Wie können Sie Konflikte mit Kolleg*innen mit unterschiedlichen Hintergründen in der Hochschulbildung bewältigen?

The AOU Bahrain has a diverse community. Academic staff come from various countries, the majority of staff come from the Arab countries, however there are other nationalities . Because the medium of instruction is English, therfore , no conflict results from misscommunication . If conflict arose among Academic staff ,this is normally dealt with by Deans. Often ,it is not brought to my attention. Dispute happens within a family let alone in work environment. If a Dispute is brought to my attention, l first listen to both parties separately. I try to reach a conclusion and bring both parties together and I discuss with them the source of conflict , illustrate to them the importance of unity 🤝. It is normally brought to happy ending .

Prince Sultan University, Riyadh, Saudi Arabia is one of the most diverse private universities in the MENA region with over 45 nationalities of faculty and staff. The true culture is very family in nature. So, I strongly believe diversity and inclusion is the strength of reducing the conflict of any form of organizations.

Conflicts can be resolved by identifying the root causes, such as *Miscommunication, *Differences in work approaches, or *Cultural misunderstandings. A collaborative academic environment thrives on *Diversity through open communication, *Active listening, cultural sensitivity, and a *Focus on shared goals. By creating an atmosphere of trust and understanding, better collaboration and productive results can be achieved. It can also help to foster creativity and innovation. Thanks for reading!

As there are two sides to a coin, similarly the flip side of conflict means innovative, accepting each other approach, and growing ahead. Conflict in designing, creating, and viewpoints to bring the best to students and humanity should always be encouraged and in HEI we preach for diversity, acceptance, and teamwork, so the teaching fraternity should imbibe these qualities before educating young minds.

First, create a culture free of retaliation--people often do not speak because they fear that their "boss" or manager might retaliate. Second, make discussion a norm. Prioritize discussing challenging issues, even if nothing happened that day. Have these discussions weekly give people the tools and language in a "low-pressure," environment. Providing your employers with everyday tools enriches a culture of literacy and create a level of value that says, "we don't need to wait to a crisis happens to address this." Thus, by making learning an everyday priority, folx will know how to handle "conflict," in the very moment and will do so with grace and sound reflection/ offering. So don't wait. Learn/ discuss now.

Respect each other's expertise, irrespective of the background. In science, what matters is science! Plurality of views makes it better science

It is important to remember that no one is correct 100% of the time, and everyone brings a unique cultural and personal perspective and set of skills. Humans are a diverse species, and that diversity is both wonderful and full of unique perspectives, experiences, and cultures that allow your colleagues to bring something valuable to the project/work that you may not have.

I would say there is a need for a structured framework for addressing conflicts. Institutes should invest in developing a simple matrix for conflict resolution. Other than this an institute should provide an inclusive environment where colleagues feel comfortable expressing their viewpoints and concerns. The most important aspect is to encourage colleagues to work together to find mutually beneficial solutions to conflicts.

Managing conflicts in Higher Education requires respecting the diversity of your colleagues, whose backgrounds and cultures are diverse. Each colleague brings unique perspectives, experiences, and traditions that contribute to the creation of an environment where differences are celebrated rather than a source of conflict. By fostering open dialogue, encouraging empathy, and bolstering cultural sensitivity, respect for diversity makes it easier to resolve potential conflicts. Thanks for reading, William.

I had a director who made it compulsory for new staff and faculty to attend weekly cultural bridging workshops. It was a good way to engage with other people who might be experiencing the same settling in anxieties. As most new recruits were expats from different parts of the world, we could share stories about how we were experiencing different emotional challenges of adapting to the new cultural context we were living in.

It is important to remember people may have different communication and learning approaches. Communicate with them in a way that both aligns with their approaches to allow effective understanding, and be respectful always. Understand that the human experience is inherently subjective and that people often have more going on than they are willing to share. Strive to be kind, be willing to listen, and understand that different cultural viewpoints are powerful and important to respect.

To manage the prevalent conflict or the possible conflicts, it is utmost important to work on communication with colleagues and team members. It is always advisable to be a good listener first. By being receptive to one's ideas and perspectives, we can open the door to long-term relationships and better collaborations.

Reflect on your own role and expressions before responding to expressions of others. We all have a role in the communication process and all contributed to misunderstanding a message.

