Conflict Resolution -- A
Win/Win ExampleIn a meeting to
discuss possible prison reforms in
Wisconsin, nine of the state's top
prison officials met to design an ideal
correctional institution. In the course
of the discussion, one group member
proposed eliminating uniforms
traditionally worn by prison guards.
There was a lengthy argument about
whether or not uniforms should be worn.
One official
suggested the issue be resolved
democratically by vote. As a result, six
voted against uniforms and three voted
in favor of them. The winning members
looked pleased while the losing members
either became angry or withdrew from
further discussion.
A third-party
observer suggested they take another
look at the situation, asking those in
favor of uniforms what they hoped to
accomplish. They said part of the
rehabilitative process in correctional
institutions is teaching people to deal
constructively with authority, and they
saw uniforms as a means for achieving
that goal. Those against uniforms said
there was such a stigma, guards had
additional difficulty laying to rest the
stereotypes held by inmates before they
could deal with them on a one-to-one
basis.
The observer then
asked the group what ways they might
meet the combined goals
–
teaching people to deal with authority
while avoiding the difficulty of
stereotypes held about traditional
uniforms. The group generated ten
possible solutions, including
identifying prison personnel by name
tags, by color-coded casual dress, or by
uniforms for guard supervisors but not
for guards in constant contact with
prisoners. After discussing the various
alternatives, all agreed on the third
solution.
In their first
discussion, the group engaged in
clear-cut conflict, only partially
resolved by vote. In the later
discussion, the group turned to problem
solving, eventually developing a win-win
method acceptable to all parties.
