The 2010 Pakistan floods began in July 2010 following heavy monsoon rains in the Khyber Pakhtunkhwa, Sindh, Punjab and Balochistan regions of Pakistan. Present estimates indicate that over two thousand people have died and over a million homes have been destroyed since the flooding began. The United Nations estimates that more than 21 million people are injured or homeless as a result of the flooding, exceeding the combined total of individuals affected by the 2004 Indian Ocean tsunami, the 2005 Kashmir earthquake and the 2010 Haiti earthquake. However, the death count in each of those three disasters was significantly higher than the number of people killed so far in the floods. At one point, approximately one-fifth of Pakistan’s total land area was underwater due to the flooding.

UN Secretary-general Ban Ki-Moon has asked for an initial $460 million for emergency relief, noting that the flood was the worst disaster he had ever seen. 50% of the relief funds requested has been received as of 15 August 2010. The U.N. is concerned that aid is not arriving fast enough, while the World Health Organization reported that ten million people were forced to drink unsafe water. The Pakistani economy has been harmed by extensive damage to infrastructure and crops. Structural damages are estimated to exceed 4 billion USD, and wheat crop damages are estimated to be over 500 million USD. Officials estimate the total economic impact to be as much as 43 billion USD.
Source: http://en.wikipedia.org/wiki/2010_Pakistan_floods

Pakistan Flood Victims
Pakistan Flood Victims
Pakistan Flood Victims

Basics of Conflict Management

Clarifying Confusion About Conflict
Conflict is when two or more values, perspectives and opinions are contradictory in nature and haven’t been aligned or agreed about yet, including:
1. Within yourself when you’re not living according to your values;
2. When your values and perspectives are threatened; or
3. Discomfort from fear of the unknown or from lack of fulfillment.
Conflict is inevitable and often good, for example, good teams always go through a “form, storm, norm and perform” period. Getting the most out of diversity means often-contradictory values, perspectives and opinions.

Conflict is often needed. It:
1. Helps to raise and address problems.
2. Energizes work to be on the most appropriate issues.
3. Helps people “be real”, for example, it motivates them to participate.
4. Helps people learn how to recognize and benefit from their differences.
Conflict is not the same as discomfort. The conflict isn’t the problem – it is when conflict is poorly managed that is the problem.

Conflict is a problem when it:
1. Hampers productivity.
2. Lowers morale.
3. Causes more and continued conflicts.
4. Causes inappropriate behaviors.

Types of Managerial Actions that Cause Workplace Conflicts
1. Poor communications
a. Employees experience continuing surprises, they aren’t informed of new
decisions, programs, etc.
b. Employees don’t understand reasons for decisions, they aren’t involved in
decision-making.
c. As a result, employees trust the “rumor mill” more than management.

2. The alignment or the amount of resources is insufficient. There is:
a. Disagreement about “who does what”.
b. Stress from working with inadequate resources.

3. “Personal chemistry”, including conflicting values or actions among managers and employees, for example:
a. Strong personal natures don’t match.
b. We often don’t like in others what we don’t like in ourselves.

4. Leadership problems, including inconsistent, missing, too-strong or uninformed leadership (at any level in the organization), evidenced by:
a. Avoiding conflict, “passing the buck” with little follow-through on decisions.
b. Employees see the same continued issues in the workplace.
c. Supervisors don’t understand the jobs of their subordinates.
Key Managerial Actions / Structures to Minimize Conflicts
1. Regularly review job descriptions. Get your employee’s input to them. Write down and date job descriptions. Ensure:
a. Job roles don’t conflict.
b. No tasks “fall in a crack”.

2. Intentionally build relationships with all subordinates.
a. Meet at least once a month alone with them in office.
b. Ask about accomplishments, challenges and issues.

3. Get regular, written status reports and include:
a. Accomplishments.
b. Currents issues and needs from management.
c. Plans for the upcoming period.

4. Conduct basic training about:
a. Interpersonal communications.
b. Conflict management.
c. Delegation.

5. Develop procedures for routine tasks and include the employees’ input.
a. Have employees write procedures when possible and appropriate.
b. Get employees’ review of the procedures.
c. Distribute the procedures.
d. Train employees about the procedures.

6. Regularly hold management meetings, for example, every month, to communicate new initiatives and status of current programs.

7. Consider an anonymous suggestion box in which employees can provide suggestions.
Ways People Deal With Conflict
There is no one best way to deal with conflict. It depends on the current situation. Here are the major ways that people use to deal with conflict.
1. Avoid it. Pretend it is not there or ignore it.
a. Use it when it simply is not worth the effort to argue. Usually this approach tends
to worsen the conflict over time.

