Conflict resolution is sustaining peace. Do you agree? It is perhaps an attempt to make our social environment more peace-able.
Conflict is a state of disagreement between two or more individuals. Conflicts can arise between individuals in any setting or situation.
Conflict management is the method of improving the conflict by guiding the concerned parties to discuss this issue openly together in a neutral forum so that both can reflect perhaps meeting a middle line of thinking and approach.
Conflict resolution is a range of processes aimed at alleviating or eliminating sources of conflict. The term “conflict resolution” is sometimes used interchangeably with the term dispute resolution or ‘alternative’ dispute resolution (ADR).
Processes of conflict resolution generally include negotiation, mediation and peacekeeping.
Arbitration, legal action, and official grievance processes such as ombudsman processes, are usually defined by the term dispute resolution, although some refer to them as ‘conflict resolution.’ Processes of mediation and negotiation are often historically been referred to as ‘alternative’ dispute resolution; but this is decreasing.
How to resolve conflict situations:
Conflict is a source for improved team performance. Managed well, conflict can lead to better decisions, more inspired ideas and quality output from the team. Managed badly, it can halt collaboration and delay individuals from achieving their personal goals.
The failure to resolve conflicts at the workplace leads to uncontrolled loss of organisational time and resources. The Conflict Management System (CMS) is designed to provide the organisation with an all-encompassing set of practices that help to prevent, manage, and resolve damaging conflict, and to nurture positive workplaces and work relations.
Stulberg recognised patterns common to all controversies. He termed them the Five-P’s of Conflict Management:
1. Perceptions: People associate conflict with negative reactions such as anger, fear, tension, and anxiety. Seldom do we identify any benefits from being involved in a difference. Our negative perceptions influence our approach in resolving conflict as we strive to eliminate the source of these negative feelings.
2. Problems: Anyone can be involved in a conflict, and the amount of time, money, and tools needed for resolution will fluctuate according to its intricacy.
3. Processes: There are different ways to go about resolving disputes: Subdue the conflict, give in, battle, prosecute, intermediate, etc.
4. Principles: We often define the priority of the resolution process based on our own values regarding efficiency, participation, impartiality, agreement, etc.
5. Practices: Control, self-regard, and unique situations are all factors relating to how people resolve disputes the way they do.
Deal with it quickly and efficiently:
- Focus on the problem, not the person.
- Concentrate on what can be done, not on what can’t be done.
- Express outlooks in a way that does not blame.
- Admit ownership properly for all or part of the problem.
- Listen to appreciate the other person’s point of view before giving your own.
- Demonstrate respect for the other person’s point of view.
- Solve the problem while building the relationship.
How can we help-
On the Table Consulting creates and implements a wide variety of communication and management consulting services, including organisational process development, executive and leadership development, and conflict resolution workshops.