A new and innovative conflict resolution service at erelations.info
eRelations will advise you on how to manage online conflicts and crises occurring in social media networks through conflict resolution expertise and techniques such as ADR (alternative dispute resolution) and other social media conflict management processes and skills.
Our resources can show you how to manage social media conflicts in a productive way but also how to prevent such issues from arising.
eRelations can fulfill your business needs for the following Social Media Conflict Management consultation services:
Analyzing an ongoing conflict on a social network, blog or forum (Facebook, Twitter, Blogger, Tumblr, etc.)
Providing management with a written report detailing ongoing social media online crisis and their potential impacts
Monitoring a particular social media, or a set of social networks, for potential conflicts
Designing a strategy to prevent and mitigate conflicts and crisis from arising through your business social networks
Global schedule processing and performance improvement through best practices implementation
Implementing this strategy throughout your social networks, by informing community managers
Upgrading social media conflict management through coaching and training activities
First of all it is important to know that nowadays the description online facilitator can refer to two different things. When you Google the term "online facilitator" many if not most of the links you will find will refer to the possibility to teach online activities and to act as a trainer, tutor or instructor for virtual classes.
The other use of this term which is the purpose of this article describes the online facilitator as a moderator and especially in an online business setting as a team leader who helps participants collaborate and achieve synergy. An online facilitator needs to be able to act as a conflict resolution facilitator in a virtual environment. With the rapid rise of internet, globalization and accessible interactive technologies people tend to spend more and more time in front of their computers, connecting with others around the world. Yet even when people are online they reflect their own personalities, needs and values. We are not another person because we are behind a screen and we feel anonymous. Therefore, online work teams can be as hard to manage as teams in a real office. Online teams usually gather people from different parts of the world who speak various languages, have different cultural backgrounds and display a plethora of work values and/or ethics.
The question of empowerment and reaching consensus is therefore central to the team's interactions and its underlying mechanism. In the context of online teamwork, an online facilitator possessing a conflict resolution, business and communication background could be much beneficial - if not downright essential - in order to help the team reach their common objectives and agreements in a respectful manner which will preserve positive relationships between individuals involved.
As lately reported in the news with the cyberbulling problems, the virtual world can be as damaging for its users as the real world; that is why we need to assure clear communication patterns and respectful cyber places for the online work environments as well as all human interactions (including online ones).
With the extremely rapid growth of human population many questions arise pertaining to different issues such as ecology and human-related disasters/man-made climate change, natural resources management, etc. Another topic that many would find to be of a lesser importance is the impact of our growth on other species. Some adapt quite well to the new, man-made environments; the rat is in fact thriving on the garbage we produce in mass quantities. Big-size animals such as the elephant, the tiger, the lion or numerous others are rather on the brink of extinction.
The question we must ask ourselves is the following: what is the extent of the efforts we are willing to make so that other species may cohabit with us? Do we have a conflict with other living beings that inhabit the earth and if so, are we open to make some difficult choices in order to share some of our space with them? Unfortunately, most often the answer is no: we see animals, trees, insects, etc. as a menace to our security and/or well-being or sometimes also as obstacles to our progression/domination. Thus we have found ways to suppress/exterminate them or at least push them away.
There are some tribes in Africa where the lion is seen as an enemy, due to the fact the the lion preys on some of the same livestock as tribesmen do. Some outside entities (who could be considered as mediators in some aspects) are trying to make them change this behavior by paying them for not killing the lions. The goal is to change attitudes by compensating livestock losses with tourism industry's potentially huge profits (no lions = no tourism). This may be hard to implement since killing the lions is ingrained in ancestral traditions, which could make the whole change process difficult to set into place.
Is money the only way to go or is there a change that may come from knowledge and from a change of perspective? Could someone “make” the tribesmen admire and love the lions? The question remains unanswered.
Hate. Such a powerful, strong and destructive emotion. The most difficult emotion to deal with when there is a conflict.
At some point in my practice I was a mediator in a conflict between two neighbors. A conflict that got ugly, very ugly. Both parties hated each other. They waited too long, got through court, lawyers and judges before asking for a mediation.
It all began in a small co-property. Both neighbors had to share the co-property terrace, both had the right to use it. But they didn't communicate about when and how they will share the terrace. One was young and liked to party, the other was quiet and had a new family.
The dispute has been going on for 5 years. Both of them lost a lot. One lost his job and couldn't pay the lawyer's fee anymore, the other one got a divorce mostly because of the time and energy spent with the pursuit. At least that is what they said. Still police was involved. They yelled at each other in front of family, friend and neighbors, they said death threats and punched each other in the face.
When they came in the office neither of them wanted to be in the same room. At some point they accepted to sit in the office around a big round table and talk. Just talk. One of them said ''I hate you more than I love myself, my family or my friends''.
Such powerful words, I still remember the look on his face. It made me realize how far Hate can bring somebody, make him forget about the love of oneself and the love of people who are important to us. Before feeling hate just take a moment to think what it can do to you and the ones you love, the lives that it can destroy and the power that it can take away from you. The power to control your life and the capacity to be happy.
Lately I read some of Gustav Jung's books. He used to write a lot about the importance of archetypes and images for human beings. When we think about something or someone we have an image that comes to our mind.
Disputes, conflicts and misunderstandings are a part of everyday's life. Everybody has a general or specific image of conflict.
This image is different for everybody. So today I just wanted to put some pictures that represent conflict for me.
IMAGE 1: Money/Wealth
Money seems to be always present directly or subtly in a conflict and influence it's outcome.
IMAGE 2: Perception/Perspective
What is normal, what is not and the perception of THE other.
IMAGE 3 : Skull
The ultimate price of a war and violent conflicts : death.
IMAGE 4: Words
The power of communication is key to solve a conflict
IMAGE 5: Blue sky
This image is powerful for me because it symbolizes hope and change that can occur from a conflict.
First of all individualism vs collectivism is a false dichotomy because it nearly never happens that somebody is 100% an individualist or a collectivist.
Still as conflict resolution practitioners we need to assess and to understand our client's view of the world and it's impact on the conflict resolution styles and outcomes.
Here are the main differences according to Hall (1976) :
1. Communication
individualist : most information in the message , ''I'' is predominant
collectivist: minimal information in the message, ''WE'' is predominant
2. Time
individualist : time is possessed, time and efficiency, time and productivity, time is owned
collectivist : time is contextual and relation-oriented
3. Causes of conflict
individualist : individual pride, ego, possessions, sense of autonomy, power
collectivist: group harmony, reciprocal sense of favors and obligations, incompatible relation-management
4. Styles of negotiation:
individualist : competition, compromising, problems dealt with openly and directly
collectivist: avoidance, harmonizing, problems dealt with subtly and discreetly
5. Power
individualist : tangible as a source of reward and punishment
collectivist: intangible as a source of esteem in the community and the relations
Here is a video if you want to learn more about individualism, collectivism and political ideologies.
