Conflict Management

Identify Problem,Methods for Resolving Conflicts

7/25/20237 min read

Conflict Management

Every employment inevitably involves conflict, but it can also lead to issues with mental health, absence, and lost productivity. Disagreement, however, can also spark innovation, fresh perspectives, improved adaptation, and a greater understanding of social dynamics. However, conflict needs to be effectively managed if businesses are to prosper. The ability to recognize that everyone approaches conflict in a different way is crucial for today's working professionals. Human resource (HR) professionals use five primary conflict management strategies, according to the Thomas-Kilmann Conflict Mode Instrument (TKI): cooperating, competing, avoiding, accommodating, and compromising. "Each approach has its benefits; there is no right or incorrect conflict management style," asserts Dr. Barbara Benoliel, a PhD candidate in Walden University's human and social services department and a qualified professional mediator and mitigation specialist. Understanding your natural conflict-resolution techniques and learning about different management philosophies may enable you to modify how you typically react to specific situations, leading to efficient and effective conflict resolution. Knowing when and how to use each style can help manage conflict, improve the workplace, and increase profitability.

Collaborative Approach:

Aggressiveness and cooperation are combined to provide the capacity to work with others to resolve everyone's concerns. This strategy, the antithesis of avoidance, enables both parties to accomplish their objectives while reducing awkward feelings. Dr. Benoliel claims that collaboration works best when there is a long-term relationship and a meaningful consequence, like in the case of planning to merge two departments into one when you want the best of both departments in the new department.

Competing Approach:

Rivals are combative, unable to compromise, and prepared to advance their agendas at the expense of others. Dr. Benoliel claims this strategy works well in situations where the outcome is more important than the relationship, such as when competing with another company for a new client. However, she cautions against having rivalry in your industry because it doesn't promote relationships.

Avoiding Style:

Those who avoid conflict lack confidence and teamwork, find diplomatic solutions to issues, or flee potentially dangerous situations. Use this if you disagree with a coworker about whether using FaceTime at work is appropriate or if delaying action is safer, or if the outcome is less essential to you.

Accommodative Fashion:

There is some self-sacrifice involved in compromising to suit the other person's needs, which is the opposite of competing. Although it would seem charitable, doing so might take advantage of the weak and incite rage. If you go out to lunch with the boss and say, "If you want to go for Thai cuisine for lunch, that's OK with me," even though you don't really care about the outcome but still want to keep or build the relationship, that's being accommodating, according to Dr. Benoliel.

Compromise of Form:

This strategy aims to maintain some assertiveness and cooperation while seeking a quick, amicable solution that appeases both parties to the conflict to some extent. Dr. Benoliel states that the best time to use this strategy is when you are squandering time, and the conclusion needs to be more critical. For instance, when you want to decide quickly so that you may get to the more essential things. She adds, "Remember, though, that nobody is truly content."

Do Not Panic/Do not lose cool:

Emotions are powerful when you quarrel with your loved ones and have a passionate argument. You want to lash out at your partner because you're upset to make your point. As the argument goes on, you become more and angrier, but you try to control it. But the more time passes, the more difficult it is to accomplish that.

What strategies can we use to control our anger during a heated disagreement or fight with our spouse? Continue reading to learn how.

Speed Up:

Keep your fury from controlling you. Getting overly emotional during a disagreement is easy, but it's never a good idea. In reality, giving in to your emotions will never help resolve a dispute; it will only worsen it. Instead of allowing solid emotions to control and steer you, calm down, take a deep breath, and consider your feelings. It's acceptable to pause combat and pick it back up later so you and your opponent can unwind.

Question Your Emotional Responses Are:

You feel many strong emotions when you react. The scene you're in seems fully authentic to you, even though it doesn't entirely mirror reality. It's your job to evaluate intense emotional reactions. The time to slow down is now. Spend some time thinking about your emotions and seeking the truth. This entails listening to your spouse's side of the story and trying to understand their viewpoint. You can better comprehend how you feel if you have a wide range of perspectives.

Be Careful What You Say:

Think before you speak is a significant rule that applies to many situations. Before speaking while arguing, think about what your spouse wants to say. It's simpler to say harsh, nasty things when we're agitated and fighting for our views. However, like when we allow our emotions to develop, using poorly studied words could damage your relationship and make it more challenging to handle a situation.


Consider how the outcome of this debate may or may not affect your future. What will happen tomorrow? In one week? A month, three months, or a year from now? As you choose how to handle this conflict, think about how it can affect your family and relationship in the future. By obtaining much-needed perspective, you and your spouse may decide how you want to address the issue before it gets out of hand.

Consider The Domino Effects That Could Occur:

The domino effect and future projection go together. What domino effect, for instance, might happen if you criticize your partner, make a threat, or act rashly to get your way? Is it more likely that a favorable or lousy outcome will occur? How can you finish the project while avoiding a harmful domino effect?