2. Accommodate it. Give in to others, sometimes to the extent that you compromise yourself.
a. Use this approach very sparingly and infrequently, for example, in situations
when you know that you will have another more useful approach in the very
near future. Usually this approach tends to worsen the conflict over time, and causes conflicts within yourself.

3. Competing. Work to get your way, rather than clarifying and addressing the issue. Competitors love accommodators.
a. Use when you have a very strong conviction about your position.

4. Compromising. Mutual give-and-take.
a. Use when the goal is to get past the issue and move on.

5. Collaborating. Focus on working together.
a. Use when the goal is to meet as many current needs as possible by using mutual
resources. This approach sometimes raises new mutual needs.
b. Use when the goal is to cultivate ownership and commitment.
To Manage a Conflict Within Yourself – “Core Process”
It’s often in the trying that we find solace, not in getting the best solution. The following steps will help you in this regard.
1. Name the conflict, or identify the issue, including what you want that you aren’t getting. Consider:
a. Writing your thoughts down to come to a conclusion.
b. Talk to someone, including asking them to help you summarize the conflict in 5
sentences or less.

2. Get perspective by discussing the issue with your friend or by putting it down in writing. Consider:
a. How important is this issue?
b. Does the issue seem worse because you’re tired, angry at something else, etc.?
c. What’s your role in this issue?

3. Pick at least one thing you can do about the conflict.
a. Identify at least three courses of action.
b. For each course, write at least three pros and cons.
c. Select an action – if there is no clear course of action, pick the alternative that
will not hurt, or be least hurtful, to yourself and others.
d. Briefly discuss that course of action with a friend.

4. Then do something.
a. Wait at least a day before you do anything about the conflict. This gives you
a cooling off period.
b. Then take an action.
c. Have in your own mind, a date when you will act again if you see no clear
improvement.
To Manage a Conflict With Another – “Core Process”
1. Know what you don’t like about yourself, early on in your career. We often don’t like in others what we don’t want to see in ourselves.
a. Write down 5 traits that really bug you when see them in others.
b. Be aware that these traits are your “hot buttons”.

2. Manage yourself. If you and/or the other person are getting heated up, then manage yourself to stay calm by
a. Speaking to the person as if the other person is not heated up – this can be very effective!
b. Avoid use of the word “you” – this avoids blaming.
c. Nod your head to assure them you heard them.
d. Maintain eye contact with them.

3. Move the discussion to a private area, if possible.

4. Give the other person time to vent.
a. Don’t interrupt them or judge what they are saying.

5. Verify that you’re accurately hearing each other. When they are done speaking:}
a. Ask the other person to let you rephrase (uninterrupted) what you are hearing from
them to ensure you are hearing them.
b. To understand them more, ask open-ended questions. Avoid “why” questions -
those questions often make people feel defensive.

6. Repeat the above step, this time for them to verify that they are hearing you. When you present your position
a. Use “I”, not “you”.
b. Talk in terms of the present as much as possible.
c. Mention your feelings.

7. Acknowledge where you disagree and where you agree.

8. Work the issue, not the person. When they are convinced that you understand them:
a. Ask “What can we do fix the problem?” They will likely begin to complain again.
Then ask the same question. Focus on actions they can do, too.

9. If possible, identify at least one action that can be done by one or both of you.
a. Ask the other person if they will support the action.
b. If they will not, then ask for a “cooling off period”.

10. Thank the person for working with you.

11. If the situation remains a conflict, then:
a. Conclude if the other person’s behavior conflicts with policies and procedures in the workplace and if so, present the issue to your supervisor.
b. Consider whether to agree to disagree.
c. Consider seeking a third party to mediate.
Source: http://managementhelp.org/intrpsnl/basics.htm

give help or assistance; be of service; “Everyone helped out during the earthquake”; “Can you help me carry this table?”; “She never helps around the house”helpingpeople
help – improve the condition of; “These pills will help the patient”
help – be of use; “This will help to prevent accidents”
help oneself: abstain from doing; always used with a negative; “I can’t help myself–I have to smoke”; “She could not help watching the sad spectacle”
serve: help to some food; help with food or drink; “I served him three times, and after that he helped himself”
help – aid: the activity of contributing to the fulfillment of a need or furtherance of an effort or purpose; “he gave me an assist with the housework …
help – contribute to the furtherance of; “This money will help the development of literacy in developing countries”
help – avail: take or use; “She helped herself to some of the office supplies”
help – aid: a resource; “visual aids in teaching”
help – improve; change for the better; “New slipcovers will help the old living room furniture”
help – avail: a means of serving; “of no avail”; “there’s no help for it”

from google.com