The technique of minimizing the negative effects of conflict while showcasing its benefits is conflict management. Conflict management is an essential ability for teamwork. Even if your company functions flawlessly, disagreement will inevitably arise. So timely management of the issues is important.
Usually, the five styles given below are considered conflict management styles:
- Competing
- Collaborating
- Compromising
- Avoiding
- Accommodating
In this article, we will discuss each style in depth. So the first one is:
Avoiding Style
By avoiding the issue in some way, eliminating those who are in conflict, or ignoring it, this approach seeks to lessen conflict. Conflicting team members may be kicked off the project, deadlines may be extended, or even persons may be transferred to different departments.
If a cool-down period could be beneficial, or if you need more time to think about the issue itself. These might be useful conflict resolution techniques.
Avoidance should not, however, be used as a substitute for effective conflict resolution. Because doing so may and will result in future problems that are greater and more numerous.
Collaborating Style
Finding a resolution that fully appeases all sides to the disagreement is the goal of the cooperative conflict approach. This approach tries to establish a win-win solution. So both parties find mutually acceptable rather than a compromise-based middle ground.
This approach is required when the connection between the parties is crucial. When the opinions of other stakeholders must be taken into account. Or when the ultimate decision bears too much weight to allow for a compromise.
For example, Charity organizations in Pakistan have collaborated with each other for the same purposes.
Compromising Style
Requesting that both sides give up some of their desired outcomes is a way to manage the issue. In order to reach an agreement on a solution, this approach aims to establish a middle ground.
Because both sides will have to make some concessions in order to reach an understanding of the main point. This approach is frequently referred to as “lose-lose.” This is employed when there is a need for a quick fix or when a workable solution is more important than its perfection.
Use compromise cautiously as a dispute resolution strategy since it can breed resentment if abused. It is useful because conflicts may be settled quickly, and everyone involved will learn more about each other’s viewpoints thereafter. But its drawback is no one is totally satisfied. In some situations, one party could feel that they made too many sacrifices and be hesitant to do more in the future.
Competing Style
The opposing approach to dispute resolution forbids compromise or consideration of the viewpoints of other parties. If a person takes a strong stand and won’t give up until they obtain what they desire.
While it’s important to work well with others and be a team player. There are times when it’s necessary to use this style of conflict resolution, such as when you’re defending your morals, rights, or values. Or when a bad decision is about to be made, and all other less aggressive conflict resolution techniques have failed. This style is used in the given situation mainly.
Accommodating Style
The accommodating style settles the disagreement by caving in to the other side, which is the reverse of the competitive method. If you’re dealing with a person who has a strong or abrasive personality, you might need to adopt a conflict resolution approach. Or an attitude that is accommodating.
Teamwork requires acknowledging and embracing the opinions and viewpoints of others. Especially when they are more knowledgeable or experienced than you. It’s important for you to understand when it can be counterproductive to your interests or the interests of your team to accommodate someone else.
Final thoughts
Since every issue is unique, there isn’t a single best technique to handle them all. Which approach to conflict resolution is most effective depends on a variety of circumstances. Before choosing one, take into account each one. Deciding on the best conflict resolution strategy might be the difference between a successful outcome and ambiguity. Choosing one of the five primary conflict management philosophies is insufficient. Strong conflict-management abilities should also enable you to accomplish this.
