada Chapter. She is the academic outreach liaison for PMI Region 7. Steve Blash is a senior consultant with Facilitated Methods and is a certified PMI PMP and PMI Agile Certified Practitioner. He possesses exceptional IT technical knowledge, and has extensive project management experience managing large projects. Steve is past president of PMI’s Southern Nevada Chapter. For more information about the California Southern University School of Business, please visit: http://www.calsouthern.edu/business
Views: 28182 CalSouthern BUSINESS
How to resolve workplace conflict - In a nutshell
 
02:44
How to resolve workplace conflict, In a nutshell - expert advice from John Hind at Compass Resolution - http://in.a-nut.sh/CompassResolution Don't miss new In a nutshell videos... subscribe by clicking here: http://www.youtube.com/subscription_center?add_user=BEInaNutshell Find out more about this video... Workplace and Family conflict and stress accounts for billions of pounds of lost revenue every year and a great deal of unhappiness. The good news is that much of this can be avoided but the question is of course, how. To start with, conflict in the workplace, at home or anywhere for that matter, is perfectly normal. Arguments take place every day and are resolved every day. It is not conflict itself that is damaging but conflict, which remains unresolved. So what can we do about this? In this video, I will focus on 4 core human concerns which are at the heart of most arguments and unresolved conflict. Using this information, you simply need to apply what I will call, a lense and, a lever approach. First, identify which core concerns are at play, the lense or analysis stage and Second, do something positive which stimulates a positive emotion, the lever. These core concerns are, the need for Appreciation, the need for Affiliation, the need for Autonomy, and the need for Status. Appreciation -If someone is feeling unappreciated do something to make them feel more appreciated. This might simply involve some positive acknowledgement confirming that you understand their concerns Affiliation - If someone doesn't feel part of the team, do something positive that gives them a better sense of belonging. Autonomy - If someone feels that their views are not respected find ways to include them more in the decision making process. And finally, Status - if someone feels that their role at work is being undermined, which is so often connected with a person's sense of identity, focus on that. Find ways to recognise them and their achievements. Now, it may well be that more than one or indeed, all of these areas of concern, are affected but, If you can have an open, honest discussion with that person, understand what is underlying any of the 4 core concerns being expressed; Appreciation, Affiliation, Autonomy and Status, you can do something about them. Good luck and thanks for watching. John Hind Compass Resolution http://www.compass-resolution.co.uk [email protected] @CompResNet 01392 848482 ........................................ CONNECT WITH BITPOD Facebook - https://www.facebook.com/bitpod Twitter - https://twitter.com/bitpod_uk Pinterest - http://pinterest.com/bitpod/ Linkedin - http://www.linkedin.com/company/bitpod Bitpod - http://www.bitpod.co.uk SUBSCRIBE TO OUR CHANNELS http://www.youtube.com/subscription_center?add_user=BEInaNutshell http://www.youtube.com/subscription_center?add_user=bitpod
Views: 31911 In a Nutshell
Parenting SA: Managing conflict with teenagers
 
05:12
Conflict between parents and teenagers is normal. It can happen because conflict happens between human beings anyway. Conflict can also occur because teens are going through lots of changes. Along with the physical changes, there are changes in the brain and in hormones as young people move into a new life stage. On behalf of Parenting SA, Adelaide psychologist Kirrilie Smout gives parents and carers some tips and strategies for managing conflict with teens while also setting appropriate limits and boundaries. More information about managing conflict with teens can be found at http://www.parenting.sa.gov.au/pegs/peg38.pdf The Parenting SA website also has many other topics for parents of children aged 0 – 18 years. Visit http://www.parenting.sa.gov.au
Git Merge Conflict Tutorial | Resolving Merge Conflicts In Git | DevOps Training | Edureka
 
