Conflict Management Techniques

 In Conflict Resolution, Management, Problem Solving

Conflict Management Techniques

coursedetailsConflict is when the needs, values, and interests of one party conflict with another. Conflicts are inevitable in the workplace. Conflicts can arise from different stakeholders. These could include bosses, managers, clients, employees, teams, and departments. A conflict is often a result of perception.

Conflict is a good thing? Not necessarily. Sometimes, there are opportunities to improve. It is therefore important to learn and use various conflict resolution techniques.

You must immediately resolve the conflict. The situation could become more serious and may affect employee performance. Don’t rush to resolve the problem. Your decision will have a direct impact on the performance and demeanor of your staff.

Conflict Management Techniques

  • Forcing

    Also called competing. A person who is determined to pursue his or her own interests despite opposition from others. This could mean pushing for one view at the expense or resisting another person’s actions.

  • Win-Win (Collaborating)

    Also called problem solving or confronting the problem. Collaboration is the attempt to work together to solve the problem. This means that both the parties will be satisfied with the solution. Win-win approaches see conflict resolution as an opportunity for mutually beneficial results. This involves identifying the underlying concerns of your opponent and finding an alternative that meets those concerns.

  • Compromising

    Also called reconciliation. A compromise is a quick and mutually acceptable solution that partially satisfy both sides. If the goals are not important enough to justify using more assertive or involved approaches such as forcible or collaborative, then it is worth compromising.

  • Withdrawing

    Also known as avoidance. This happens when one person does not pursue their own interests or those of their opponent. This is when a person does not address the conflict, but instead sidesteps or postpones it or withdraws.

  • Smoothing

    Also called accommodating. Smoothing means to be open to the needs of others, and not prioritize one’s own. It is important to offer temporary relief from conflict and buy time until you can respond or push back.

This is a technique which is used when the atmosphere seems to be filled with apprehension/distrust among the parties involved. The conflict is not being resolved by anyone. These situations are where one party can assume control and try to make the situation more pleasant by using nice words, emphasizing the points that have been agreed upon and playing down the disagreements.

Conflict Management Resolution Techniques

1. Understanding the Makeup of Your Team

First, a team meeting is a good way to resolve conflicts before they become serious. Although workplace conflicts can occur between employees and higher management, or employees and customers alike, most conflicts are between employees who spend the majority of their time together. Ask everyone to reflect on how they feel most comfortable dealing with conflict in their everyday lives. Common ground might exist already.

2. Avoiding Conflict

Avoidance is walking away from the conflict and not doing anything that could be perceived as disturbing the peace. While this may feel safe, it does not solve the problem. If the problem isn’t addressed, it can even get worse. One person in a group may take on the work of another who avoids conflict. This can lead to frustrations and resentment. When a problem arises, productivity can be low if everyone in the team has an escape strategy.

Because they prefer to work with others to solve conflicts, it is easy for someone who favors this method of conflict resolution to be flexible. But, they may not be able to meet their needs in this manner, which could lead to problems later.

3. Competition to Win Conflicts

Some people see conflict as an opportunity to win. They don’t care about collaborating, compromising or avoiding conflict. They are determined to achieve their goals and won’t compromise or collaborate with others.

A competitive attitude towards conflict in a team environment can quickly turn into bullying. This can lead to frustration among coworkers who feel that their views are not being taken seriously. When frustration builds, coworkers may resort to a competitive approach when trying to resolve conflicts. The problem can escalate.

4. Encourage collaboration among your team members

Once you get your team together, and you know what conflict resolution method each member uses, you can provide them with personalised guidance on how to work together at work. Some members of your team may need to be assertive while others might need to be more cooperative. In the beginning stages, you can be a mediator and guide individuals through the process.

The process isn’t always straightforward. Real life is messy and people are emotional. To ensure that conflict management sessions don’t turn into finger-pointing, you should establish ground rules.

Last Thoughts

When there are many people working together, conflicts are inevitable. A conflict is defined as a difference of opinion or a type of disagreement between two or more people. Effectively resolving conflicts is essential. Not only is it important to end the conflict, but it is also important to avoid putting the parties in unnecessary emotional stress. It is crucial to strike a balance between the resolution of the conflict and the maintenance of the emotional well-being for all parties involved in conflict management. It is therefore important to clearly understand what a conflict is, why it occurs, the challenges involved in resolving them, and the various methods that can be used to resolve them.

Let’s approach conflict management from the perspective that conflicts can be beneficial for the team. To be effective in conflict management, you need to create an environment that encourages creativity and allows people to voice their opinions freely. The members should be encouraged to work together and resolve their conflicts with an open mind. When resolving conflicts, people need to be able to transcend their emotions and think about the end goal of the project or the work at hand. If the conflict is not resolved by the team members, the manager should intervene.

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