1. Conflict and Faculty Morale
Karen M. Bryan
School of Music
University of South Florida
Institute for Academic Leadership
June 5, 2019

2. Conflict within the Department
There is one certainty: There will be conflict
Productive conflict
collegial discussion on topics ranging from curricular design to forward planning.
Nonproductive conflict
Conflict quickly turns personal
leads to a hostile work environment that damages the
productivity and morale of all involved.

3. Constituencies Conflict can occur between several groups:
Student vs. Student
Student vs. Faculty Member
Faculty Member vs. Faculty Member

4. Important Points to Remember
It is important to address issues earlier rather than later
Don’t take it personally, even when it is meant to be
Don’t get angry
Know your unit and university governance documents thoroughly
Be willing to have the hard conversations
Be aware of the emotional climate
Stay focused on the problem
Do not allow name calling
Be willing to develop alternate solutions
Be clear about next steps
Don’t let them leave the meeting without a back-up plan
Hold your own counsel in the academic environment and elsewhere
Be willing to seek advice or help when needed
Find a confidant and sounding board

5. Mutual Agreements for faculty (and all) meetings
Adapted from rules for civility by P.M. Forni in Choosing Civility
1. Be fully present and participate fully
2. Speak and listen honestly from the heart and head
3. All ideas are worthy, even if you do not agree with them.
4. Maintain a sense of humor.
5. Maintain moderation of language and tone.
6. No one dominates
7. Trust the process.
8. Embrace change and help others embrace change.
9. What is said here stays here; what is learned here leaves here.

6. What is Faculty Morale? A barometer for the climate at the University
A barometer for conflict within the unit
A code phrase that means so many things to so many things to different people

7. How do we measure morale?
It varies from time to time and place to place
It becomes a means for deans and department chairs to measure how things are going in the department.

8. Ways to improve Morale
According to the Council of Independent Colleges: A Good Place to Work (Austin, Rice and Spiete, 1991), morale is highest when the following conditions exist:
A strong sense of community and distinctive organizational culture
A clear understanding of, and agreement with, institutional goals, values, traditions, celebrations and rituals
Wide definition of faculty scholarship with rewards not limited to published research
An effort to promote participatory leadership
An intention focus on teaching and students
A commitment to momentum: growth, progress and excellence
An emphasis on internal collaboration rather than competition, supported by collegiality and a balance of intrinsic and extrinsic rewards; strong ties to the surrounding community

9. Simple tools to enhance morale and appreciation
Recognition of accomplishments
Personal notes of commendation
Delegation of responsibilities
Expression of appreciation for tasks well accomplished

10. Remember Things will not always be smooth and peaceful.
While you cannot anticipate specific situations, you can know yourself well enough to know how you will react in certain situations and how you should deal with certain faculty members.
You must never react emotionally to someone who is causing conflict within the department or who is confronting you about any number of situations.
The overriding concern is the health of the unit—and how it can most effectively be maintained.
There are times when you cannot find a solution. It is time, at that point, to move forward and work with those who are participating in the collegial, civil functioning of the department.