Abstract
Conflict resolution is the process of solving a dispute by meeting at least some of each party’s needs and addressing their concerns. Sometimes it requires both a power-based and an interest-based approach, such as the simultaneous pursuit of litigation and negotiation.
This paper focuses on conflict resolution and how it works for almost any disagreement. Throughout our lives, we are offered plenty of opportunities for negotiation, whether it’s between parents and children, co-workers, or friends. This means that you probably already have a variety of strategies for resolving small conflicts. But for more serious conflicts, and conflicts between groups instead of individuals, you may need more skills. “Conflict resolution skills are
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It can come from many different sources. It can be between supervisors and employees, between co-workers, and between employees and customers. Managers and organizations can choose to see conflict as negative or positive. Treating it as negative results in acting to suppress it at every opportunity When it is treated as positive, however, resolving conflict can promote positive change.
Methods to Resolve Conflict in an
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Involve all parties when drafting conflict resolutions. "Many scholar-practitioners have acknowledged the widespread use of arts-based approaches to peacebuilding and conflict resolution." (Bang, 2016) The Theory of Management by Objectives states that employees are generally more committed to goals that they have helped to create. The same is true for conflict resolutions. There is more than one side to every story, and all sides should benefit from conflict resolution. Look for resolutions that will prevent the conflict from happening again. "Compromise is described in the Mouton-Blake Managerial Grid as being a win and lose agreement in which both parties get something of what they want but not all of what they want." (Eilerman, 2006)
The Five Steps to Conflict Resolution
No matter which method you use in order to instigate conflict resolution, there are steps that must be taken in order to properly mediate it. Knowing how to handle conflict is the key to preventing it from hurting professional growth and the key to being a good mediator. Conflict resolution can be divided into five steps:
Identify the Source of the Conflict. Find out how the conflict started in the first place. The more you know about how the conflict started, the easier it is to help resolve it. To get the information you need, use a series of questions to identify the cause. Being a mediator means that you need to give both parties the chance to share their side of the story.
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
Conerly (2004), further states two things attribute to the way conflict is managed. One is the importance of meeting your own goals and the other is the importance you attribute to relationships and wanting to get along with others.
Conflict is an inevitable part of interpersonal relations within an organization, where the actions of one individual are perceived to have a negative impact upon the state of another individual. A leader must be prepared to institute steps in the conflict management process in order to progress through a given incident for the betterment of the organization. “Conflict management is the principle that all conflicts cannot be resolved, but learning how to manage conflicts can decrease the odds of nonproductive escalation” (Popovich & Hocenski, 2009, p.15). Although conflict, in general, may seem detrimental to a team, functional conflict is necessary for a properly functioning team. Without functional conflict,
Conflicts situation can happen at any time. There are many different ways to handle conflict situations. To strengthen our skills in responding to conflicts situation we must understand the various conflict management style. The five styles of conflict management style include: Competing, Avoiding, Accommodating, Collaborating, and Compromising. The competing style is like a shark, a competitive approach to ensure only your views counts. Avoiding is like a turtle, avoiding every situation and giving up. Accommodating is like a teddy bear, working against your own goals to move forward. Collaborating is like an owl, working together with your partner to achieve both your goals. Compromising is like a fox, negotiating half your goals in order
While Mike believes that conflict is a normal part of any organization, and the real challenge is how one deals with it. He then provides you with his “5 Keys of Dealing with Workplace Conflict,” (Myatt, 2012) which are: “Define Acceptable Behavior, Hit Conflict Head-on, Understanding the WIIFM Factor, The Importance Factor, and View Conflict as Opportunity.” (Myatt, 2012) What I have learned for this article is, that in order to be a good leader, you need to know how to deal with conflict, employ effective conflict resolution, while also avoided unnecessary
William James once said, “Whenever you’re in conflict with someone, there is one factor that can make the difference between damaging your relationship and deepening it. That factor is attitude.” Mediation is a process that can help parties resolve conflict. Even though mediators are not supposed to change the attitudes of parties they can show them the situation in a different light, thus causing the parties’ attitudes to change and the conflict to be resolved. Mediators need to understand there is a lot that goes into conflict and by understanding these concepts and theories they can mediate the dispute in a more thorough and proper way. Some parties might be trying to save face and that is why they are not being honest or telling the truth. Parties could be dealing with the tensions of connectedness and separateness, certainty and uncertainty, or even openness and closedness. The parties’ conflict styles could be avoiding, accommodating, competing, collaborating or compromising. It is important for mediators to be aware of all these different concepts and theories that can affect mediation. Through a thorough examination of conflict management styles, Face Negotiation Theory, and Relational Dialectics Theory it will be shown how important these theories and concepts are to effective mediation.
Furlong, G. T. (2005). The conflict resolution toolbox: Models and maps for analyzing, diagnosing, and resolving conflict. Ontario, Canada: John Wiley & Sons.
Conflict management- Any problems or conflict that may arise needs to be dealt with appropriately and effectively to ensure a positive work environment, this can be done in many ways. The main way conflict can be resolved is by have a civilised discussion with all parties and a manager to arrange the most appropriate and fair solution. Making sure all parties are professional and non discriminative at all times.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
In summary, there are no miraculous ways when dealing with conflicts. Each person in an organization has to take their initiative and think of a good solution to solve a company’s conflict. However, having experience and good understanding of the conflict’s nature will help you to deal with it positively. As a professional leader or manager, it is mandatory to bring the best proficiency and planning to overcome the conflict in a constructive, respectful and positive manner.
Budjac Corvette, B. A. (2007). Conflict management: A practical guide to developing negotiation strategies. Upper Saddle River, New Jersey: Pearson Education.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).
Differences within the team are the major reason for conflict. This stems from differences in opinion, attitude, beliefs, as well as cultural back grounds and social factors. The Conflict can be positive which is functional and supports or benefits the organization or a person’s main objectives (Reaching Out, 1997). Conflict is viewed as positive when the conflict results in increased involvement form the group, increased cohesion, and positive innovation and creativity. Conflict tends to be positive as well when it leads to better decisions, and solutions to long-term problems.
Conflict is unavoidable and connected to a world where different ideas and opinions are challenged. Negative conflict occurs when voices are not expressed appropriately, discussions are not in control or different parties reject moving forward with a solution. There is difficulty resolving disagreements because there are multiple reactions to disputes. However, a positive conflict supports debates without a destructive outcome. They improve communication, introduce principles that are important to others, and reduce chaos. On the other hand, the approach that a person uses to address conflict dictates the outcome they receive. Methods for resolving conflict include avoiding the problem, smoothing out a situation, competing against the ideas