Module Outline
Date retreived
22/07/2026 12:52 PM AWST
22/07/2026 12:52 PM AWST
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Dealing With Conflict
Dealing With Conflict
Module
National Code
NCS005
NCS005
State Code
65012
65012
DTWD Status
Approved
Approved
State Implementation and Classification
Approved Date
23/02/1993
Field of Education
120301 - Social And Interpersonal Skills Programmes
Nominal Hours
17
Description
The purpose of this module is to provide competency-based training to develop
skills to deal effectively with conflict in the workplace.
It is suitable for participants who have an established work orientation, can
perform proceduralised tasks under general supervision and more complex tasks,
involving theoretical knowledge and motor skills, under close supervision.
skills to deal effectively with conflict in the workplace.
It is suitable for participants who have an established work orientation, can
perform proceduralised tasks under general supervision and more complex tasks,
involving theoretical knowledge and motor skills, under close supervision.
Range of Variables
The module provides for delivery on-the-job and off-the-job, in a variety of
modes including classroom based, teleconferencing and interactive video.
Strategies should be selected to reflect the nature of the learning outcomes
and the needs of the participants. They should include experiential learning.
It is preferable that participants use actual conflicts in their own workplace
situation as part of the learning process. It is therefore essential that
confidentiality be explored, understood and maintained.
Some areas of content are common to more than one learning outcome. These
should be integrated throughout the module.
What is conflict?
There can be no simple definition of a complex phenomena such as conflict.
Conflict can involve suppressed responses (covert) or open hostility (overt).
It can be described as interacting in a situation where we perceive a threat to
our own goals (
modes including classroom based, teleconferencing and interactive video.
Strategies should be selected to reflect the nature of the learning outcomes
and the needs of the participants. They should include experiential learning.
It is preferable that participants use actual conflicts in their own workplace
situation as part of the learning process. It is therefore essential that
confidentiality be explored, understood and maintained.
Some areas of content are common to more than one learning outcome. These
should be integrated throughout the module.
What is conflict?
There can be no simple definition of a complex phenomena such as conflict.
Conflict can involve suppressed responses (covert) or open hostility (overt).
It can be described as interacting in a situation where we perceive a threat to
our own goals (
Evidence Guide
Internal Assessment 100%
Analyse a specific workplace conflict.
Outline strategies to deal with a specific workplace conflict.
Role play.
The demands of any assessment task should be NO MORE than required to
demonstrate competency. Demonstration requires assessment of the task during
performance as well as evaluation of the product.
Where practicable, assessment tasks should relate to the participants'
vocational focus.
Analyse a specific workplace conflict.
Outline strategies to deal with a specific workplace conflict.
Role play.
The demands of any assessment task should be NO MORE than required to
demonstrate competency. Demonstration requires assessment of the task during
performance as well as evaluation of the product.
Where practicable, assessment tasks should relate to the participants'
vocational focus.
Elements and Performance Criteria
No information