Project Abstract

Abstract
Conflict management in the educational sector is a critical area of focus due to the dynamic nature of educational institutions and the diverse range of stakeholders involved. This research aims to explore the various strategies and approaches to effectively manage conflicts within educational settings. The study will investigate the root causes of conflicts in educational institutions, including but not limited to differences in values, goals, and communication breakdowns. By understanding the underlying factors contributing to conflicts, educators and administrators can implement proactive measures to prevent and address conflicts before they escalate. Furthermore, this research will examine the role of leadership in conflict resolution within educational organizations. Effective leadership is essential for creating a positive organizational culture that fosters open communication, collaboration, and problem-solving. Leaders who possess strong conflict resolution skills can effectively manage conflicts by promoting mutual understanding, respect, and compromise among stakeholders. In addition, this study will analyze the impact of conflicts on various aspects of the educational sector, including student learning outcomes, staff morale, and overall organizational performance. Conflicts that are left unresolved can have detrimental effects on the quality of education and the well-being of individuals within the educational community. By addressing conflicts in a timely and effective manner, educational institutions can create a harmonious and conducive learning environment for all stakeholders. Moreover, this research will explore best practices and strategies for conflict resolution in educational settings. These may include mediation, negotiation, and restorative justice practices that aim to promote dialogue, empathy, and mutual agreement among conflicting parties. By adopting a proactive and collaborative approach to conflict resolution, educational institutions can foster a culture of trust, respect, and cooperation among all stakeholders. Overall, this research will contribute to the existing body of knowledge on conflict management in the educational sector by providing insights into the underlying causes of conflicts, the role of leadership in conflict resolution, the impact of conflicts on educational outcomes, and best practices for resolving conflicts in educational settings. By enhancing our understanding of conflict management in the educational sector, this research aims to empower educators and administrators with the knowledge and skills needed to create a positive and inclusive learning environment for all.

Project Overview

INTRODUCTION

BACKGROUND OF THE STUDY

Conflict management in a education sector, the management of conflict in education sector using peaceful, non-violent methods has been around for a long time. In nearly all African societies there is a preference for the peaceful settlement of dispute along the line prescribed frowned at. In a few instance where it may be tolerated, the community rather than the individual has to be sanctioning authority, the sanctioning following due process. In all civilized parts of the world, there is growing resort to the peaceful settlement of dispute in an organization. The image of violence presented by the media is not as such a true reflection of the dominant method of settling conflict in an organizations. There is an enormous amount of dispute taking place at various levels and in many organizations communities, groups and international levels.

A wider range of non-violent method of managing conflict avails to the conflict transformation world. These methods are available at the individual, family, group, community and international levels.

Conflict management is the process of reducing the negative and destructive capacity of conflict through a number of measures and by working with through the parties involved in that conflict. This term is some times used synonymously with “conflict regulation”. It covers the entire area of handling conflict pristinely at different stages, including those efforts made to prevent conflict by being practice. It encompasses conflict limitation, containment and litigation. In the words of (John Barton), this may include “conflict prevention” (Barton 1990) a term he used to connote containment of conflict through steps introduced to promote conditions in which collaborative and valued relationships control the behavior of conflict parties. The term “conflict management” is perhaps an administration and admission of the reality that conflict is inevitable but that not all conflicts can always be resolved. Therefore what practitioners can do is to manage and regulate them.

Conflict resolution is seen by Miller (2003:8) as a variety of approaches aimed at terminating conflict from management or transformation through the constructive solving of problems, distinct from management of conflict. Miall et al (2005;21)indicated that by resolution, it is expected that the deep rooted sources of conflict are addressed and resolved and behavior is no longer violent, nor are attitudes hostile any longer while the structure of the conflict has been changed. Mitchell and bank (1996) use conflict resolution to refer to:

• An outcome in which the issue in an existing conflict are satisfactorily dealt with through a solution that is mutually acceptable to the parties, self-sustaining in the run and productive of a new, positive relationship between parties that were previously hostile adversaries and
• Any process or procedure