EMPATHETIC COMMUNICATION Effective and empathetic communication is critical to resolving conflicts between colleagues from different backgrounds. It is natural for misunderstandings to occur when individuals from different cultures and experiences collaborate. CLEAR COMMUNICATION Fostering an environment where communication is clear and empathetic increases the possibility of addressing and resolving these conflicts in a constructive manner. ACTIVE LISTENING It is possible to bridge gaps and prevent conflicts from escalating through active listening. This requires the ability to understand others' perspectives, and a willingness to adapt communication styles to accommodate diverse colleagues. Thanks for reading, William

Managing conflicts with diverse colleagues in higher education requires communication, empathy, and emotional intelligence. Communicate clearly, respectfully, and mindfully of your cultural biases. Listen actively and seek to understand the other person's perspective. Be empathetic by acknowledging and validating your colleague's feelings, even if you disagree with them. Be supportive and understanding. Be emotionally intelligent by being aware of your own emotions and how they affect your behavior. Be mindful of the impact of your words and actions on others.

Before we can negotiate and compromise we must first truly listen and seek to understand different perspectives. Many times this requires us to keep our anger in check because we are already offended. Conflicts and offenses are inevitable within all relationships, but mutual respect will cause us to listen more for opportunities to agree.

Negotiation and compromise is a good method to reach one or other form of reasonable consensus providing one is able to find the give/take balance that the colleagues find acceptable. Making oneself vulnerable, in my experience, has brought me good results. For example, a journalist hack, Dave Chambers, wrote an article about me at a time when the sitting president was being demonised in order to bring in the currently visible agenda in South Africa. Two colleagues came into my office expressing their inability to resolve their conflicts with each other. I used that trashy article to exemplify the feelings that are brought to bear when one feels maligned, which led to a 3-way solution based discussion - negotiation&compromise reached😊

Managing conflicts within the diverse and dynamic environment of Higher Education requires negotiation and compromise. It is expected that colleagues with different cultural, academic, and personal backgrounds will disagree. Negotiation and finding common ground are essential for turning potential conflicts into opportunities for collaboration and growth. When colleagues seek compromises and mutually beneficial solutions, they can bridge divides, resolve conflicts, and make decisions that respect differing perspectives. Thanks for reading, William

Negotiating and compromising are key skills when working with colleagues from diverse backgrounds in higher education. Recognize that differences in opinion are natural, and be willing to engage in constructive dialogue to find common ground. Seek win-win solutions that honor the perspectives of all parties involved, fostering a spirit of collaboration and mutual respect. By skillfully navigating these negotiations and demonstrating a commitment to compromise, you contribute to a more inclusive and cooperative work environment, where diverse voices can thrive and flourish.

Negotiation and compromise are essential for teaching across cultures. As a Peace Corps Volunteer in Cuenca, Ecuador, my American-centric teaching approach clashed with my students' cultural experiences and the teachers sharing their classrooms with me. I had to negotiate a new curriculum with them, finding a middle ground that respected our different perspectives. I also collaborated with other local educators, learning from their insights and expertise. This process of negotiation and compromise was challenging, but it helped me become a more effective and culturally sensitive teacher.

Managing conflicts among colleagues from diverse backgrounds requires the exchange of constructive feedback. Differences in viewpoints and approaches are inevitable in a diverse academic environment, and conflicts are likely to occur. Colleagues can better navigate conflicts by cultivating a culture of open and respectful feedback. Constructive feedback allows individuals to express concerns and perspectives, while receiving feedback with an open mind allows them to understand and adapt to others' viewpoints. Thanks for reading, William

Positive feedback is a great way to get the best of your team. Increases self-esteem and positive attitude. Communication and understanding of social and cultural diversity are crucial in solving conflicts.

Since giving and receiving feedback is a concept that looks very different in different cultures, it's helpful to set up the ground rules and expectations first. What is the concept of feedback, why is it being given and asked for, how it is expected to be received and/or used by the other person, and, finally, transition into that practice slowly so the team can become familiar with it as a way of furthering relationships and work efficiency, not shaming or demeaning others.

Feedback is like a double-edged sword in the world of Higher Education. But with time, I realized it's all about the approach. Instead of making it personal, it's about honing in on specific actions. Like, instead of saying, "Hey, that wasn't great," it's more like, "Could we tweak this part a bit?" Timing's crucial too. Nobody likes feedback that's months overdue. It's got to be relevant and right on the money. And when on the receiving end? Listen. Even if it stings a bit. Because that's where growth happens. Different folks have different feedback styles, so being adaptable is key. Incorporating that feedback and circling back? That's the cherry on top. It not only uplifts our game but also brings the whole team closer together.

