Conflict in the workplace is but a natural and normal part of every working individual’s life. People get into conflict due to pursuance of personal goals and satisfaction of needs. Conflicts are truly unavoidable but it is not necessarily a bad thing. In fact, effectively resolved conflicts can promote personal and professional development. Not a lot of us may know that conflict resolution takes skills. The positive or negative results are defined by proper conflict resolution skills.
With an effectively resolved conflict, not just one issue is solved but differences in attitudes and values. Moreover, it offers some advantages that individuals do not really expect to gain. Unknowingly, a discussion of the issue increases awareness of the situation.
It allows the individuals to think of ways to achieve their own goals without having to mess up those of others. Group cohesion is also developed, teaching the members the value of respect and cooperation. Effective conflict resolution enhances an individual’s self-knowledge and effectiveness. It creates a sharper mind and helps a person understand what is important to him.
On the other hand, if there is no proper conflict resolution, the results can be negative and may affect the individuals on a personal level. Definitely, teamwork will be lost and work performance is affected as people are no longer motivated to carry out their functions well.
No company would probably want this kind of situation in the workplace. It is not rocket science to learn the techniques in effectively resolving conflicts. Analyzing and understanding the conflict, determining a strategy, and negotiating or compromising before, during, and after the conflict are the basic steps an organization may employ to resolve a conflict.
Analyze the conflict
In managing conflict, both parties have to study the nature and type of conflict by asking questions to gather enough information about the issue or cause of the disagreement. In a common office debate, understanding the cause of the heated discussion first is very helpful in dealing with the process.
Determine Strategy or Styles
After understanding the nature of the conflict, the parties involved must utilize identify their strategies or style in resolving it. There are five types of conflict management strategies based on a research about conflict. These are collaboration, compromise, competition, accommodation, and avoidance.
Collaboration results in a win-win situation where the interests of both parties are highly considered. Using this strategy builds teamwork and commitment to work together. The ultimate goal of collaboration is arriving at a consensus.
Compromise ends in a win some-lose some situation because both parties agree to settle for a temporary solution especially if time constraint is involved. It minimizes occurrence of power struggle but may cause a cynical circumstance in the long run.
Competition is a win-lose condition and can be risky for an increased level of argument since it attempts to persuade the other party with that of your own.
Accommodation is more of giving in for the benefit of other people’s interests. An opposite of competition, this strategy results in a lose-win situation. This is best applied when one party realizes their mistakes and thus delivers a “goodwill gesture” instead.
Avoidance is best employed when the issue is insignificant or when a high risk of damage will occur when the confrontation gets out of hand. Because both parties have a low concern for each other’s interest, the situation becomes lose-lose.
Negotiate Before, During, and After
This is quite a long process because this step is where the meat of the conflict is discussed. Pre-negotiation starts with deciding who approaches who first, where and when to set the conflict, and setting the ground rules. During the negotiation process, different factors should be taken into consideration. Interests must be openly discussed. Options should be laid on the table to address the individual interests. Then, both parties can start evaluating on what will work and mutually satisfy their goals.
Upon reaching a consensus, a commitment to carry out the agreed solution must be responsibly honored by each group or individual. The last step is to negotiate after the conflict. If it needs implementation, then collaboration will effectively support the desired goals.
An organization that effectively follows a process in resolving workplace conflicts will find it easy to handle any similar situation that the members may encounter.