Conflict Management As Part Of Conflict Resolution

Introduction

It has been defined as
"...The practice of being able to identify and manage conflicts sensibly, fairly, and efficiently......deals with (perceived) incompatibilities or disagreements arising from, for example diverging opinions, and needs..."
Chris Schutte, 2023a

It is important that people understand the conflicts and know how to resolve them.

NB
"...Every conflict is different, there isn't one-size-fits-all approach to solving each one..."
Chris Schutte, 2023a

Conflict management styles

i) competing/competitive (takes a firm stands and rejects others' points of view; can be appropriate when you need to
    - make a quick decision
    - end a long-term conflict
    - prevent a terrible mistake happening, etc.

People deploying this style of conflict resolution show the following characteristic: straightforward, direct, forceful, daring, determined, assertive, etc)

ii) collaborative/collaborating (aim to find a solution that meets everybody's needs

"...Rather than trying to find a middle ground solution, the aim for a solution is to satisfy everyone and it ends up being a win-win situation..."
Chris Schutte, 2023a

It is appropriate when
    - multiple perspectives are being addressed
    - want to maintain important relationships between the parties
    - it is important that no one is displeased with the final solution
    - the beliefs of multiple stakeholders must be represented.

People applying this style of conflict resolution show the following characteristics: normally animated, persuasive, influential, sociable, optimistic, patient, loyal, consistent, composed, deliberate, etc)

iii) accommodating (putting the concerns of others before your own, ie giving in or persuaded to give in; most appropriate when peace needs to be kept
"... Keeping calm and agreeing with other person's point of view is in the interest of the success of the team..."
Chris Schutte, 2023a

People applying this style of conflict resolution show the following characteristics: patient, loyal, consistent, composed, deliberate, etc)

iv) avoiding (involves completely sidestepping the issue, ie
"...You would neither pursue a continuously postpone nor completely avoid the conflict whenever it comes up..."
Chris Schutte, 2023a

This style is appropriate when
     - the conflict seems trivial
     - more time is needed to think about the conflict
     - there is no chance of winning
     - there is a fear of being met with resentment.

People applying this style of conflict resolution show the following characteristics: accurate, systematic, detailed, perfectionist, cautious, etc.)

v) compromising (involves finding a solution that will at least partly please all parties, ie finding the middle-ground; generally leaves a degree of dissatisfaction as not satisfying all needs; most appropriate when it's more important to reach a solution  than for the solution to be great.

It is appropriate when
        - a deadline is rapidly approaching
        - there is an impasse
        - a temporary solution is needed.

People applying this style of conflict resolution show the following characteristics: straight-forward, forceful, over-bearing, determined, assertive, animated, persuasive, influential, sociable, optimistic, etc)

NB Understanding these conflict resolution modes can help with the anticipation of the conflict style of employees.

Some tips

- make sure there is proper and appropriate communications
- listen to each other so understanding the others' point of view, even though you might disagree
- quality review the situation, ie authentic feedback
- aim to reach a win-win solution, ie everybody is happy as their needs are satisfied
- identify potential conflict areas in advance in order to deal most effectively with

NB
"...Prevention is always better than cure..."
Chris Schutte, 2023a

Resolving Conflict

(source: https://infograph.venngage.com)