27:36
***** DevOps Training : https://www.edureka.co/devops ***** In this Edureka YouTube live session, we will show you how to resolve merge conflicts in Git. Below are the topics that will be covered in this live session: 1. What is Git 2. Git Commands 3. Git Workflows 4. How to Handle Merge Conflicts Check our complete DevOps playlist here: http://goo.gl/O2vo13 DevOps Tutorial Blog Series: https://goo.gl/P0zAfF Subscribe to our channel to get video updates. Hit the subscribe button above. Facebook: https://www.facebook.com/edurekaIN/ Twitter: https://twitter.com/edurekain LinkedIn: https://www.linkedin.com/company/edureka #Git #GitHub #DevOpsTools #DevOpsTraining #DevOpsTutorial #DevOpsGit #Git #GitHub #GitTutorial #GitTutorialforBeginners #GitRebase #GitAdd #GitBranching #GitMerge #GitBash #GitCommit #GitClone #GitCommands #GitCheckout #GitConfig How it Works? 1. This is a 4 Week Instructor led Online Course. 2. Course consists of 24 hours of online classes, 25 hours of assignment, 20 hours of project 3. We have a 24x7 One-on-One LIVE Technical Support to help you with any problems you might face or any clarifications you may require during the course. 4. You will get Lifetime Access to the recordings in the LMS. 5. At the end of the training you will have to complete the project based on which we will provide you a Verifiable Certificate! - - - - - - - - - - - - - - About the Course Edureka’s DevOps online training is designed to help you master key tools of Devops lifecycle like Docker, Puppet, Jenkins, Nagios, GIT, Ansible, SaltStack and Chef used by a DevOps Engineer for automating multiple steps in SDLC. During this course, our expert DevOps instructors will help you: 1. Understand the concepts and necessities of DevOps 2. Understand the need for DevOps and the day-to-day real-life problems it resolves 3. Learn installation and configuration of common infrastructure servers like Apache, and Nginx for the Enterprise 4. Learn popular DevOps tools like Jenkins, Puppet, Chef, Ansible, SaltStack, Nagios and GIT 5. Implement automated system update, installations and deployments 6. Learn Virtualization Concepts 7. Configuration deployment and packaging, continuous integration using GIT 8. Fine tune Performance and set-up basic Security for Infrastructure 9. Manage server operations using Code which is popularly known as Infrastructure as a Code 10. Understand the need for and concepts of Monitoring and Logging. Along with the above mentioned topics, to help you master the most popular DevOps tools, you will also receive 3 additional self-paced courses including presentations, class recordings, assignments, solutions for the following tools: 1: Ansible - Covers Introduction, Setup & Configuration, Ansible Playbooks, 37 Ansible Modules, Different Roles and Command Line usage. 2: Chef - Covers Introduction, Building the Cook Book, Node Object & Search, Data-bags, Chef environment, Roles, Deploying Nodes in Production and using the Open Source Chef Server. 3: Puppet - Covers Puppet Infrastructure & run-cycle, the Puppet Language, Environment defining Nodes and Modules, Provisioning a Web Server and Executing Modules Against A Puppet Master. - - - - - - - - - - - - - - Who should go for this course? DevOps practitioners are among the highest paid IT professionals today, and the market demand for them is growing rapidly. With emergence of new job roles around DevOps philosophy, anyone aspiring to get into these new roles, can take up this DevOps course. Some of these roles are: 1. DevOps Architect 2. Automation Engineer 3. Software Tester 4. Security Engineer 5. Integration Specialist 6. Release Manager - - - - - - - - - - - - - - Project Work 1. Host a dummy webpage using Apache Web Server. 2. Write shell script which reports: a) Various system configurations related to the user and the OS. b) Data related to load on the server. c) Top 5 processes with maximum number of threads. d) Sort the services by memory 3. Install Nagios on a VM node for monitoring the various parameter of the VM. Please write back to us at [email protected] or call us at +91 88808 62004 for more information. Customer Reviews: Ankur Kashyap, DevOps, Build & Release says: “I was enrolled into Devops training from Edureka On a professionalism, they provide a great presentation on the topic that helps to understand the indepth of Devops technology. Good knowledgeable staff, provide recorded sessions with life time warranty. Also technical team is really helpful if you stuck in some demo sessions. Keep it up !! ”
Views: 35057 edureka!
Dealing With Angry Customers
 
06:12
PREVIEW ONLY – NOT FOR TRAINING. Keeping customers is as important as getting them. This training video demonstrates a simple method for dealing effectively with angry customers. First, deal with the person; then, deal with the problem. This program shows how to deal with customers who are face-to-face and over the telephone.
Conflict Management: Think Simple
 
