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  • What People Say About ARIA Conflict Engagement | Aria Group
    conflict It is the best approach I know for helping people turn deep conflicts into opportunities for learning and change Dr Edy Kaufman Executive Director The Truman Institute for the Advancement of International Peace The Hebrew University of Jerusalem Our work with the ARIA group over the past year has been a great investment in our well being and future as a health care provider Starting with a board retreat the ARIA Group has expertly guided our organization to engage conflict as an opportunity for learning and growth It has been an invaluable management training experience and we are now implementing a comprehensive sustainable ARIA Conflict Engagement System throughout our organization Michael Stephens President and Executive Director Med Health Systems Xenia Ohio Read entire interview about ARIA from Dayton Business Journal The ARIA training that we employees along with management have received over the past year has been outstanding It stood us in good stead even through a recent strike enabling us to maintain good communication with each other despite the antagonistic environment around us With expert assistance from The ARIA Group we have now implemented an ARIA Conflict Engagement System to ensure that our new skills and knowledge are

    Original URL path: http://www.ariagroup.com/?page_id=184 (2016-04-27)
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  • ARIA Conflict Engagement Theory | Aria Group
    flight avoidance as people seek to conquer or avoid stressful situations Fight or flight responses to conflict often result in profound personal institutional and financial costs The ARIA Group works with clients to teach engagement as an alternative to fight or flight The benefits of successfully engaging conflict include Improved communication Greater Productivity Increased creativity Enhanced relationships Organizational and personal learning Our Practice Conflict creates strong feelings evoking our instincts toward fight or flight To move towards resolution conflicts must be analyzed rationally and objectively but without ignoring the very real cares frustrations and antagonisms that fuel them Because conflict originates in relationships and interactions the ARIA Method focuses on a process based approach to conflict management and resolution Whether applied at the level of individual self analysis between two parties in conflict or as a tool for mediators intervening between conflicted parties the ARIA Method moves participants toward constructive engagement and creative problem solving The ARIA Group s practitioners guide clients in the steps toward calmly evaluating their own responses to conflict in general and to the conflict at hand By fostering a new awareness of shared interests and goals the ARIA Method leads to cooperation and common cause

    Original URL path: http://www.ariagroup.com/?page_id=55 (2016-04-27)
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  • ARIA Method Resources | Aria Group
    of Cincinnati College of Education Criminal Justice and Human Services Restructuring Beginning in Fall 2008 and spanning through Winter 2009 Dr Jay Rothman and Brandon Sipes of the ARIA group worked closely with CECH divisions programs centers faculty and staff in work groups to consider a structure and strategic plan that met the upcoming challenges of collegiate restructuring semester conversion and the new University System of Ohio USO as well as the opportunities presented by performance based budgeting growing enrollments and retention full text From Home to Home Common Ground News Service 2007 JEZREEL VALLEY Israel When my grandfather was on his deathbed began one of my Palestinian Israeli students he took the key from the house from which he was exiled in 1948 and went for a last visit The Jewish woman in the house was alarmed when we knocked on the door and asked us to leave My student told this story with a burning anger in her eyes full text Rothman s Fulbright Fellowship in Israel The Antiochan 2006 Armed with a Fulbright Fellowship Rothman will spend a year as Distinguished College Professor at Jezreel Valley College in Northern Israel In addition to teaching he will assist in the development of the college s Action Research Center as it builds a learning partnership Between the community and the college to engage in social issues and implement mutual knowledge full article Cincinnati Police Community Collaborative 2001 2002 History was made in April 2002 when representatives of the city of Cincinnati its police officers and its citizens signed an agreement forging a new era of cooperation between the police and the city This agreement came after 10 months of extensive interviews and follow up negotiations about grievances and goals with about 4 000 residents blacks and whites representing a

    Original URL path: http://www.ariagroup.com/?page_id=168 (2016-04-27)
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  • Conflict Management Training: Opening the Window to New Ideas | Aria Group
    people This use of ROI is related to the other well known ROI acronym in that they both are associated with improving a company s bottom line Suppose a window office becomes available in a certain department and there are two people with the same job classification who qualify for the office How do you decide who gets it Is this a resource objective or identity based conflict On the surface this type of conflict seems like a resource based conflict two employees are fighting over the office However the conflict could also be about conflicting objectives among office personnel Perhaps one person sees the window office as providing necessary space for doing his or her job better Or is it rooted deeper in people s sense of self worth e g I didn t get an office window because the boss doesn t think I m as valuable to the company as others Why is it happening Having diagnosed the primary level at which the conflict resides at the moment knowing that these levels can shift usually downward and that most conflicts exist on several levels simultaneously a manager should then analyze the causes of the conflict This is especially so if the conflict is determined to reside at either the objective or identity levels in which case motivations and concerns are usually fairly complex By asking the appropriate questions why does this problem matter to you so much what do you think some of its causes have been and utilizing the self diagnosis of conflict participants managers can begin to develop insight about the causes of deeper problems Only then should managers start to design or better yet elicit from the disputants themselves an approach to address the conflict If we look at the window conflict we can decide why each person might think they should get the window office If viewed simply as a resource the office designation might be based purely on seniority or who s been there longest If it is viewed as an objective then after probing more deeply to understand what function the office might serve we must find ways to have that function addressed with or with out the office For example the desire for the window office might be based on health concerns like someone who may get headaches from artificial lighting or the need for a larger space for holding meetings If it is seen as primarily an identity issue the concerns might be based on the feeling of not being valued by the company and thus these deeper problems must be addressed on a wider more systemic level How should conflicts be addressed Sometimes conflicts should be solved and sometimes they should be managed However conflicts should just as often be fully and safely engaged where they are surfaced studied and generally seen as a learning opportunity Learning itself may be all that is necessary or possible with some conflicts Given that learning organizations are increasingly proving them selves

