Conflict 

Conflict in class can be very disruptive, but it can also be helpful. If the person, who is disagreeing with you, or with another group member, is raising valid questions, it may benefit the group to address the issues they are presenting. In fact, by listening to them, you may gain valuable insight into what is and what is not working in class, or where there is lack of understanding, or difficulty with the course material. Conflict, which is unmanaged, can disrupt a group dynamic and undermine motivation and commitment.

Conflict indicators :

	Body language
	Disagreements, regardless of issue
	Strong public statements
	Conflicts in value system
	Desire for power
	Increasing lack of respect
	Open disagreement
	Lack of clear goals

Conflict is destructive when it:

	Takes attention away from other important activities
	Undermines morale or self-concept
	Polarises people and groups, reducing co-operation
	Increases or sharpens difference

Conflict is constructive when it:

	Results in clarification of important problems and issues
	Results in solutions to problems
	Involves people in resolving issues important to them
	Causes authentic communication
	Helps release emotion, anxiety, and stress
	Builds co-operation among people through learning more about each other and the subject mater
	Helps individuals develop understanding and skills

Conflict resolution/management

If a classroom disagreement moves on to the point of disruptiveness, specific steps should be taken. Below is a list of conflict resolution tactics that you can use when you feel a situation is getting out of control.

	Find some "grain of truth" in both sides of the argument
	Identify areas of agreement in the different positions
	Avoid arguing over individual ranking or position. Present a position as logically as possible
	Avoid "win-lose" statements. Discard the notion that someone must win
	Avoid changing of minds only in order to avoid conflict and to achieve harmony
	Document the subject and set it aside to discuss at the next meeting
	Ask to speak with the individual(s) after the meeting or during a break
	See if someone else in the group has a response or recommendation
	Avoid majority voting, averaging, bargaining, or coin flipping. These do not lead to consensus
	Treat differences of opinion as indicative of incomplete sharing of relevant information, keep asking questions
	Keep the attitude that holding different views is both natural and healthy to a group
	View initial agreement as suspect. Explore the reasons underlying apparent agreement and make sure that members have willingly agreed. Agree that the person has a valid point and there may be some way to make the situation work for both parties
	Present your view, but do not force agreement. Let things be and go on to the next topic
	Create a compromise