Question

• What is your preferred conflict resolution style?
• What would encourage you to have a more collaborative style?
• How do you deal with people who have different styles of conflict resolution?

Answer 1

Conflict refers to the situation or circumstances where individuals or group has difference in opinion which remain unresolved.

The five styles of conflict management are as follows:-

• Accommodating
• Avoiding
• Collaborating
• Compromise
• Confrontation

Accommodating – It means being cooperative and adjust to the situation by neglecting their own point and allowing the other party to put forward their point and agree to it. This result from the lack of assertiveness. The style is effective if the person wants to keep the relationship good with the other person or if the other person’s point is better than his own. Example - Employees agreeing with the management to work extra hours without extra pay.

Avoiding – It means ignoring the conflict and not being serious about resolving it. The person does not participate in the problem-solving with the thought process that it will go away on its own. So the differences between the parties are never resolved. Example - Manager avoiding the conflict between employees and coming up with the solution without proper investigation just to meet the target on time.

Collaborating – It means coordinating and cooperating with the other party to resolve the issue. This is done by understanding the viewpoint of the other party, expressing their own concern and come to a solution that is taken on a common ground. This creates a sense of satisfaction in both the parties and gives rise to a win-win situation. Example - Employees collaborating with the management to work extra hours to meet the deadline and get extra pay.

Compromise – It means coming to a solution which is partially satisfactory for both the parties. The only focus is to come to an intermediate solution by understanding each other’s concern. This is the lose-lose approach as both the parties are not satisfied completely with the solution. Example - Employees compromising with the management to meet half of the target by doing overtime.

Competing – It means being assertive to prove your point right without cooperating with the other party. This approach is appropriate in emergency situations and people are ready to support your decision. This is a win-lose situation as the other party’s viewpoint are not considered. Example - Management making the employees work extra hours to meet the deadline and also during weekends and compensating this by providing extra leave.

The best team meditation technique is negotiation done based on collaborative technique. It is the process in which the parties involved in conflict meet in order to resolve their differences and come to an agreement. Negotiation is an important technique to resolve concern and resistance.

The things that encourage me to have more collaborative style include:

• New thinking – Different point of views will give new and innovative ideas.
• Healthy discussion- Different ideas will raise questions which will give more clarity.
• Good interpersonal relationship- People will come to a mutual understanding which will help in building relationship.
• Creativity- Open mindedness of individuals will result in creative thinking.
• Remove stagnation- Conflict is a positive way to eliminate stagnation which will result in growth.

The best way to deal with people who have different style of conflict resolution include:

• Being strategic and choose words wisely
• Preparing well and doing proper homework
• Setting high expectations
• Being patient in listening
• Maintaining integrity

It is important to communicate effectively, cooperate with the parties, listen appropriately, focus on the goal, identifying the issue and evaluate effectively. This is the best conflict resolution technique because it creates win - win situation for the parties.

Conflict should never be avoided in an organization as this may affect the performance of the individuals and also the organization. Conflict plays very important role in change in an organization which should be taken in a positive way for the growth and development of individual or organization.

Conflict should be managed in such a way that it should result in profitable outcome. Managing conflict is the best practice rather than stopping it. It helps in building self-esteem, creates opportunity for people and also encourages people to grow.