01:26
Staying calm and thinking simple is most crucial while resolving any problem. It is not necessary that solution for a complex problem will also have to be complex. In most of the cases we dive deep inside a problem that we forget to notice the most simple thing where the solution lies. This video is an example of resolving complex problems with simple thinking. ________________________________________________________________________________________________________________________________ Please like comment and share. Don't forget to Subscribe to Shiblis teaching for more videos. Subscribe to Sohags Channel: https://www.youtube.com/BDSohag360 ​YouTube: https://www.youtube.com/ShiblisTeaching Facebook: https://www.facebook.com/shiblisteaching/ https://www.facebook.com/shibli.shahriar.3 https://www.facebook.com/shahariar.shibli Linkedin: https://bd.linkedin.com/in/mohammad-shibli-shahriar-018b0151 Google+: https://plus.google.com/u/0/107358973334335917187 Twitter: https://twitter.com/shahriarshibli
Views: 511 Shibli's Teaching
Managing Difficult Employees
 
04:20
http://blog.hr360.com/hr-blog/managing-a-difficult-employee-video-blog Video Highlights: 0:42 Managing a difficult employee is one of the biggest challenges a supervisor can face. We’re talking about individuals who are not violating company policy or breaking the law, but whose demeanor, attitude and behavior are off-putting to others. 01:12 Left unaddressed, a difficult employee has the potential to do serious harm to overall workplace morale and productivity, and can even drive other valuable employees away from the department or company. 01:29 You must be responsive to the issues and complaints of the offending employee’s colleagues. Don’t brush them off. Document the complaints in detail, and ask for specific examples of the behavior in question. 01:49 Address the employee in question. This is understandably uncomfortable, but it must be done. Ideally, you will speak with the employee immediately following an incident, so that the event is fresh in his or her mind. 02:19 Follow an established protocol of steps based on a progressive discipline policy. Start with a conversation, or counseling session. If the behaviors persist, move to a verbal and then a written warning. 03:27 If all these efforts fail, you may be forced to consider reassignment or termination of the employee. However, absent special circumstances, this should generally be the last resort and done only after all other avenues have been exhausted.
Views: 114860 HR360Inc
Conflict Resolution - The Waterboy
 
02:18
Let's see what we can learn about conflict by watching this clip from "The Waterboy."
Views: 793935 waterboyconflict
7 Strategies for Overcoming Resistance to Change
 
04:07
Originally posted: http://forwardfocusinc.com/inspire-leaders/7-strategies-for-overcoming-resistance-to-change-in-the-workplace/ Recently I discussed the challenges and attributes of high performing teams. In modern organizations with flatter hierarchical structures, these high impact teams are smaller, more agile, and themselves structured to benefit from individual specialization without regard for a ‘pecking order’. Even though these teams are designed to provide maximum flexibility in a constantly changing environment, it is likely that an organization will still experience resistance to change. Overcoming resistance to change in the workplace doesn’t have to be a constant battle. Even though change is ever present, both in the market and within organizations transition does not need to be a struggle, especially regarding those that will help the team in the long run. With a forward looking and proactive strategy, resistance to change is first reduced and then eliminated. 7 things to do to eliminate resistance to change Leadership is an organizational imperative when managing change, and leaders who inspire a cultural shift in their staff have the greatest success in managing change. In a 2013 PwC survey, nearly two thirds of staff surveyed felt that a top leader is in charge of change management and almost half felt that top leaders should be in charge of cultural change. The good news here is that the same number of people who felt that cultural change is also their responsibility. The bad news is that only 14% saw any responsibility for change management falling on their shoulders. The harsh reality is that effective change is determined by having in place a corporate culture conducive to change. It is here that inspirational leadership in flat hierarchical structures is, perhaps, at its most potent. Here are seven strategies for overcoming resistance to change in the workplace: 1. Structure the team to maximize its potential Give team members appropriate roles and responsibilities that use skills to their best advantage, while also providing the potential for personal and team development. 2. Set challenging, achievable, and engaging targets Be clear in guidance about goals and targets. Break change projects into smaller milestones, and celebrate achievements. Goals should be seen as progressive and in line with values and beliefs. 3. Resolve conflicts quickly and effectively Utilize the seven methods of care-fronting to regulate and control communicative breakdowns. Encourage openness and honesty and engender an environment of mutual trust and respect. 4. Show passion Communicate passionately and be an example of belief in the future vision. When other people see leaders’ behaviors emulating those required by change, they more quickly come into line with the new behaviors and become change advocates themselves. 5. Be persuasive Engage employees in change by being an energized leader. Focus on opportunities and persuade rather than assert authority. Share experiences as you persuade change through stories that focus on positive change. 6. Empower innovation and creativity Give opportunities for feedback and remain flexible as you alter course toward your change goals. Encourage people to be creative, discover solutions to unfolding problems, and to become part of the change process. The process is difficult for everyone involved, and your team will be more invested with solutions they have created themselves, rather than those dictated to them. 7. Remain positive and supportive People find change unsettling, even though change is a constant in personal lives as well as professional environments. They will need the support of a positive leader who inspires free thought, honest communication, and creativity as personal and team development is encouraged. Employees expect leaders to manage change. Inspirational leaders create a culture where change becomes the responsibility of all. Contact Forward Focus today to discuss our Management Development Series, including our Energy Leadership Program that helps develop high performing managers into inspirational leaders.
Views: 83554 Forward Focus
A Workplace Conflict
 