We often focus on our physical appearance to maintain our vanity, but how can we measure the beauty that lies within us? The answer is through giving and receiving feedback. In our pursuit to be the best, we may fall short at times. However, by continuously striving to be better humans, we can improve ourselves and become better colleagues. Those working in a multicultural environment should especially strive to engage in a healthy exchange of feedback. This approach will pave the way for improvement at every stage, ultimately leading to a more collaborative and productive environment.

In my experience, conflicts also arise out of the prevailing values practised in one’s organisation and when these values clash with our own set of values. Conflicts emerge at different levels but one nearly unsurmountable conflict takes place due to cultural and class differences compounded by gender bias. One way of handling these conflicts is by foreseeing the outcomes of these situations. If in the long run, if these conflicts punch holes in the morale of the employees, it should be recognised as a danger and must be addressed quickly by the stakeholders. However, these conflicts persist due to lack of foresight and massive egos and finally takes a toll on the well being of all concerned.

Higher education is a place full of diverse people and opinions. As such, encountering someone with ideas different than your own is inevitable. If a situation arises that you may feel some discomfort handling, it should always be okay to seek help or an outsider's support. Seeking help is still seen as professional and admirable within higher education. Plus, the new advice could provide insight into the situation you may have yet to notice beforehand.

We have to ask for what we need. Doing so is not a sign of weakness, but recognition that there are others more skilled at the challenge before us. We are guaranteed not to get what we need if we don't ask.

Seeking help when needed is another important aspect of managing conflicts with colleagues from diverse backgrounds. When a conflict becomes particularly complex or seems to be escalating, it's essential to reach out for support or mediation. This might involve involving a supervisor or a trained mediator who can facilitate constructive discussions and offer impartial guidance. Recognizing that it's okay to seek assistance in resolving conflicts shows a commitment to finding fair and mutually beneficial resolutions.

In today's diverse and complex work environment, seeking help is crucial for individuals to reach their full potential. Unfortunately, many people are hesitant to ask for help and keep their problems to themselves, leading to increased stress, anxiety, and feelings of isolation. To overcome these challenges, managers and team leaders must foster collaboration and support, where everyone feels comfortable seeking help without fear of judgment or negative consequences. By prioritizing a "help one another" mindset, we can build stronger teams, improve overall performance, and create a more inclusive and successful workplace for all.

When it comes to working with colleagues from different backgrounds in higher education, I've learned that personal stories matter. Sharing personal stories or experiences can really break the ice and build understanding. It can humanize how to approach solving problems as a diverse team. With a team you're close with, don't be too afraid to open and share your story.

I do not think that conflict is always dooming. Sometimes, we can build on our comprehension and resolution skills to create an acceptable outcome. Therefore, remaining watchful for learning opportunities, whether from colleagues or different viewpoints, can provide ample instances of selfgrowth.

The narrow hillside roads in my hometown were a unique challenge. With space scarcely enough for two buses to pass, standoffs were inevitable. The drivers understood implicitly that insisting on the "right of way" would only lead to stubborn impasses. Instead, they relied on unspoken norms and careful cooperation: The uphill bus had priority, but would wait at the wider pullouts for the downhill bus to carefully back up. The downhill driver knew these tricky spots, and drove slowly to allow a smooth reversal. Neither bus tried to force the right of way when loaded with passengers or produce. This flexibility kept deliveries and people moving. When we adapt to each other, we travel smoothly together, without conflicts.

This is also about understanding that if everyone has diverse strengths, we need to try and ensure they can contribute working to those strengths. Everyone has the ability to contribute and we must work as managers to ensure channels and tasks through which colleagues can contribute to the best of their potential. Feedback is key, and should focus on building confidence and looking forward to next step development of their strengths and potential.

Effectively managing conflicts often necessitates a cultural shift, particularly in diverse environments. I strongly advocate for organizations to actively cultivate a culture of open communication, free from judgment, creating a safe and inclusive workplace. In instances where conflicts still arise, stemming from personal reasons, empower those involved to navigate towards a mutually beneficial resolution and sometimes mediated with the aim of finding common ground and collectively working towards the organizational goals. Instead of viewing conflicts as detrimental, it's crucial to recognise that healthy conflicts are a prerequisite for fostering a vibrant and innovative work culture.