this is a sample of a moderated or facilitated self-directed elearning course with cohort group...

This is a sample of a moderated or facilitated self-directed eLearning course with cohort group interactions . The cohort group interactions are in cloud based discussion groups (Google Groups).

The course was developed to benefit all levels of employees in the eLearning software Articulate. The course has also been designed so its component modules can easily be uploaded into a LMS/LCMS or a CMS platform.

It was designed as a 13 module course, but you will only sample the introduction and Module 1 contained in slides 1-18, slide 19-49 are placeholders for the development of the full course.

The design elements include:• an introduction in Flash—audio and video combined in Camtasia• a URL link to an web-based quiz• a URL link to a cloud based discussion board•2 Engage User Interactions slides•1 Module Learning Assessment

The course will begin with upon your mouse click.

Instructional Design methodology of Conflict Resolution sample course

Conflict Resolution 101

B. Perea, Sample rapid eLearning course

Purpose and Objectives

This course provides:• Learners with

background knowledge and theory to identify their own communication style

• The confidence to identify and employ attitudinal changes

• The ability to apply the necessary skills to diverse workplace, community and personal conflicts

Conflict is the Stuff of Life.

How can you resolve conflicts more successfully?

This course will help teach you the Conflict Resolution skills of effective communication to help you build more unified organizations and more rewarding relationships.

Conflict Resolution Skills Create Better Work Climates and More Fulfilling Relationships

For an organization, skilful conflict-handling is an important tool. Conflict can be seen as an opportunity for learning more about the company - its bottle-necks and inefficiencies, as well as its areas of expertise. The benefits of conflict often go unrecognized when staff and management react with "fight" or "flight". To benefit from conflict we need to “Flow", this way requires Conflict Resolution skills.


You will gain skills in the following techniques:

Course Overview

Win/Win Creative Response

Empathy Appropriate Assertiveness

Co-operative Power

Managing Emotions

Willingness to Resolve

Mapping the Conflict

Designing Options Negotiation

Introduction to Mediation

Broadening Perspectives

This course will provide a set of principles and conversational protocols that provides a road map for difficult conversations people often avoid.

Executives, managers, team leads and co-workers are reluctant to engage in these difficult conversations because they do not have a map to navigate through difficult conversations. They do not know how to get into, through, and out of the dialogues.

The effectiveness of any collaboration and any organization reflects the quality of the relationships and the quality of agreements among the participants. The goal of the interventions is a “culture of agreement and resolution” where everyone has the same vision, the same path to get there, and the same tools to keep them on track.

Working through this course, you will gain the necessary skills for improving communication and resolving conflict.


By successfully completing this course, students will be able to:

Identify their own communication skills and describe the types of conflict that occur in the workplace.

Define why people conflict in the first place. Describe the consequences of conflict in the workplace. Summarize procedures to resolve workplace conflict. Summarize steps to take when conflicts are not resolved. Summarize ways to stop conflict from arising in the first place. Describe the most common techniques to resolve personal conflict. Describe ways to mediate conflict between parties. Describe what steps to take when both parties refuse to resolve

their conflicts Demonstrate mastery of lesson content at levels of 70% or higher.

Learning Outcomes

Move to the next section upon mouse click


Learning Objectives:

Identify your communication effectiveness Identify, describe, and define the types of conflict

that occur Describe consequences of conflict in the

workplace. Identify how to use communication effectively in

difficult and emotive situations to de-escalate conflict

Identify a Conflict Resolution Process

Module 1—Communication and Conflict


Learning Activity 1--Identify your Communication Style

This graphic represents the communication process under “normal” circumstances. Here, the person who is the source of the communication, transmits a message through a channel and the receiver accepts the message and in one way or another provides feedback to the source. In conflict, the communication process feedback is either corrupted or does not exist.

If you want to be an effective communicator, you need to be effective at all points in the communication process – whether as a sender or receiver.

Communication skills are some of the most important skills you need to succeed in the workplace. We talk to people face to face, and we listen when people talk to us. We write emails and reports, and we read the documents that are sent to us.