Understand Your Loved Ones:

The most critical component of all healthy partnerships is empathy. It is essential for settling interpersonal conflicts. You'll be more able to empathize with your partner if you do so. Please take some time to evaluate their viewpoint and understand their feelings. Empathy between people helps to calm tensions and makes seemingly unsolvable issues more manageable. Empathy is necessary to resolve conflicts to benefit both of you.

Identify Problem

Recognizing problematic situations early on is a skill needed for conflict resolution. The earlier you learn of a potential conflict, the higher your chances are of resolving it or, at the very least, defusing it. It often turns out that misunderstandings were the root of the argument. The issue may be resolved through conversation. By keeping an eye out for the following conflict signals, you can identify probable disagreements:

· Ineffective communication

· Concealment of information

· Untrue criticism

· Tense surroundings

· Listlessness and unhappiness

· Rude or violent behavior

· Teasing and open arguments

These indicators may indicate upcoming conflicts. But other factors might also be in play. You can find out whether there is a disagreement by openly discussing the subject.

Typical warning signs of problems include unexpected or changing behavior. Consider whether somebody nearby is acting or changing differently from how they used to.

At first, it could appear challenging to settle conflicts impartially. However, factual conflict resolution is the strategy that has the most potential to be effective. Using a conflict resolution checklist, you move through each of the distinct steps to handle conflict situations:

Choose The Cause:

The participants debate the problem. Everyone accounts for events from their vantage point while expressing their perceptions and feelings. These should be written in the first person, using phrases like "I get the feeling," "This is how I feel," and "In my opinion."

Recognize Needs:

Conflicts conceal different demands and interests. During a conflict discussion, these requirements could be identified and satisfied. The participants in the conversation then provide solutions for resolving the conflict.

Identify Goals:

To resolve a problem amicably is the aim. As a result, a compromise that benefits all sides must be found. When a viable solution has been established and authorized, the conditions for implementing the dispute settlement are now mutually agreed upon.

Creating Collective Solutions:

When resolving disagreements, all parties are welcome to offer recommendations. We now need to review and evaluate the answers. Is the cure effective? Does it resolve the conflict for everyone involved, or does anyone feel hurt? The opposing parties' willingness to negotiate will also impact whether they can come to an amicable agreement.

Make choices:

The decision made by all parties is final and enforceable. In the corporate environment, the decision might be documented in writing. In circumstances of separation or divorce in private life, the written form is customary.

Methods for Resolving Conflicts

Disagreements and misunderstandings usually lead to conflict. If nothing is done, difficult situations could worsen and last a long time. Friendships, professional ties, and relationships all come to an end. The worst case scenario is a divorce or a termination from your job. Simmering disagreements may seriously strain a partnership. Workplace crises are harmful to all parties involved. Even if it can be challenging to avoid communication problems, they can be solved amicably and with the proper handling of conflicts. Conflicts are complex and can have many different root causes. Therefore, there may be a variety of possible settlements for any dispute.

Resolving disputes is a challenging task. Emotions are frequently present in video games. The release of long-repressed rage and annoyance is joint. To resolve conflicts, you must have patience, empathy, diplomatic skill, and the capacity to help others discuss and find solutions to problems. Effective conflict management is the first step in conflict resolution. You can diffuse difficult situations and engage contending parties assertively by using the 7-step method. Here are the seven steps in detail:

· Schedule a meeting

· Getting ready for the inconvenient meeting

· Provide criticism

· Evaluate the circumstance

· Express your personal opinion

· Try to settle disputes

· Offer remedies

Speak to the people involved in the disagreement and arrange a meeting. Ensure that a calm environment is maintained during the mediation session. This is the essential prerequisite for a continuous discussion of the subject. The planning for the meeting is just as important as the meeting itself. Prepare your arguments, and discuss the subject in this discussion. What causes might there be for this circumstance? What topics do you want to discuss, and what would you like to avoid? As a coach, your focus during a conflict talk is on your point of view. It's essential to preserve objectivity and avoid the emotional side of things even if you want to handle your conflicts. Advice-give to your mate. By doing this, you may avoid misunderstandings and be confident that you have the appropriate knowledge. Reviewing the conditions is one of the most critical stages of conflict negotiation. Reiterate the most essential details and verify that you correctly identified the problem. Discuss your viewpoint with the other person and provide solutions to the conflict. Following the meeting, the parties to the conflict and potential solutions decide on the next steps. As a coach, you provide precise advice and assist your conversation partners in making mutually beneficial decisions. Invariably, dispute settlement aims to reach an understanding rather than a victory. Often, more than a single conversation is required to settle problems. Having a disagreement dialogue could be challenging for the coach. A dispute will likely be resolved amicably if both parties stay in touch. Whatever the case, the dialogue offers new perspectives that could aid your progress.