#PRealHousewives. Conflict One: “The Twitter War” Conflict: DePaul PRSSA President gossips about Vice President of Social Media’s performance Vice President.

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Presentation transcript:

#PRealHousewives

Conflict One: “The Twitter War” Conflict: DePaul PRSSA President gossips about Vice President of Social Media’s performance Vice President of Social Media overhears, tweets her frustration Resolution: President and Vice President of Social Media meet in person to discuss conflict Both agree to discuss dissatisfactions face to face to avoid issues in the future as opposed to gossip and/or use social media

Conflict Two: “The Takeover” Conflict: DePaul PRSSA Vice President of Special Events and Vice President of Professional Development argue over event Argument takes place in front of fellow Executive Board: leads to tension Resolution: Vice President of Professional Development approaches President to set up in person meeting to discuss conflict President mediates conflict as unbiased third party, all parties apologize and conflict is resolved

Conflict Three: “Rumors” Conflict: DePaul PRSSA Executive Board accuses DePaul PRSSA of accusing money and spreads rumor to general body members DePaul PRSSA President becomes aware of the rumors Resolution: DePaul PRSSA President confronts Executive Board – using the “DePaul PRSSA Conflict Resolution Check List” they confess the rumors were lies and apologize, citing jealousy

DePaul PRSSA Conflict Resolution Check List 1.Identify the source of conflict 2.Attempt to gain deeper understanding/find empathy with source of conflict 3.Find the best way to approach the source of conflict 4.Approach the source of conflict 5.If the approach is successful, determine the conflict resolved 1.A. If not, schedule a meeting with Professional Adviser and/or Faculty Adviser to address further solutions

Conflict Resolution Takeaways 1.Social Media outlets should not be used to voice frustration 2.Honest communication is key if dissatisfied with a fellow Executive Board/general body members performance 3.When voicing concerns in a group – keep them constructive, not critical 4.Have a conflict resolution check list in place to have an unbiased, reliable framework to assist when resolving a conflict