By Mr. Bruce Wiacek and Ms. Rose Collins 1 Talk or Fight? Positive Peer Pressure at Work. Copyright 1996-98 © Dale Carnegie & Associates, Inc

By Mr. Bruce Wiacek and Ms. Rose Collins

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Talk or Fight?Talk or Fight?Positive Peer Pressure Positive Peer Pressure

at Work.at Work.

Copyright 1996-98 © Dale Carnegie & Associates, Inc.


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Conflict: The End or The

Beginning?


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Goals Of Conflict Resolution.– Develop ethics for making choices with

lasting repercussions.– Develop life skills for making choices

with lasting repercussions.– Lessen the instances of violence.– Achieve an understanding and

acceptance of the concept that violence is not the answer-It is the problem.


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T.O.C.???

TOC= Theory of Constraints TOC is the thinking process and its

application.By Knowing how to think, we can better understand things/conflictsswirling about us.By understanding-we can improve.


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Central Concept

Realization of the principle of Cause and effect


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Parts of the TOC Process

Part A: The Thinking Process (TP)

This requires the answer to 3

questions:

1. What to Change?

2. What to Change to?

3. How to Cause the Change?


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Close

Part B: The ToolsThe ways to Improve Important, Necessary resolution skills are:

1. Communication2. Active Listening3. Consensus Building 4. Team Building5. Effecting Change6. Empowerment/ Ownership



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Part C: Solutions

This involves applying the thinking process to specific Issues/Conflicts



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Positive Peer Pressure-Peer Mediation.

What is Peer Mediation?

Reduced to its simplest, it isStudents Helping other Studentsresolve conflicts peacefully,without violence or the threat ofviolence.


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Benefits

• Student to Student Interaction

• Ownership of the Process

• Ownership of the Results

• Time Savings for Administrators and or Teachers.


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Mediation Process

• Introduction: The purpose and Ground Rules• Both sides tell their Story • Establish goals and Common Interest • Brainstorm possible Resolutions• Agree on Resolution • Identify how this issue can be prevented in the

future • Think and Thank• Later- Evaluations of the Process/ Results


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Win-WinMediation is effective only when a Win-Win

situation can be created. For effectiveness, no one can leave feeling as if he or she lost. Everyone must win something.

Win-Win=CompromiseWin-Win=Compromise• Both sides give in • Neither sides gives up something they really

need.• No One is totally satisfied, but everyone No One is totally satisfied, but everyone

can “Live with it”can “Live with it”


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Needs and Wants of Disputants

D1 D1

Personal Needs Wants of Disputant Of Disputant

Common Conflict Need

D2 D2

Personal Needs Wants of Disputant

Of Disputant


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Why???Why???

The Best question to ask is the question a 2yr

old asks all too well: WHY?

If a student knows why he or she is acting in

a specific way, it is possible to find a new

way of acting that will:

1. Not be in conflict with others

2. Meet our needs


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Where is it Going?

The Process seeks to move from a position of not understanding why we are doing something to a

position of self awareness.

The internal logic is that if a student becomes aware of why he or she is acting in a specific way he or she can develop the ability to control and change

behavior.


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SizesWants Subject to

compromise

Needs Needs Avoid Avoid

compromisecompromise


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The Iceberg

Current Issue

Baggage\History\Story


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Types of Situations


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The mediation Process can be useful for any type of situation

that is disruptive to the function of a school.

Some examples of use:

Racism Rumor (he said/she said)

Sex Lack of respect

Gangs Nerd or Cool

ETC.


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People will forget what you said. People will forget What you did.

But People will never forget How you made them feel.

Documents

By Mr. Bruce Wiacek and Ms. Rose Collins 1 Talk or Fight? Positive Peer Pressure at Work. Copyright 1996-98 © Dale Carnegie & Associates, Inc