Communication, therefore, is a process that involves at least two people – a sender and a receiver. For it to be successful, the receiver must understand the message in the way that the sender intended. This sounds quite simple. But have you ever been in a situation where this hasn't happened?

Misunderstanding and confusion often occur, and they can cause enormous problems, yes even conflict. If you want to be an effective communicator, you need to be effective at all points in the communication process – whether as a sender or receiver of communication. Whenever you communicate with someone else, you and the other person follow the steps of the communication process.

Are you communicating effectively? Shortly, a new browser window will open where you will read a short article on communication, and take the short survey “How good are your Communication Skills?”—After you have taken the survey, remember to either print out the page using your internet browser print button or copy down your score…you will use this information later in the module.

http://www.mindtools.com/CommSkll/CommunicationIntro.htm


Learning Activity 1--conclusion

This next activity is going to help you integrate the information you learned in the Communication Quiz and your awareness of effective communication to help resolve conflict.

You will be discussing a communication scenario on a discussion board.

1. A new browser window will open allowing you to view the short video– Ann and Pete--Communicate.

2. Utilizing the knowledge about your own communication style and the information you have gained about effective communication, (a new browser window will open, asking you to sign in using your Google Groups log in), post a comment on Discussion Thread 3 on how you believe the lines of communication have broken down between Ann and Pete. Additionally, propose one or two new strategies to help increase effective communication. (you might want to format your ideas in a text or MSWord document.)

3. Post a short, no shorter than 140 characters, reactionary response to at least 2 of your other cohorts’ posts. Remember to be an excellent communicator as well as a non-judgmental communicator.

http://www.kriegersolutions.com/training/clip3.wmv

http://groups.google.com/group/PereaInk/browse_thread/thread/d361267ab6499fdc

http://groups.google.com/group/PereaInk/browse_thread/thread/d361267ab6499fdc


Besides crafting good conflict resolution agreements, an important aim of the intervention is to "normalize" conflict so people will not remain emotionally triggered—they internalize the skills and temperament to get through the "white-water" that is challenging them on the way to the skill and goal of reaching more effective collaboration agreements. The long term goal is the realization that when disagreements occur a fight does not have to follow—you just need a new agreement. When an organization, or a collaborative partnership of any kind, embraces the cyclical process of resolution, there is little drain on productive capacity.

The fact that conflict exists, however, is not necessarily a bad thing: As long as it is resolved effectively, it can lead to personal and professional growth. In many cases, effective conflict resolution can make the difference between positive and negative outcomes. According to psychologists Art Bell and Brett Hart, there are eight common causes of conflict in the workplace.

Conflicting resources, styles, perceptions, goals, pressures and roles Different personal values. Unpredictable policies.

Effective conflict resolution is a process of developing an “attitude of resolution”—enrolling people through the realization of just how large the huge cost of conflict really is and understanding that most conflict is not about bad intention—most conflict is structural, a function of different individual characteristics, needs, and outcomes.

What is Conflict?

In many cases, conflict in the workplace just seems to be a fact of life. We’ve all seen situations where different people with different goals, needs, values, motivations, and communication styles have come into conflict and we have all seen the often intense personal animosity that can result.


Few people have learned the skills needed to continue forward to collaborate effectively when confronted with conflict.

Most people do not have the map to solid communication, or an "agreement for results“—which are the basic building blocks of collaborations and organizational culture.

The ability to engage the dialogue of collaboration and conflict resolution requires some basic traditional communication skills (self-awareness, listening, and emotional intelligence); that make up conversational steps.

Another key premise is no matter how good the communication is on the front end, conflict will arise because of changing and unforeseen circumstances, incompleteness, and personal challenges.

What does Communication have to do with Conflict?


Resolving conflict successfully: Increases understanding:

◦ expands people’s awareness of the situation, giving them an insight to achieve their own goals without undermining those of other people.

