NTISthis.com

Evidence Guide: BSBGOV507 - Manage board or committee and organisational conflict

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

BSBGOV507 - Manage board or committee and organisational conflict

What evidence can you provide to prove your understanding of each of the following citeria?

Identify existing and potential conflict

  1. Determine if conflict exists and its possible causes
  2. Identify potential situations of future conflict
  3. Develop strategies to prevent conflict
Determine if conflict exists and its possible causes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify potential situations of future conflict

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Develop strategies to prevent conflict

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Consider the conflict situation

  1. Consider if the conflict relates to operational or strategic activity
  2. 2.2 Acknowledge the issue(s) and the roles of the parties involved, noting that board and committee members' roles are strategic and employees' roles are operational
  3. Ascertain how the roles of the parties involved have impacted upon the conflict
  4. 2.4 Develop resolution strategies in accordance with legislation, the organisation's constitution and in consultation with conflicting parties
  5. Seek professional advice where needed, maintaining discretion and confidentiality
  6. Ensure the wellbeing of individuals and the organisation is considered when developing resolution strategies
Consider if the conflict relates to operational or strategic activity

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

2.2 Acknowledge the issue(s) and the roles of the parties involved, noting that board and committee members' roles are strategic and employees' roles are operational

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ascertain how the roles of the parties involved have impacted upon the conflict

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

2.4 Develop resolution strategies in accordance with legislation, the organisation's constitution and in consultation with conflicting parties

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Seek professional advice where needed, maintaining discretion and confidentiality

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Ensure the wellbeing of individuals and the organisation is considered when developing resolution strategies

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use strategies to resolve conflict

  1. Promptly, appropriately and impartially implement resolution strategies that are in line with legislation and the roles of the parties involved
  2. Diffuse emotional situations by focussing on the issue(s) rather than the individual(s) concerned
  3. Follow organisational grievance policy if conflict has escalated to grievance level
  4. Allow sufficient time for the conflict to be resolved
  5. Monitor and evaluate the process used to resolve the conflict
Promptly, appropriately and impartially implement resolution strategies that are in line with legislation and the roles of the parties involved

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Diffuse emotional situations by focussing on the issue(s) rather than the individual(s) concerned

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Follow organisational grievance policy if conflict has escalated to grievance level

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Allow sufficient time for the conflict to be resolved

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor and evaluate the process used to resolve the conflict

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Identify existing and potential conflict

1.1 Determine if conflict exists and its possible causes

1.2 Identify potential situations of future conflict

1.3 Develop strategies to prevent conflict

2. Consider the conflict situation

2.1 Consider if the conflict relates to operational or strategic activity

2.2 Acknowledge the issue(s) and the roles of the parties involved, noting that board and committee members' roles are strategic and employees' roles are operational

2.3 Ascertain how the roles of the parties involved have impacted upon the conflict

2.4 Develop resolution strategies in accordance with legislation, the organisation's constitution and in consultation with conflicting parties

2.5 Seek professional advice where needed, maintaining discretion and confidentiality

2.6 Ensure the wellbeing of individuals and the organisation is considered when developing resolution strategies

3. Use strategies to resolve conflict

3.1 Promptly, appropriately and impartially implement resolution strategies that are in line with legislation and the roles of the parties involved

3.2 Diffuse emotional situations by focussing on the issue(s) rather than the individual(s) concerned

3.3 Follow organisational grievance policy if conflict has escalated to grievance level

3.4 Allow sufficient time for the conflict to be resolved

3.5 Monitor and evaluate the process used to resolve the conflict

Required Skills and Knowledge

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Identify existing and potential conflict

1.1 Determine if conflict exists and its possible causes

1.2 Identify potential situations of future conflict

1.3 Develop strategies to prevent conflict

2. Consider the conflict situation

2.1 Consider if the conflict relates to operational or strategic activity

2.2 Acknowledge the issue(s) and the roles of the parties involved, noting that board and committee members' roles are strategic and employees' roles are operational

2.3 Ascertain how the roles of the parties involved have impacted upon the conflict

2.4 Develop resolution strategies in accordance with legislation, the organisation's constitution and in consultation with conflicting parties

2.5 Seek professional advice where needed, maintaining discretion and confidentiality

2.6 Ensure the wellbeing of individuals and the organisation is considered when developing resolution strategies

3. Use strategies to resolve conflict

3.1 Promptly, appropriately and impartially implement resolution strategies that are in line with legislation and the roles of the parties involved

3.2 Diffuse emotional situations by focussing on the issue(s) rather than the individual(s) concerned

3.3 Follow organisational grievance policy if conflict has escalated to grievance level

3.4 Allow sufficient time for the conflict to be resolved

3.5 Monitor and evaluate the process used to resolve the conflict

Evidence of the ability to:

communicate, negotiate and work cooperatively regarding conflict with:

other board or committee members

management and staff of the organisation

key stakeholders

develop strategies to prevent conflict both within the board or committee and between the board or committee and operational personnel

develop resolution strategies with conflicting parties

diffuse emotional conflict situations by focusing on the issues at hand

monitor and evaluate conflict resolution processes.

Note: If a specific volume or frequency is not stated, then evidence must be provided at least once.

To complete the unit requirements safely and effectively, the individual must:

discuss potential situations of future conflict

explain the roles of the parties involved (in terms of board or committee member roles as opposed to operational personnel roles)

discuss options for conflict resolution and situations that would warrant the use of the following methods:

formal discussions with third party presence

informal discussions

following organisational policies

professional advice

grievance procedures

describe conflict monitoring and evaluation processes

describe legislative and organisational constitutional requrirements in relation to conflict.