07:25
A real-life conflict that took place in a Software Engineering firm during our internship programme due to ineffective communication with the Project Manager. Conflict is inevitable in the workplace. More than often, unhappiness between co-workers may affect the productivity of the entire project team. Subordinates are unable to meet the project manager's expectations. Project manager also fails to listen to their subordinates. As a result, subordinates are unable to highlight their difficulties in completing their tasks. Eventually, the subordinates wish to request to transfer out of the project team. The purpose of this case study is to analyse this case study in which a conflict between the Project Manager and his/her subordinates can be resolved. Last Updated: 25 Oct 2011 (Final Version)
Views: 58796 Mervyn Chew
Interview Question: Tell me about a time you handled a difficult situation
 
04:13
You'll definitely encounter this question during your next interview, so make sure you know how to answer it! For more career tips, visit http://careerly.co
Views: 1751345 Careerly
Students Learn the Skill of Conflict Resolution in a Multi-Age Class
 
03:01
In this elective class at Seattle's Alternative School 1, students from every grade come together to discuss and resolve their differences, creating a forum for social and emotional learning. If you liked this video, please consider subscribing to Edutopia's YouTube Channel: http://bit.ly/edutopia-subscribe
Views: 48037 Edutopia
Managing Internal Conflict - Angry Co-worker.wmv
 
02:32
Does anybody work with a co-worker who gets angry from time to time? This is a quick look into our Managing Internal Conflict (co-worker to co-worker) training program. The general philosophy underlying our approach to managing workplace conflict is that most workers understand what it means to conduct themselves in a way that fosters, enhances and is generally consistent with a productive, professional and respectful work environment. As such ARETE does not believe it is productive to 'educate' workers on how to behave or 'what a respectful workplace is'. The real issue for most employees is having the ablility to effectively speak up and deal with issue/problems early on, and having the confidence that the organization will provide support and processes necessary to deal with protential problems. ARETE training sets the stage and context for a positive shift in how individuals view and respond to workplace conflict. This is achieved through presenting a no-nonsense, straightforward approach for employees to speak up using 'everyday communication'. One of the more important results for ARETE's unique approach to training is that it speaks to the issues expressed by many participants that often become excuses for inaction.
Views: 4979 ARETEsafetyinc
Supervisory Skill Builders: Handling Problems and Conflict
 
00:47
This helpful module defines strategies for prioritizing aggravations and implementing solutions.
Views: 243 AHLEIVIDEOS
Managing Conflict - A leadership essential
 
02:23
Conflict Management for Leaders - An essential Leadership Skill
Work Scenarios with Coworkers
 
01:29
Watch what does and doesn't work when it comes to dealing with coworkers in the workplace. Visit www.ultimatemedical.edu for more info.
How to start changing an unhealthy work environment | Glenn D. Rolfsen | TEDxOslo
 