Increases group cohesion: ◦ team members can develop stronger mutual respect, and

a renewed faith in their ability to work together. Improves self-knowledge:

◦ helping individuals understand the things that are most important to them, sharpening their focus, and enhancing their effectiveness

Benefits of Conflict Resolution

Thomas-Kilmann Conflict Resolution Style Theory

PROPERTIESAllow user to leave interaction: AnytimeShow ‘Next Slide’ Button: Show upon completionCompletion Button Label: Next Slide

Interest-Based Relation Approach to Conflict Resolution

PROPERTIESAllow user to leave interaction: AnytimeShow ‘Next Slide’ Button: Show upon completionCompletion Button Label: Next Slide


Step 1—Set the Scene Step 2—Gather

Information Step 3—Agree on the

Problem Step 4—Utilize Conflict

Resolution skills to develop a solution

Step 5—Negotiate a Solution

Conflict Resolution Process


Learning Activity 1– Follow-up

Throughout this module, communication and conflict has been linked. We have discovered that in conflict, the communication process is either corrupted or does not exist. It can take a lot of effort to communicate effectively. However, you need to be able to communicate well if you're going to succeed in managing conflict.

It is possible to enhance your skills to communicate ideas clearly and effectively, and understand much more of the information that's conveyed to you.

As either a speaker or a listener, or as a writer or a reader, you're responsible for making sure that the message is communicated accurately. Pay attention to words and actions, are you triggering conflict with your own words and actions, or body language?

Our awareness of how we communicate, impacts our ability to avoid or resolve conflict. Take the Communication Quiz again to see if you are becoming a more effective communicator.




This is the end of Module 1.

Complete the Quiz on the next slide to move on to Module 2.

Learning Assessment 1


Opponents or PartnersThe win/win approach is about changing the

conflict from adversarial--attack and defense, to co-operation.

Module 2—Win Win Approach to CR


Learning Activity


Problems or ChallengesTurning problems into possibilities.

Module 3—Creative Response


Learning AssessmentThis is the end of

Modules 2-3.Complete the Quiz on the next slide to

move on to Module.


Learning Activity


The Task of Active ListeningRapport and openness between people.

Module 4--Empathy


Learning Activity


When to use “I” StatementsStating your case without arousing the

defenses of the other person.

Module 5—Appropriate Assertiveness


Learning Activity




move on to Module.


Responding to resistance from othersAsk open questions to reframe resistance.

Module 6—Co-Operative Power


Learning Activity


Handling yourself5 Questions and 5 Goals

Module 7—Managing Emotions


Learning Activity




move on to Module.


Projection and ShadowDoes the situation inform or inflame?

Module 8—Willingness to Resolve


Learning Activity


Module 9—Mapping the Conflict


Learning Activity




move on to Module.


What are the range of options?Clarifying tools Chunking - breaking the problem into smaller parts. Researching - more information; extent of resources: constraints. Goal-setting - what is the outcome we want?Generating tools The obvious solution - to which all parties say "yes". Brainstorming- no censoring, no justifying, no debating Consensus - build a solution together Lateral thinking - have we been practical, creative?Negotiating tools Maintain current arrangements - with trade-offs or sweeteners. Currencies - what is it easy for me to give and valuable for you to

receive? Trial and error - try one option, then another Establishing alternatives - what will happen if we can't agree? Consequences conformation - what I will do if we don't agree.

Module 10—Development of Options


Learning Activity


5 Basic Principles Be hard on the problem and soft on the

person Focus on needs, not positions Emphasize common ground Be inventive about options Make clear agreements

Module 11—Introduction to Negotiation


Learning Activity


Learning AssessmentThis is the end of Modules 10-11.

Complete the Quiz on the next slide to

move on to Module.


Attitudes for mediatorsAttitudes are relevant

Module 12—Introduction to Mediation


Learning Activity


Respect and Value DifferencesWe are unique and special, so are other

people.

Module 13—Broadening Perspectives


Learning Activity


Learning Assessment


ConclusionCongratulations, you

have reached the end of the Modules.Complete the Quiz on the next slide to

complete the course.

this is a sample of a moderated or facilitated self-directed elearning course with cohort group...

Documents

module course

selfdirected elearning

benefits of conflict

personal conflicts conflict

skilful conflicthandling

necessary skills

elearning software

cohort group interactions