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Student Worksheet - Conflict Management (B1 Level)

The document is a student worksheet on conflict management, including vocabulary matching, reading comprehension tasks, group discussions, and role-playing exercises. It emphasizes the importance of managing conflict effectively to enhance teamwork and productivity, providing eight practical tips for successful conflict resolution. The content is designed for B1 level students to improve their understanding and skills in handling conflicts in a professional setting.

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Diogo Mulder
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4 views5 pages

Student Worksheet - Conflict Management (B1 Level)

The document is a student worksheet on conflict management, including vocabulary matching, reading comprehension tasks, group discussions, and role-playing exercises. It emphasizes the importance of managing conflict effectively to enhance teamwork and productivity, providing eight practical tips for successful conflict resolution. The content is designed for B1 level students to improve their understanding and skills in handling conflicts in a professional setting.

Uploaded by

Diogo Mulder
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Student Worksheet: Conflict Management (B1 Level)

Part 1 – Vocabulary Matching Match the words to their definitions:

1. Conflict a. Doing things that help the team instead of


hurting them
2. Productivity b. A disagreement or argument
3. Constructive feedback c. Being able to do a lot in a short time
4. Defensive d. Suggesting improvements without being rude
5. Perspective e. The way you see or understand a situation
6. Objective f. Not influenced by personal feelings
7. Resolution g. A solution to a problem
8. Motivation h. The reason or energy to do something

Part 2 – Reading: Conflict Management

Task 1: Skim Reading


What is the main idea of the text?
☐ Conflict is always negative.
☐ Conflict can be positive if managed well.
☐ It’s better to avoid conflict.

Task 2: Detailed Reading Questions

1. What happens when people use the fight response?


2. What happens when people use the flight response?
3. Why are these responses not always effective?
4. What are two things you should NOT do during a conflict conversation?
5. What are two things you SHOULD do?

Part 3 – Group Discussion Choose two of the tips from the article and discuss:

 Why is this tip helpful?


 Have you ever used it in real life?
 What happened?

Tips:

1. Choose the right time and place


2. Assume positive intentions
3. Make it a two-way conversation
4. Listen actively
5. Be specific
6. Don't bring up the past
7. Take responsibility
8. Focus on the future
Part 4 – Role Play

Work in pairs. Choose one of the situations below: A. You disagree with a colleague
about how to complete a project. B. A colleague keeps interrupting you in meetings.

Use 2–3 strategies from the article to act out a conflict resolution conversation. After
role-playing, switch roles and repeat.

Reflection (optional homework) Write a short paragraph (about 80–100 words):

 Describe a conflict you had.


 What strategies from this lesson could you use to manage it better?
Conflict Management
Knowing how to handle conflict is an important professional skill.
Conflict at work can affect the motivation and well-being of staff and
create unnecessary distractions and stress. People with conflict
management skills resolve disagreements quickly and effectively,
enabling effective teamwork and maximum productivity. Successful
conflict management also helps to create an atmosphere in which
individuals can learn from others, develop their talents and think
creatively. Conflict management can be challenging, but people who
do it well are highly valued by their colleagues and companies.

Fight or flight
When conflict arises, we can often see nature's fight-or-flight response
– either attacking the enemy or running away. The 'fight' reaction is
when people start to prepare themselves for an argument. But by
getting aggressive, they might not only damage their relationships but
also miss the chance of growing through constructive feedback.
The 'flight' response involves ignoring the issue altogether. People
suppress their feelings, hide disagreements and pretend that
everything is fine when it is not. However, the conflict remains
unresolved and the problem gets worse.
So how can we go beyond our immediate reactions to make conflict a
source of trust-building and development? Here are eight tips to help
us manage conflict successfully.

1. Consider the best time and place for the


conversation.
While it is important to talk about the issue, doing it in the wrong place
and in front of the wrong people can result in embarrassment and an
inability to truly listen. If possible, make an appointment to sit down and
talk through the issue with the people involved.
2. Assume positive intentions.
If you walk into a conversation assuming that you're not liked or that
you're going to be attacked, you'll most likely spend that time
defending yourself and feeling angry and hurt.
Remember that you're going through this process because people
want to resolve the issue and get along. So start by assuming that their
intentions are positive and that the things they are going to say are for
the good of the team. This will allow for an open conversation that aims
to improve the situation rather than make it worse.

3. Make sure it's a two-way conversation.


A conversation is not a monologue. It is not a chance for one party to
list all the things they are angry and unhappy about without letting the
other person react. A real conversation allows all parties to share their
perspectives and collaborate to find a satisfactory way forward. If you
find yourself in a monologue, stop and ask some questions.

4. Listen and be open to change.


Many of us think we listen but instead are simply waiting for our
chance to respond. Put your thoughts aside for the moment and truly
listen when the other person is speaking. Growth and development are
only possible if you allow their words to change you.

5. Be specific about the issue and the impact.


It's easy to generalise and make broad accusations, for example using
statements such as You always ... or You never ... However, this often
results in a defensive response. Instead, be specific about what the
issue is, give examples and be clear about the impact of the problem.
Be as objective as you can and avoid personal attacks.
6. Don't bring up the past.
Some of us feel the need to bring up less relevant past events to gain
an advantage over our conversation partner. This can make people
feel defensive and distract everyone from the main point of the
conversation. Try to focus on the main issue and how to make things
better.

7. Take responsibility for your part in the


problem.
We are not perfect and we make mistakes. Consider how you might
have contributed to the problem and take responsibility for it. This not
only demonstrates your desire to work as a team but also shows that
you are not just looking for an opportunity to blame the other party.

8. Focus on the future.


Conversations about conflict are often focused on what shouldn't have
been and what could have been done. Instead, focus on the future.
What steps can you take to resolve the problem? How can you avoid
this happening again?
With careful management, conflicts can help us make the most of our
differences and find a way of working together successfully.

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