08:32
Do you think backbiting is happening at your workplace or place of study? Glenn Rolfsen's talk is about what contributes to a toxic work environment and what the significant factors are that determine our working life quality. His approach addresses how to achieve a permanent end to slander and bullying among adults in the workplace. Glenn D. Rolfsen is a psychotherapist working in corporate health service in Oslo. He has also worked as a teacher to educate gestalt therapists in Norway and several European countries. He is particularly concerned with the psychosocial work environment in enterprises. As corporate counsel and leadership consultant, he works daily to improve working life quality for employees. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 389077 TEDx Talks
PM4 - Managing Conflict, Difficult People, and Discipline
 
02:47
Dealing with difficult people requires a special knowledge and skill set that every effective leader must possess. Participants learn win-win conflict resolution techniques that focus on counseling and problem solving while maintaining effective work relationships, and applying those techniques to their individual workplace situations. Important aspects of supervisory corrective action are examined. Participants also learn to properly use progressive discipline to address severe performance problems.
Views: 3938 MRA org
Managing a Conflict - Short Film on Making Peace in a Conflict
 
29:09
Did you ever have a really bad fight with your mum or dad, with your brother or sister, or with one of your friends? I'm sure you have! But how do you manage a conflict like this? This short movie tells the story of a bad family fight and how the family managed to solve the conflict. It simply shows one example and our approach to it. There are many more ways of solving a problem, but just know that Jesus is the Prince of Peace and that he wants to take away all your pain and tears and turn them into joy and happiness. Thank you for watching this video! :)
Views: 1338 Inna Walter
Conflict Resolution Tips - Conflict Management in the workplace By Dr.Wagh
 
02:47
Here are tips for resolution/managing conflict in the workplace: 1. Have a positive attitude. 2. Deal with face to face 3. Agree on the issue simple term 4. Consider the previous history 5. Focus on the future 6. Tackle jointly 7. Address the person, not personality 8. Avoid blaming 9. Conflict arises poor communication 10. Different perception cause the conflict 11. Be aware of emotions that create conflict 12. Take charge -------------------------------------------------------------------------------------------------------------------- Subscribe: https://www.youtube.com/SmallBigThings Follow: https: https://twitter.com/smallbigthings2 Like: https: www.facebook.com/smallbigthings2 --------------------------------------------------------------------------------------------------------------------- Disclaimer - The content of this video is strictly for education and information purpose only. The Viewer should always do their own research or take advice from the expert before applying anything from this video. If anyone applying the concept, knowledge, ideas from this video, he/she is fully responsible for his own actions. The video is not warranted for the accuracy of content. The views of this video are of the author from research or own. This video is not intended to spread any rumour or hurt any religion or offend anyone and is not related to any living or dead person. We request people to use his own best judgment and any medical condition takes advice from your doctor. Image – video footage pixabay under Creative Commons Zero (CC0) license.
Views: 144 Small Big Things
Marriage & Relationship Advice : Managing Conflict in Relationships
 
01:12
Manage conflict in a relationship by getting to the root of a problem through marriage and family counseling. Avoid trying to tell a partner that their feelings are wrong in a conflict with advice from a family therapist in this free video on marriage and relationships. Expert: Patti German Contact: www.pattigermancounseling.com Bio: Patti German is a member of the American Association for Marriage and Family Therapy. She has certification in marriage and family therapy (MFT) and has worked with the Penn Council for Relationships. Filmmaker: Paul Muller
Views: 2083 expertvillage
Interpersonal Conflict Management and Managing Stress at Work
 
06:29
http://www.charmainehammond.com Dealing with Conflict Workplace and Self Care. Conflict can be very stressful, to be effective in difficult conversations, you must communicate clearly, reduce the drama and practice self care. Charmaine Hammond, public speaker and expert in resilience and conflict resolution provides some self care tips that can make you more effective in communication and your workplace relationships.
Views: 133 Charmaine Hammond
Evening Lecture in Psychology: October 17th, 2016
 
01:22:55
"Leadership, communication, conflict management & problem solving" Keynote Speaker:Wynn Call Ph.D- Residential Faculty in Psychology (MesaCC) PAC Center (MesaCC) Dr.Call examines proven techniques for solving everyday problems and managing conflicts so people can live a more happy and fulfilled life
Views: 191 mesacc
Conflict Management
 
