What is Conflict Management in Organization Settings?

The process of identifying and resolving problems equitably and effectively is called conflict management. The objective is to raise the likelihood of a successful conclusion while minimizing the potential negative effects of conflicts. 

Disagreements can be uncomfortable at home or work, and not all conflicts require the same course of action. If you can choose the appropriate conflict management approach, you’ll be more equipped to deal with conflicts when they emerge. 

In this guide, we have compiled everything you need to know about Conflict Management in Organization Settings.

What is Conflict Management?

Knowing how to recognize problems and handle them in a reasonable, equitable, and effective manner is the practice of conflict management. 

The process of managing conflicts deals with (seen) incompatibilities or disagreements brought on by, for instance, opposing viewpoints, goals, and wants.

Since disputes arise frequently at work, it’s critical that there be individuals on hand who are knowledgeable about disputes and how to resolve them. In today’s market, this is more crucial than ever. 

Everyone wants to prove their worth to their organization, which can occasionally lead to conflicts with other team members.

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What are the common conflict management styles?

The following are the common ways of managing conflicts;

1. Collaborating

The best long-term outcomes come from this conflict management approach, but it is frequently the most challenging and time-consuming to implement.

They consider each party’s requirements and wants and find a win-win solution to satisfy everyone.

This typically requires everyone to get together, debate the issue, and reach a resolution as a group.

When you must maintain all parties’ relationships or when the outcome itself will have a big impact, the collaborative conflict management style is adopted.

2. Competing

The opposing approach to managing conflicts disapproves of compromise and does not give in to the ideas or preferences of others.

When it comes to how they think a matter should be handled, one party is firm and won’t relent until they get their way.

When there isn’t enough time to try another path of action, morality dictates a particular course of action, or an unpopular choice must be made; However, it has a significant chance of reducing morale and productivity; it can settle disagreements swiftly.

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3. Avoiding

Great conflict managers look for ways to avoid or remove the parties in dispute from the situation to lessen conflict.

If team members can’t agree, they can be kicked off the project, deadlines pushed back, or personnel transferred to different departments.

This can be an efficient conflict management technique if you feel that a cool-down period would be helpful or need more time to think through your position on the disagreement. 

Avoidance should not, however, be used as a substitute for effective conflict resolution; postponing a problem indefinitely can and will result in additional (and worse) confrontations in the future.

4. Accommodating

The main goal of the accommodating conflict management approach is to prioritize the other party’s demands over one’s own. You allow them to ‘win’ and get their way.

When you don’t care as much about the situation as the other person, continuing the argument isn’t worth your time, or thinking you’re wrong, you make an accommodation.

This choice emphasizes maintaining harmony, not exerting more effort than is necessary, and picking your battles wisely. 

Although it might seem like a last resort, accommodation is sometimes the most effective method to end a minor dispute and move on to more pressing matters. Although the resolver cooperates in this technique, it can also result in animosity.

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5. Compromising

This method of handling disputes tries to find a middle ground by urging both parties to compromise on some of their priorities to reach an agreement. 

Due to the fact that both parties will have to make some concessions in order to come to an understanding of the main problem, this approach is frequently referred to as “lose-lose.”

This is utilized when there is a deadline, or a solution needs to be implemented rather than perfected. Use compromise cautiously as a dispute resolution strategy because it can develop resentment when applied excessively.

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Tips for choosing a conflict management style

Choosing the appropriate coping mechanism for each circumstance is essential to effective conflict management. 

For example, it might be sensible to use avoidance or accommodation to resolve minor conflicts.

In contrast, serious disagreements might necessitate a more assertive strategy, such as a competitive conflict management style.

When deciding which dispute resolution strategy to use, consider the following factors:

• How significant are your wants and needs?
• If your wants and needs aren’t satisfied, what will happen?
• How highly do you regard the other(s) involved?
• How important are you to the problem at hand?
• Have you considered the effects of utilizing various styles?
• Do you currently have the time and energy to deal with the situation?

The answers to these questions can help you decide which style to pick in a particular situation based on what you’ve learned about the various conflict management styles.

How to manage conflicts?

Conflicts often arise when you spend time with others, whether at work or home. However, disputes may have several unfavorable effects if disputes aren’t settled. These consist of: 

• Angry emotions
• frustration and resentment
• Depression and loneliness
• challenges with communicating and passive aggression
• increased stress and health issues associated with stress
• low spirit
• decrease in productivity
• Employee churn

Life involves conflict. Knowing a few conflict resolution techniques helps keep your household or place of work healthy. Here are some guidelines to remember when a dispute arises:

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1. Be aware of conflict

Keep an eye and ear out for any shifts in the workplace atmosphere and any potential conflicts. Don’t ignore the signs of an unspoken dispute.

Conflicts that are brief and unlikely to worsen can only be safely disregarded. Although it may seem simple to ignore a disagreement initially, it usually backfires and makes things harder to resolve in the long run.

