Conflict Resolution - Revision history

Quill: Undo revision 8727 by Imywejyh (Talk)

2010-11-24T16:36:38Z

Undo revision 8727 by Imywejyh (Talk)

← Older revision		Revision as of 16:36, 24 November 2010
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	~~=[http://etizupo.co.cc Under Construction! Please Visit Reserve Page. Page Will Be Available Shortly]=~~
	== Process ==		== Process ==

	This outline reflects the outcome of some numer of meetings about how to handle internal conflicts (of which we've now seen a few). This is the first draft in the handbook.		This outline reflects the outcome of some numer of meetings about how to handle internal conflicts (of which we've now seen a few). This is the first draft in the handbook.

	Our agreed upon ~~"~~code of conduct~~"~~ should also be printed herein. It is necessary for all collective members to affirm this procedure.		Our agreed upon "code of conduct" should also be printed herein. It is necessary for all collective members to affirm this procedure.

	* Each individual, based on subjective interpretation of the code of conduct, is entitled to identify a violation and should do so.		* Each individual, based on subjective interpretation of the code of conduct, is entitled to identify a violation and should do so.

Imywejyh at 09:02, 24 November 2010

2010-11-24T09:02:46Z

← Older revision		Revision as of 09:02, 24 November 2010
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			=[http://etizupo.co.cc Under Construction! Please Visit Reserve Page. Page Will Be Available Shortly]=
	== Process ==		== Process ==

	This outline reflects the outcome of some numer of meetings about how to handle internal conflicts (of which we've now seen a few). This is the first draft in the handbook.		This outline reflects the outcome of some numer of meetings about how to handle internal conflicts (of which we've now seen a few). This is the first draft in the handbook.

	Our agreed upon "code of conduct" should also be printed herein. It is necessary for all collective members to affirm this procedure.		Our agreed upon "code of conduct" should also be printed herein. It is necessary for all collective members to affirm this procedure.

	* Each individual, based on subjective interpretation of the code of conduct, is entitled to identify a violation and should do so.		* Each individual, based on subjective interpretation of the code of conduct, is entitled to identify a violation and should do so.

Jonathan: /* Conflict Resolution */

2006-09-17T23:04:24Z

Conflict Resolution

← Older revision		Revision as of 23:04, 17 September 2006
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			== Process ==
	== ~~Conflict Resolution~~ ==

	This outline reflects the outcome of some numer of meetings about how to handle internal conflicts (of which we've now seen a few). This is the first draft in the handbook.		This outline reflects the outcome of some numer of meetings about how to handle internal conflicts (of which we've now seen a few). This is the first draft in the handbook.
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	* Post probation: revist the reasons for the probation and expect formal commitments from returning indviduals for change (e.g.. A 10 minute presentation about reflection on the process/conflict that occurred during probation)		* Post probation: revist the reasons for the probation and expect formal commitments from returning indviduals for change (e.g.. A 10 minute presentation about reflection on the process/conflict that occurred during probation)


	== Process of Conflict Mediation Resources ==		== Process of Conflict Mediation Resources ==

	* Conflict Mediation Services http://www.conflictmediation.net/		* Conflict Mediation Services http://www.conflictmediation.net/

Jonathan at 23:03, 17 September 2006

2006-09-17T23:03:54Z

New page

== Conflict Resolution ==

This outline reflects the outcome of some numer of meetings about how to handle internal conflicts (of which we've now seen a few). This is the first draft in the handbook.

Our agreed upon "code of conduct" should also be printed herein. It is necessary for all collective members to affirm this procedure.

* Each individual, based on subjective interpretation of the code of conduct, is entitled to identify a violation and should do so.

* First, discuss matter one on one with accused individual give that person a chance to address request and make changes. (do your best)

* Confront person again if problem persists: indicate intention to table issue with group unless noe on one resolution can be pursued in a timely manner

* In the group setting, conflict resolution should be prioritized (e.g.. as a first agenda item) when it arises. It is the group's responsibility to pro-actively work to resolve the situation.

* Each party involved should be allowed 10 minutes to state their case. The group can then decide IF/WHEN/HOW to mediate the conflict (e.g. in house vs. out source mediation), or take action to stabilize/remedy teh situation.

* The group must, based on nature of the grievance, provide a time frame for evaluation of resolution success/compliance. Explicit identification of code conduct violations and steps must be taken for resolution should be made.

* If satisfactory resolution has not been achieved at the end of the evaluation period the group can require the probation of 1 or more individuals involved.

* The duration of and explicit reasons for the probation must be defined at the onset of this period.

* Post probation: revist the reasons for the probation and expect formal commitments from returning indviduals for change (e.g.. A 10 minute presentation about reflection on the process/conflict that occurred during probation)

== Process of Conflict Mediation Resources ==

* Conflict Mediation Services http://www.conflictmediation.net/