Conflict Management & Strategies to Resolve Conflicts
As long as organizations continue to use work teams, conflict cannot be avoided since it is an inevitable aspect of work teams. Conflict is an outcome of behaviors. It is an integral part of human life. Whenever there is interaction there is conflict. In this article lets see in detail about what is the conflict management, techniques of conflict management, styles of conflict management & strategies to resolve conflicts.
What Is the Conflict Management?
- Conflict means expression of hostility, negative attitudes, antagonism, aggression, rivalry, and misunderstanding.
- It is also associated with situations that involve contradictory interest between two opposing groups. It can be defined as a disagreement between two or more individuals or groups with each individual or group trying to gain acceptance of its view over others.
- Conflict resolution refers to dealing with or removing the cause of the conflict In this paper conflict management will refer to both strategies and approaches of containing (managing the conflict) as well as to strategies and approaches of resolving it. Effective conflict management succeeds in
- minimizing disruption stemming from the existence of a conflict, and
- providing a solution that is satisfactory and acceptable
Techniques Of Conflict Management
- All organizations, however simple or complex, possess a range of mechanisms or procedures for managing conflict. The success or effectiveness of such procedures can be gauged by the extent to which they limit conflict behaviour and the extent to which they help to achieve a satisfactory solution.
- Different people use different strategies for managing conflict. Usually we are not aware of how we act in conflict situations. We just do whatever seems to come naturally. But we do have a personal strategy; and because it is learned, we can always change it by learning new and more ef-fective ways of managing conflicts. When you become engaged in a conflict, there are two major concerns individuals have to take into account:
- Achieving your personal goals – Individuals are in con-flict because individuals have a goal that conflicts with another person’s goal. Individual goal may be of high importance to him, or it may be of little importance to him.
- Keeping a good relationship with the other person – Individuals may need to be able to interact effectively with the other person in the future. The relation-ship may be very important to individual or may be of little importance to him.
Styles Of Conflict Management
How important your personal goals are to you and how important the relationship is to you affects how you act in a conflict. Given these two concerns, it is possible to identify styles of managing conflict in an organization are as follows
Smoothing:
It refers to the conciliation that occurs when one person or group is willing to yield to the other. Smoothing results from a low concern for ones group own interests combined with a high concern for the interest of other group.
Forcing:
It designates a situation in which one person or group attempts to acquire complete dominance. Individual do not hesitate to use aggressive behavior to resolve conflict. I
Confronting:
Confronting style refers to strong cooperative and assertive behavior. It is the win-win approach to interpersonal conflict handling. The person using confronting desire to maximize joint results.
Role of Bargaining and negotiations in resolving conflict:
- It is impossible to avoid conflict in organisation therefore it is require to manage conflict so it become constructive and functional. Through bargaining and negotiations strategic conflict can be managed.
- The process of negotiation involves an open discussion of problem solutions and also the outcome often is an exchange in which both parties work toward a mutually beneficial solution
5 Best Strategies to Resolve Conflicts
Five Strategies to Resolve Conflicts are as follows
Conflict has many sources in the workplace. It is borne out of differences and will arise in any situation where people are required to interact with one another. Dealing with conflict effectively is a key management skill. This article outlines five different approaches to conflict management and also the situations they are most appropriate for.
1.Accommodation
- This is a lose/win situation. The accommodation approach is generally used when one party is willing to forfeit their position. It is best used in situations where:
- One party wishes to indicate a degree of fairness. People wish to encourage others to express their own opinion. The issue or problem is more important to the other party concerned.
- It is more important to safeguard the relationship rather than argue about the issue. Thus accommodation is one of the important strategies to resolve conflicts
2. Compromise
- This is a win/lose – win/lose situation, i.e. everyone involved gains and loses through negotiation and flexibility.
- Each will win some of what they desire while at the same time giving something up. The main goal of this approach is to find common ground and maintain the relationship.
- Compromise is best used: To achieve an agreement when all parties have equal power. To reach a temporary resolution in more complicated matters.
- To achieve a settlement when time or other circumstances are constrained. Thus compromise is the key strategies to resolve conflicts.
3.Avoidance
- This is a lose/lose situation. Neither party takes action to address the issues involved in the conflict, meaning that it will remain unresolved.
- This approach is best used: If all concerned feel that the issue is a minor one and will be resolved in time without any fuss.
- When the parties need a chance to cool down and spend time apart. If other people are able to resolve the conflict more effectively than the parties concerned.
- When more time is needed before thinking about dealing with the issues. If the impact of dealing with the situation may be damaging to all parties involved.
4. Competition
- This is a win/lose situation. One party attempts to win the conflict through dominance and power. This approach is best used:
- When all other methods have been tried (and failed). In emergency situations when quick, immediate and decisive action is called for.
- In situations where unpopular changes need to be applied and also discussion is not appropriate.
5. Collaboration
- This is a win/win situation. It is the most effective but most difficult way of managing differences. It requires trust and commitment on all sides to reach a resolution by getting to the heart of the problem.
- All parties need to be willing to empathise and try to understand each other’s situation. Collaboration is most appropriate:
- When all parties are willing to investigate alternative solutions together that they may not necessarily have thought of on their own.
- When trying to get to the source of problems that have continued for a long time. Upholding objectives that cannot be compromised on any side while still preserving the relationship.
- When parties from different backgrounds and also experiences are involved. Thus collaboration is an effective strategies to resolve conflicts.
- Thus we can use the above Five Strategies to Resolve Conflicts at Work place.
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