2. Take a considerate and rational approach to conflict

Two of the best conflict management strategies are remaining composed and ensuring you can respond to the issue with thought, reason, and objectivity. 

If you have a stake in the matter, you might need to ask someone else to take care of it. Refrain from acting on your natural ‘fight or flight’ responses.

Avoid being passive; do not adopt an attitude of pity; and accept all points of view, whether they are correct or incorrect. 

Similarly, refrain from being hostile; do not adopt an authoritative stance; and pay no attention to rational arguments. 

Instead, strive to be forceful while respecting all parties and considering all viewpoints. Be mindful of your words and body language.

3. Investigate the situation

Spend some time learning about what occurred, who was involved, how individuals feel, and the underlying issues. 

Avoid making assumptions or jumping to conclusions. Speak with each person separately and in confidence, and pay close attention to what they say so you can grasp it.

Look for any underlying factors contributing to the disagreement that might not be visible initially. 

For instance, a staff member may appear to be at odds with their coworkers, but the real issue is that they believe their boss is treating them unfairly. Be mindful that the parties involved might view the same issue differently.

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4. Decide how to tackle the conflict

Determine the proper course of action to resolve the disagreement after carefully examining the situation. 

Think about it: 

• Is this a major issue or something minor? Could it possibly get worse?
• Should grievance processes or organizational discipline be used?
• Is the situation within your scope of control, or should a superior be consulted?
• Are there any legal repercussions? Speaking with your HR department before acting in the circumstances involving the law is recommended.
• Would it be appropriate to have a union representative participate?
• Would a casual gathering to discuss the topic be beneficial, or would it be best for you to make a decision on the matter yourself? Do the parties agree with your decision?
• Is there a time limit for strong feelings?

You can choose what course of action to take using the answers to these questions. If in doubt, consult your HR department.

There may be circumstances when official processes, including legal proceedings, may need to be triggered. 

Many problems, meanwhile, can be handled without the need for pricey court fights.

An imposed solution, which can leave all parties unhappy, is less effective than a solution that both parties agree on during mediation.

5. Let everyone have their say

You can find a workable solution if you can bring the parties together. Establish ground rules for the discussion and approach it with a cheerful, cordial, and aggressive attitude.

The parties will be more likely to voice their opinions honestly and freely, comprehend the root of the issue, and come up with solutions if they act assertively.

Ensure that everyone gets the opportunity to voice their opinions and concerns. If people believe their concerns have been heard and their point of view has been appreciated, they will be more prepared to give up rigid beliefs and contemplate compromise.

6. Identify options and agree on a way forward

This is the conflict management strategy’s most crucial and frequently most challenging element. Reaching consensus might be facilitated by the actions listed below: 

• Establish a setting where everyone can communicate honestly and openly.
• Recognize any emotional problems because they are frequently the root of the problem and must be dealt with.
• Carefully consider how much control over the meeting and discussion you need.
• Examine the disagreement’s causes.
• Determine any misunderstandings or misconceptions that are impeding development.
• Encourage the parties to consider their stances and find any areas of agreement with other parties.
• Look for areas where there may be room for negotiation and look for win-win solutions that consider all parties’ interests.
• Request preferred solutions from the parties.
• Give yourself time to reflect. 
• Evaluate each choice and assist the parties in deciding which is the best course of action. 
• Ensure that all parties are committed to any agreement and decide on a review point.

A period of introspection may be helpful if no progress is made. Still, it could be essential to include another conflict manager or seek outside help from a professional in mediation, ADR (Alternative Dispute Resolution), or arbitration. 

You should strive to find a course of action that is acceptable to everyone in these challenging situations where reaching a perfect consensus is unattainable. 

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7. Implement what has been agreed

It is crucial to ensure everyone understands the decisions made and accepts personal responsibility for any agreed-upon actions. A written agreement might be necessary in some circumstances.

Be cautious in this situation if any of the parties involved have been embarrassed, such as when it includes public apologies.

8. Evaluate how things are going

Don’t assume that the problem has been solved for good. Watch the situation closely going forward and assess how effectively the solution functions. If the issue recurs, additional action might be required. 

9. Consider preventative strategies for the future

Consider the lessons you can draw from the conflict and the handling of it. What can be improved for the following time? How could you improve your ability to manage conflicts?

You might want to train yourself or a colleague in conflict resolution, mediation, or other professional development opportunities.

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Frequently Asked Questions 

Conclusion 

Consider what steps to take, considering the bigger picture, to strengthen working relationships and promote a culture of open dialogue and consultation. 

Future conflict can be avoided by encouraging employees to feel a sense of collective identity and to see themselves as contributing to a common goal.

Think about whether mediation or an organizational conflict management process is required. 

Work your way through conflict management while considering whether there is something about how the unit operates that encourages this conflicting behavior.

References 

• coursera.org/ 
• peoplehum.com/ 

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