    Original URL path: http://www.ariagroup.com/?page_id=243 (2016-04-27)
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  • The ARIA Solo | Aria Group
    take a few moments to vent There you can engage in an expression of Antagonism alone allowing yourself to express your frustrations and let it all out To begin point your index finger outward as if you are blaming the other As you point the blaming finger mentally or out loud verbalize all the frustrations and anger involved in the conflict Resonance Now regaining some composure notice the second finger pointing back at yourself as you engaged in Antagonism Use this finger to gently ask yourself Why do I care so much about this situation Take a few moments to analyze why this issue is so important to you Be careful not to slip back into the blaming of Antagonism neither the other side nor yourself concentrate on what the conflict issue or relationship means to you personally from the inside why it matters to you Invention Move to the next finger pointing back at yourself and ask What ideas to I have to improve the situation This may be designing a way of engaging the other party to help you constructively address the conflict It may also be deciding to do something entirely on your own like changing your

    Original URL path: http://www.ariagroup.com/?page_id=203 (2016-04-27)
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  • The ARIA Duet | Aria Group
    your comfort and skill level with ARIA grows it is best to begin with Options 1 3 Option 1 Simply work through the ARIA process with the other party without detailed explanation of its methodology This works best if your conflict is primarily Objective based or that you have previously worked through your own antagonism during a personal aria Express and model your own resonance about the conflict and then invite the other party to also express their core concerns Ask Why does this matter so much to you Why do you care about it Also be willing to let them vent without reacting in kind Once you fully explore why the issue is important to each of you separately and interactively Invention may evolve naturally presenting ways to meet each of your objectives and resolve the conflict Option 2 Invite the other party to work through the conflict explaining the ARIA process as a resolution guide If your comfort level with ARIA is sufficient and the other party would be open to using a resolution process explain the process and its rationale and ask if the other party would be willing and interested in working through the conflict again a full and interactive surfacing of the Antagonism stage should in most cases be avoided if no third party is present Option 3 Both parties know ARIA and can work through the conflict together In a comfortable and confidential environment ask the other party if they would be willing to engage in the ARIA process with you to work out a conflict you are having However instead of venting directly at one another which is not usually a good idea unless there is a mutually trusted third party present simply list the grievances each has against the other in as

    Original URL path: http://www.ariagroup.com/?page_id=207 (2016-04-27)
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  • The ARIA Conductor | Aria Group
    about their conflict Simply giving aggrieved parties a supportive environment and outlet for expressing their antagonism can serve a very constructive even transforming function You will probably find that the intensity of conflict can begin to dissipate when people feel heard Option 2 Shuttle Liaison The next level of intervention is serving as a liaison doing a sort of diplomatic shuttle between the two parties in conflict You as third party listen and help each party frame a message that the other side will be able to listen and respond to constructively In short you seek to help each side articulate their grievances and needs in a way that the other side can recognize and understand This sometimes leads to a direct encounter between the parties the next level of intervention but may simply be a way of beginning to frame and understand the conflict more rationally and completely Remember when people are in conflict particularly at the Identity level they often need a way to step back and calmly analyze what is happening in order to find constructive ways of expressing their concerns Even if indirectly you can aid in this process One warning for this method is not to triangulate to position yourself between the parties in a way that appears partial to one side or the other or that appears to pit one side against the other If you cannot appear objective and helpful to both sides which does not necessarily mean you have no bias just that you can successfully discipline it it is best to try another method or choose someone else to act as a shuttle liaison Option 3 Encounter Facilitate The next level of intervention is to serve as a facilitator and bring the parties together to facilitate the ARIA process This allows

    Original URL path: http://www.ariagroup.com/?page_id=209 (2016-04-27)
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  • From Confrontation to Cooperation: Resolving Ethnic and Regional Conflict | Aria Group
    to help participants break out of the straight jacket of intractable conflicts Recommended reading for current future international affairs practitioners and those who educate them Dave Bobrow Dean Graduate School of Public and International Affairs University of Pittsburgh This is the most thoughtful comprehensive exposition of what it takes to use the integrative approach in protracted ethnic conflict It is courageous indeed a model in laying out its own assumptions

    Original URL path: http://www.ariagroup.com/?page_id=299 (2016-04-27)
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