Communication Essay

Each institution endeavors to promote and have mutual cooperation among its members, that is, university staff, supporting staff and students. Thus it is expected for universities to set rules, guidelines, and regulations that will promote peaceful co-existence and grow relationships. In essence, if we intend to avoid miscommunication and misunderstanding, herein a conflict situation, as elaborated in the first paper, then it is imperative to develop steps/actions/interventions that will lead to change, herein resolving a conflict. This essay builds on my previous theory on conflict and change based on miscommunication and misunderstanding on the campus. I will be focusing on Fine et al. 7%) compared to those who did not attend college while in prison (29. 9%)” (Fine, et al. Using college education as a change strategy proved efficient in contrast to the costs incurred in re-incarceration and sustaining those unemployed owing to lack of college education.

Moreover, availability of college program within the prison changed the prison environment making it safe and manageable by reducing indiscipline. Broadly, assistance programs such as availing college education to women in prison have the potential to improve safety, reduce crime rates in the community and lower prison operational costs. In spite of having instant access to vast literature materials, the lecturers in universities still act as primary sources of knowledge to the students. Communicating effectively is a critical component of learning in campuses. If left unchecked, these could result in miscommunication and misunderstanding akin to the one where the students’ get misinformed by the class representative. In another example of what lecturers may say versus what a student may hear, a lecturer might feel frustrated when scoring assignments because most students did not follow instructions or directions as given out, unaware that this is resulting from poor communication.

This causes tension between the student and the professor. This is further complicated by individual biases, social life experiences, and cultures. In practicality, researchers and practitioners forewarn against the possibility of larger or some sections of the society members inheriting racial bias or preference through a process known as cultural conditioning (Burkard & Knox, 2004; Wing Sue, 2005; Wing Sue, Capodilupo, Torino, & Bucceri, 2007). Achieving change or resolving conflict in those environments become less likely. Challenges – conflicts - arising from racial microaggression span misunderstandings, assaults, insults, invalidation, tense working environment, and discrimination. In order to effect change or address racial microaggressions in the clinical environment, Wing Sue et al. Harper & Davis (2017) in their study on how to reduce racism propose a raft of measures notably; recognizing implicit bias; remediating racial illiteracy; integrating multiple cultures into the curriculum; sharing responsibilities when tackling conflicts and inequities, and investing more resources multicultural activities and cultural centers.

As envisioned by several kinds of literature on theories of conflict and change, to create an environment of mutual respect and cordial understanding, individuals must be encouraged to adapt to their environment. This ensures that individuals will learn more about conflict, thereby enhancing their perspectives making them less prone to conflicts (Coleman, Katharina, Mitchinson, & Foster, 2009; Coleman & Kugler, 2014). Consequently, students who adopt such thinking will find themselves experiencing greater emotional wellness and higher satisfaction levels with the institution or between fellow students and lecturers. To advance this framework, I also looked at the ideas of Coleman et al. Pegged on the different stimulus regions depicted in figure 1, intervention or change strategies will each have their own costs, benefits and consequences. Coleman et al.

(2013) model focus on effective mediation techniques, that is, processes & outcomes, and the factors (dimensions) influencing the conflict, that is, the relationship between the disputants, the conflict environment, and constraints. They stress that “Conflicts can be constructively mediated when the mediators are able to move between different orientations, strategies, and tactic as the different or evolving situations require” (Coleman, Kugler, Mazzarao, Gozzi, & Kressel, 2013). Applying my own theory in combination with Coleman et al. The overall aim is to prevent conflict by executing long-term change strategies and interventions. Second, Wing Sue et al. (2007) takes us through racial micro-aggressions in the health facilities that lead to conflict. Akin to the campus environment ethnic and racial slurs are potential conflict zones especially for those who have been socialized negatively and hold negative assumptions or views regarding other cultures.

In order to address conflict of this nature, we are reminded by scholars and practitioners to take time to learn, understand and appreciate views, opinions and be open to multiple cultures. Not before long negative hurtful messages about the two started getting posted on the school message board by unknown person(s). Since both were my good friends, I found myself in a mediation role that I was not readily prepared for. Further, they were both accusing each other of creating and spreading the hurtful messages. At this point, it came to my attention that indeed this course had developed my conflict resolution skills and really influenced me in ways I did not anticipate. Instead of the old me who would have focused on my two friends (individuals), I found myself focusing on the problem to assure the disputants that we were both on the same team.