Conflict Resolution Training, Page 3 Reviews

I though that this was all common sense and quite basic

Do you not relate to my job

The background squiggly line drawings and bubbles etc were much more distracting than helpful

It was a bit woolly and idealistic, and could have been improved with some real life case studies

There is a glitch in the software. Two questions the same with the exact same wording. The answer is correct on one and wrong on the other...

I think the course fails by not taking into account peoples disabilities, in particular short term memory issues when involved in meetings.

i missed some parts to be explained a bit more, more examples of different conflict topics and type of resolution technics, training on the second part of the conflict resolution (formal/organizational approach), and prevention strategies from a personal and organizational perspective.

while having a brief introduction is great this either leaves someone thinking that they have the skills and ability to handle a situation that is quite beyond them, or recognising that this isn't enough. It is a great opportunity to guide people to really good resources. In my view that opportunity was overlooked. ACAS is not enough - and frankly it isn't the interesting material either. I think a short piece at the end could address this, for example, "If you want to learn more and you feel like a beginner - look at this. If you feel you have some experience and would like to deepen you understanding of managing conflict then look at these resources etc."I also note that handling the wider conflict/pressures is not addressed. In my experience these can be some of the most important factors and there is a need to be able to say, "okay we see these bearing down on both of us (we are in the onset of a recession it seems, and sales targets are unrealistic), how can we work within this context?". Maybe I missed it.

I found the analogy used to detail the "triple-filter test" a clumsy "Friends" reference snuck in by bored E-learning designers. The original three sieve test is more to do with conflict avoidance, gossip and interpersonal working relationships than it is to do with conflict resolution, aside from which it doesn't contextually work even with bastardisation due to the example and focus (the stolen sandwich) of the issue; Truth - It is gone and has it been taken by someone other than me? - "Yes it is and yes it has." Good - Is it good that you have no lunch and there is a thief in the office? "No, it is not." Useful - Is my lunch useful? "I have diabetes." Aside from this issue, trying to grapple with philosophical concepts and advanced modes of thinking can be difficult for anyone with low blood sugar, diabetes or not. Not only that but the very next section is entitled "The Silver Lining" and I'm not sure what the silver lining is in the event someone steals and eats your lunch. You may want to consider editing the "Messy Desk" VT from earlier in the course to explain the concept. That scenario/case study could easily incorporate other elements of the course such as self reflection, communication, not letting issues fester and effective methods of conflict resolution as the employees at the end point would be happy and the desk would be tidy, hygienic and well organised which would aid in productivity and create a better transition to the "Silver Lining".

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