1. Gillian McEwan Condon

2. What is Conflict?

3. Why analyse Conflict?

4. The Boundary Model The Boundary Model was developed by Dr Larry Prevost. This model is a creative and unique way at looking at conflict through a single, specific lens It is suggested that the common element that all things, people and organisms share is Boundaries, which operate on many levels including physical and behavioural.

5. The Boundary Model Defined Standards for Behaviour Jurisdiction or Legitimacy Authority or Enforcement Norms

6. The Boundary Model – Key Definitions Conflict Conflict is caused when a boundary and its norms are challenged, threatened, or circumvented and requires an intervention to resolve the conflict. Crisis Crisis is an escalation of the conflict when a boundary is threatened, violated or circumvented and the situation is allowed to continue without intervention causing the boundary to collapse.

7. The Boundary Model A lack of clarity around what the boundary is Lack of acceptance of who has authority to enforce a boundary Lack of acceptance of who has jurisdiction over a boundary A deliberate expansion of a boundary past acceptable norms

8. Peter and Sally

9. Conflict Issues Boundary Violated Peter has not listened to Sally and other Team member concerns In any workplace a Manager will listen to staff concerns and take time to speak with them. Peter has violated this boundary by his authority and expanding the boundary past acceptable norms Peter did not give Sally the opportunity to tell her side of the story when he called her into the office to give her a ‘warning’ over her comments to other Team Members There are defined standards of behaviour for giving a person disciplinary action and the jurisdiction for this would be in Policy and procedure and Dispute Resolution processes. Peter has heard rumours regarding his work performance in regards to start and finish times at the Workplace There are Jurisdiction /Legitimacy / Authority and Enforcement issues in that rumours would constitute a violation of respectful communication in the workplace via gossip which can be further seen as harassment and bullying Peter does not communicate in a way that may have been established by the previous Manager There may have been a norm in place that there was a certain amount of social behaviour within the office environment Sally is leaving work early This is a deliberate expansion of a boundary past acceptable norms. Sally has seen Peter leaving early without having any knowledge of the reasons and has accepted this as an acceptable norm in the workplace Sally voiced how upset she was to other Team Members and told them how unfairly treated she felt and expressed that she may put an official complaint in about Peter There are Jurisdiction /Legitimacy / Authority and Enforcement issues in that rumours would constitute a violation of respectful communication in the workplace by speaking to other Team Members in what was a private and confidential matter and only gave team members her perception of events. This is also expanding the boundary for discussing office events

10. Conflict Issues Boundary Violated Sally was upset and took sick leave for the next few days There are established protocols for taking leave, and Sally has pushed a boundary in taking leave Kerry voiced her version of events to Peter and then tries to interrupt Peter when he is talking to Sally Kerry may have felt she spoke out of turn and that Sally received disciplinary action due to her comments. Kerry may not have followed a process for conflict in the workplace and Peter may have acted without all the information Peter does not wish to engage in personal conversations with his staff as he believes this will undermine his authority as Manager This is a lack of clarity around what the boundary is for communication between Manager and Team Members. Peter is not available to his staff Lack of clarity around authority, Peter is not available and staff are unclear of their roles Peter and Sally have preconceived ideas on relationships within the office environment Peter and Sally have different ideas on relationships in the office and values that are incompatible. Defining boundaries for acceptable behaviour should be discussed between them

11. Boundary Model Diagnosis DiagnosisStrategic Intervention Peter not making himself available to the team or listening to their and Sally’s concerns is a violation of a boundary due to different expectations and a lack of clarity around communication Establish a procedure that is acceptable to both parties for meeting with team members, hearing the concerns and being available. Establish clear communication channels with the Manager providing clear goals Sally leaving work early and taking sick leave is violation of a workplace boundary which the employer has a right to enforce Establish and communicate clear boundaries for start and finish times Sally speaking to Team Members regarding Peter is a violation of respectful relationships which a workplace has the right to enforce policy around respectful communication Establish clear communication guidelines, training, team meetings, personal appraisals, team building skills Peter has allowed rumours regarding his work performance ands tart and finish times at the Workplace to go unchecked. This is a violation of norms and jurisdiction and authority and respectful behaviour Establish clear communication guidelines, training, team meetings, personal appraisals, team building skills Peter not allowing Sally to tell her side of the conflict situation where she received disciplinary action Follow procedures for staff performance reviews and disciplinary action, ensure process if followed

12. Conclusion