Human conflict is an undeniable factor in human communication, and job places are great manifestations of people with different characters, opinions and interests working as one.
It is instead of ignoring or worsening the conflict, significant to find the most effective way of managing the argument.
Here is some advice for you that will enable you to cope with conflict, first and foremost, through good communication.
- Understanding conflict resolution
Resolving conflict means discovering a common ground that will be entirely acceptable to all parties involved.
It entails finding the fundamental cause of the conflict, considering different viewpoints, and then creating agreement by practising profound listening, empathy, and respect.
Resolution of conflict can be made with the help of a peace advocate who stands for the conflicting parties or someone who is involved in the conflict and can take an outside perspective.
The benefit of conflict resolution
The skill of conflict resolution is an indispensable one that has the potential to be of value to people and organizations on several fronts.
Firstly, it engenders communication and collaboration as people build the ability to hear, understand, and respect one another’s opinions.
It further relieves stress and tension in the office, resulting in an improved and more productive one.
Besides the fact that conflict resolution can spare both time and resources, it is also the case that it prevents disputes from turning into more complex issues in the course of their resolution.
Five conflict resolution strategies
In dealing with conflicts there have been many ways to get to a resolution.
It depends on the personalities of the involved parties and their preferences.
The most frequently used strategies, as per the Thomas-Kilmann theory, are avoiding, fighting, reconciling, collaborating, and compromising.
Let’s look into the details of each strategy.
1. Avoiding conflict
This is the approach that includes ignoring or delaying the problem.
It can be relevant in situations where there is not any clear solution, emotions are flying high, or parties need some time to calm down.
On the contrary, not solving a problem may also lead to resentment and frustration.
Indeed, the problem will remain unsolved. In addition, it may demonstrate a disinterest or disregard that will subsequently destroy relationships and trust.
2. Compromising in conflict resolution
Compromise is a strategy that involves a search for a meeting point between conflicting positions.
It is applicable when the participants have equal capability and where time is a priority or the relationship is a crucial part.
Compromising involves a willingness to forego something for something else and pay more attention to a common goal or objective.
Yet, a compromise can also lend itself to a win-lose outcome, where both parties are left dissatisfied or unproud.
It could also showcase a deficiency in creation or self-assertion, which will subsequently hamper credibility and respect.
3. Competing in conflict resolution
One of the strategies is to get on top and find a way for a win-lose outcome.
It could be useful in cases where there is a clear right or wrong answer, the stakes are high, or time is a factor.
Nevertheless, adversity can also deteriorate relationships, set winners and losers, and hinder cooperation and trust.
4. Understanding the accommodating strategy
Comprising stands for the policy of making placements for the other party, or even sacrificing one’s own interests.
It is useful when the problem is not too important, in those cases when another side has more power or influence, or in those cases where you have to maintain the relationship.
Nevertheless, accommodating can also lead to resentment or frustration if the individual’s needs or views are disregarded.
It can also show fragility or lack of confidence, which can damage credibility and respect.
5. Building a conflict-free workplace
Cultivating an environment of conflict-free work can be tough but it matters very much for successful and pleasant employees.
As an HR practitioner, you can create an atmosphere of open communication, advocate for teamwork and collaboration, and organize conflict resolution training.
Through the early resolution of conflicts and finding solutions for everyone, you can have a vibrant and progressive work atmosphere.
6. The collaborative strategy
Collaboration, which is a joint effort with the other party, is a strategy that involves looking for a mutually acceptable solution.
It is useful in situations where the parties have vital interests and needs, the relationship is vital, or creativity and innovation are needed.
Among the most touted aspects of collaboration is the need for active listening, openness, and creativity coupled with the ability to find common ground and compromise.
Nevertheless, the teamwork process may be slow, complicated, and difficult as it incorporates a high level of trust and respect.
Tips for effective conflict resolution
Now that we have discussed the different conflict resolution strategies, let’s look at some tips for effective conflict resolution
Take steps to confront it immediately, hence avoiding its escalation into a much more complex problem to deal with.
- Make sure you are an attentive listener to the other party, without criticizing them or interrupting them. Give their feelings and concerns credence and endeavour to put yourself into their shoes.
- Give clear and strong messages, use “I” statements and avoid generalization or criticism. Also, Give your views and ask for a positive outcome.
- Concentrate on the shared targets or objectives, and look for an acceptable answer that is good for everyone involved.
- Employ nonverbal indicators like eye contact, the tone of your voice and body language to convey respect and empathy.
- Be open to making concessions and look for alternatives that fulfil what both parties are vying for.
- Follow the resolution after the conclusion, to figure out if the agreement is implemented and the conflict does not arise again
Thriving for a Harmonious Workplace Culture
Handling workplace conflicts is a critical factor in creating a unifying and productive culture in the business.
By studying the causes of conflict, devising conflict resolution techniques, and creating a conflict-free workplace, you can successfully avert a hostile setting that fosters respect, collaboration, and productivity.
As a leader, you should treat conflict resolution in the office like an expert.
Through consideration of the recommendations laid out above, you can manage disputes easily and efficiently while at the same time bringing about an atmosphere of respect and cooperation.
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