CONFLICT MANAGEMENT
WHAT IS CONFLICT?
Conflict is a part of life. It is a disagreement of thoughts with anyone. Conflict has become an integral part of our existence. It is very important how we handle this. We require help many times when we are unable to handle it graciously.
WHAT IS CONFLICT MANAGEMENT?
Conflict management refers to the way you handle disagreements. On any given day, you may have to deal with a dispute between you and another individual, your family members, or fellow employees. We can identify the conflict process, how it happens or what leads us to conflict.
There may be many reasons but generally conflict revolves around the below mentioned points:-
●Personal values (real or perceived)
●Perceptions
●Conflicting goals or Power dynamics
●Communication style
5 CONFLICT MANAGEMENT STYLES
It’s human to deal with conflict by defaulting to what’s comfortable. According to University of Pittsburgh professors of management Ken Thomas and Ralph Kilmann, most people take one of two approaches to conflict management, assertiveness or cooperativeness. From these approaches come five modes or styles of conflict management mentioned below.
1. ACCOMMODATING
An accommodating mode of conflict management tends to be high in cooperation but low in assertiveness. When you use this style, you resolve the disagreement by sacrificing your own needs and desires for those of the other party. This management style might benefit your work when conflicts are trivial and you need to move on quickly. At home, this style works when your relationship with your roommate, partner, or child is more important than being right. Although accommodation might be optimal for some conflicts, others require a more assertive style.
2. AVOIDING
When avoiding, you try to dodge or bypass a conflict. This style of managing conflicts is low in assertiveness and cooperativeness. Avoidance is unproductive for handling most disputes because it may leave the other party feeling like you don’t care. Also, if left unresolved, some conflicts become much more troublesome.
However, an avoiding management style works in situations where:
– You need time to think through a disagreement.
– You have more pressing problems to deal with first.
– The risks of confronting a problem outweigh the benefits.
3. COLLABORATING
A collaborating conflict management style demands a high level of cooperation from all parties involved. Individuals in a dispute come together to find a respectful resolution that benefits everyone. Collaborating works best if you have plenty of time and are on the same power level as the other parties involved. If not, you may be better off choosing another style.
4. COMPETING
When you use a competitive conflict management style (sometimes called ‘forcing’), you put your own needs and desires over those of others. This style is high in assertiveness and low in cooperation. In other words, it’s the opposite of accommodating. While you might think this style would never be acceptable, it’s sometimes needed when you are in a higher position of power than other parties and need to resolve a dispute quickly.
5. COMPROMISING
Compromising demands moderate assertiveness and cooperation from all parties involved. With this type of resolution, everyone gets something they want or need. This style of managing conflict works well when time is limited. Because of time constraints, compromising isn’t always as creative as collaborating, and some parties may come away less satisfied than others.
TIPS FOR CHOOSING A CONFLICT MANAGEMENT STYLE
The key to successfully managing conflict is choosing the right style for each situation. For instance, it might make sense to use avoidance or accommodation to deal with minor issues, while critical disputes may call for a more assertive approach, like a competitive conflict management style. When you’re wondering which method of conflict management to choose, ask yourself the following questions:
– How important are your needs and wants?
– What will happen if your needs and wants aren’t met?
– How much do you value the other person/people involved?
– How much value do you place on the issue involved?
– Have you thought through the consequences of using differing styles?
– Do you have the time and energy to address the situation right now?
The answers to these questions can help you decide which conflict management style to use in a particular situation.
TIPS AND STRATEGIES FOR CONFLICT MANAGEMENT
Conflicts inevitably pop up when you spend time with other people, whether at work or home. However, when conflicts aren’t resolved, they can lead to various negative consequences. These include:
– Hurt feelings
– Resentment and frustration
– Loneliness and depression
– Passive aggression and communication issues
– Increased stress and stress-related health problems
– Low morale
– Reduced productivity
– Staff turnover
THE 6 C’S OF CONFLICT MANAGEMENT
Effective conflict management requires a structured approach to ensure positive outcomes. The 6 C’s of conflict management provide a framework for resolving disputes professionally and productively.
1. COMMUNICATION
– Open and clear communication is crucial for conflict resolution.
– Encourages active listening and understanding different perspectives. – Miscommunication can worsen conflicts, so clear dialogue is key.
2. COLLABORATION
– Focuses on finding solutions that benefit all parties.
– Encourages brainstorming, problem-solving, and teamwork. – Prioritizes shared goals over individual wins.
3. COMPROMISE
– Aims for a balanced resolution where both sides make concessions.
– Helps find a middle ground without one party feeling overpowered.
– Works best when both sides are willing to negotiate.
4. CONTROL
– Managing emotions prevents conflicts from escalating.
– Encourages staying calm and rational to facilitate problem-solving.
– Techniques like deep breathing and taking breaks help maintain composure.
5. CIVILITY
– Treating others with respect, even in disagreements, fosters constructive dialogue.
– Avoiding personal attacks and disrespectful behavior improves resolution efforts.
– Encourages a professional and empathetic approach.
6. COMMITMENT
– Dedication to resolving conflicts ensures long-term solutions.
– Requires follow-up and implementation of agreed-upon actions.
– Prevents conflicts from resurfacing in the future.
By applying these 6 C’s, individuals and organizations can navigate conflicts effectively, creating a more harmonious and productive environment.
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