Community Health Volunteer's Training Manual - Population Council

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Solve problems quickly Conflict Prernclonnt MnMarernctMnnt reoolclon Solve problems quickly; do not sweep problems under the carpet. As soon as you notice a problem, talk about it; find solutions to it and settle everyone’s mind on the issue. These prevent rumours through the informal communication channels and further conflicts are avoided. The team also learns to manage the conflicts when they try to solve conflicts. We will learn more about solving problems in the next section. Resolving conflicts Managers and other people have used many methods and strategies to solve conflicts. In most homes the norm is not to talk about the issue and allow it to die a natural death. Others go through litigation where one person wins. Box 1.5.4 lists the different methods. Find out from your field trips how volunteers, communities and families solve their conflicts and problems as they work. The first eight methods of resolving conflicts have been used by many groups. In Ghana, some communities prefer the ‘Fa ma Nyame’ ‘Kwei mpa wε’ (leave it to God’) method of conflict resolution. In this case, groups in conflict situations are encouraged to do nothing at resolving the conflicts but let God do what He pleases! Is this an effective way of resolving conflicts? Which methods of conflict resolution are common in your community? Box 1.5.4: Methods of conflict resolution 1. Dominance and suppression “I won’t allow any discussion on this matter” 2. Force/Coercion “I ‘m the boss, do as I say!” 3. Avoidance “I’ll do nothing; the problem will solve itself!” 4. Compromise “Let each of us give in on some of the ideals” 5. Arbitration “Let’s get a third person to judge the case” 6. Litigation “Let’s fight it out in court” 7. Bribery “I’m giving this gift, in exchange you must give up the issue” 8. Interactive resolution “Let’s take this problem as the team’s problem and find a solution to it.” Managing conflicts From all that we have learnt in this unit, we can see that conflicts have to be managed all the time because they will come any way. It all starts with the team setting, certain rules for its existence and for conflicts, and each team member deciding to abide by those rules. Below is a sample set of rules a team made for managing conflicts. 79
Module 1 The CHPS Concept 80 ALWAYS accept people as they are. Box 1.5.5: Rules for managing conflicts in Mansokrom community 1. Remember we are here to work for health not ‘heart for hurts’ 2. Perform work you have volunteered to do with excellence, following laid-down procedures 3. Thoroughly discuss all procedures, budgets, plans, etc with team members 4. Attend all meetings or send a written or verbal excuse days prior to meeting day 5. Be part of decision making. Make your agreement or disagreement verbally or in writing 6. Vote on issues before a decision is made. If not, agree on appropriate methods to use in making decisions 7. Discuss any disagreement and finish with it at the meeting 8. Work with 2 or 3 other people if need be. 9. Do not take any issues home and do not bring home issues into team work 10. Be civil and respectful to all team members in times of conflict 11. Bring in a third person where necessary 12. Generate love not conflict. Topic 4 The volunteer’s role in managing conflicts Deal with conflicts within yourself Because conflict affects people’s emotions and souls, I will bring in some religious issues in conflict resolution. From the experience of many counsellors many conflicts remain unresolved but rather shelved. Conflicts, we have learnt, are not necessarily a bad thing for people within a group. Conflicts must be prevented, managed or resolved because they retard progress and spoil gains made by a team. Even though conflict brings about change, we lose out on good relationships and waste time. In your work as volunteers you will encounter conflicts. You may be involved in some yourself and may even be asked to arbitrate. What can you do to avoid conflicts as members and part of a team? How should you be involved? When should you arbitrate and when should you not? How can you use conflicts to enhance your work? What should be your role? Most of the information and skills you need to play your roles are found in this unit. You will need to practise some skills you have learnt in previous units too namely: 1. Communication skills, especially listening and hearing, and the art of giving information
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USAID UNITED STATES AGENCY I N T E
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© 2009 The Population Council, Inc
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Preface iv The Community-based Heal
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Acknowledgements vi The Ministry of
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viii MDGs Millennium development go
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x Module 4 The work of Community He
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Module 1 The CHPS Concept Module Ov
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