00:40
Visit https://goo.gl/r0gn0w to view the full video and purchase access to our other HR Compliance & Soft Skills courses. When people work together, there will inevitably be disagreements. Some of these disagreements are minor, but some can turn into major conflicts. If conflicts are not resolved, they can lead to long-term tension and unhappiness among employees. This course illustrates how to resolve conflicts using the SLOW method, reasons for different points of view, and tips for face-to-face communication. Following the ideas in this course can help your team use conflict situations as an opportunity to solve work or personal problems, and therefore become more productive and unified.
Managing Conflict | Global Strategic Management Solutions | Leaderhsip Tips
 
01:06
WHY SHOULD UNDERSTANDING CONFLICT MATTER? UNRESOLVED CONFLICTS ARE COSTLY. CONSIDER HOW MUCH TIME YOU TOOK TO WORK THROUGH A RECENT CONFLICT.
Views: 1428 GlobalStrategicMgmt
Stop the Drama! Managing Conflict in Cheerleading
 
01:57
Learn communication skills for managing and resolving conflict among coaches, parents and athletes in this candid DVD from veteran cheer coach Jennifer Uselton. Drawing on real-life issues from her 16-year coaching career, Uselton shares tips and techniques for creating an environment of compassionate understanding that will open pathways to creative problem solving, team building and improved relationships. For information on purchasing this DVD, go to: http://www.championshipproductions.com/cgi-bin/champ/p/Cheerleading-Dance-Team/Stop-the-Drama-Managing-Conflict-in-Cheerleading_CHD-03852.html?mv_source=youtube For more information on additional Cheerleading DVDs, go to: http://www.championshipproductions.com/cgi-bin/champ/cheerleading-dvds-videos.html?mv_source=youtube
How To Resolve Consumer Conflicts
 
02:32
http://www.ama.asn.au/commercailbus.html The AMA can assist in resolving all of your commercial, business and workplace disputes. Effectively managing disputes is a sure way to reduce legal and administrative costs to free up management time for more productive purposes. The savings gained by avoiding just one court case a year and the advantages for businesses in adopting mediation processes are multifaceted and immeasurable. Businesses have discovered how cost effective mediation can be in resolving disputes which interfere with productivity or negatively effect employee morale. Even small businesses have used mediation processes to keep owner-partnerships from dissolving, to help retain valued managers and to implement change and modernise systems without loosing the "heart" of their businesses due to employee conflicts. Some examples of the possible types of commercial disputes are to recover monies owed; disputes with suppliers, clients/customers, employees, franchises and business partners. Mediation has also been used extensively in disputes involving personal injuries, commercial transactions where ongoing relationships are important, boards of directors, defamation, intellectual prooperty and complex multi-party disputes to name just a few. Our specialists work with companies, unions, government and not-for-profit agencies, and other groups to assess and help resolve conflicts, design conflict management and resolution systems, and teach managers and workers about conflict resolution processes. Mediation has proven to be the cost effective alternative to surrendering to a judge or jury the right to determine the outcome of the dispute at hand.
Views: 471 AustralianMediation
3 Tips to Better Managing Conflict
 
02:39
Conflict is a normal part of relationships; it’s how we handle the conflict that can cause problems. Naomi Brower, USU Extension's relationship expert, shares three tips to better manage conflict. Music: Italian Afternoon by Twin Musicom is licensed under a Creative Commons Attribution license (https://creativecommons.org/licenses/by/4.0/) Artist: http:/wwwtwinmusicom.org/ Connect with USU Extension! Facebook - http://facebook.com/usuextension Twitter - http://twitter.com/usuextension Pinterest - http://pinterest.com/usuextension LinkedIn - http://linkedin.com/company/usuextension Google+ - http://google.com/+usuextension
Myles Munroe:   God's Management Principles
 
01:02:09
http://www.mylesmunroeinternational.com
Views: 238659 Arise&Shine
Managing Conflict Tip 4:  Encourage teamwork
 
00:37
Work together and make teamwork a priority. Avoid conflicts and work together to ensure your firms strategy and growth objectives are achieved. Created at http://www.b2bwhiteboard.com
Views: 1028 B2Bwhiteboard

International sales coordinator cover letter
Free basic cover letter template
Cover letter sample for administrative support salary
Broadcast meteorology cover letter
Sample cover letter early childhood teacher