During my teaching career I can remember several conflicts, but one stands out above all others. It was my 9th year teaching in special education. I had a new co-worker with three years special education experience in another district, and the department head that was in his second year teaching. The new co-worker had a takeover/take control personality and ran the department most of the time. The department had a policy to check each other’s paperwork before and after IEP meeting to reduce errors. One day in the second semester the co-work comes in my classroom and requests to see me in the hall. In the hall she proceeds to yell at me about my IEPs. Other teachers were looking out their doors to see what was going on. I listened for a few minutes, then told her I’d meet with her after school and we needed to have the department head there. After school we did meet. The discussion was about a procedure she accused me of not following. She was rude and very confrontive.
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Next year I was department head and I always treated the staff with respect and worked respectfully to resolve questions or find out the answer and get back to them.
As a director of a daycare, I would use conflict mediation to solve problems between two coworkers. Conflict mediation consists of seven steps outlined in Management of Child Development by Hearron and Hilebrand (pg160-161). The step given are: 1) acknowledgement there is a problem, 2) listen to both sides, 3) restate each point of view for clarity, 4) brainstorm ways to resolve issue(s), 5) help parties to come to a consensus about solution, 6) acknowledge how each worked to solve problem, 7) follow up to see if solution is being followed, (Hearron & Hilebrand pg. 160-161).
As a director I would also stand-up for correct policy or check to see to have it corrected so both parties would know how to
Next year I was department head and I always treated the staff with respect and worked respectfully to resolve questions or find out the answer and get back to them.
As a director of a daycare, I would use conflict mediation to solve problems between two coworkers. Conflict mediation consists of seven steps outlined in Management of Child Development by Hearron and Hilebrand (pg160-161). The step given are: 1) acknowledgement there is a problem, 2) listen to both sides, 3) restate each point of view for clarity, 4) brainstorm ways to resolve issue(s), 5) help parties to come to a consensus about solution, 6) acknowledge how each worked to solve problem, 7) follow up to see if solution is being followed, (Hearron & Hilebrand pg. 160-161).
As a director I would also stand-up for correct policy or check to see to have it corrected so both parties would know how to