Introduction to Conflict Resolution

Conflict in the workplace can have a significant financial impact. Conflict cannot be avoided, but how it is resolved matters a great deal. In this post, you’ll learn which skills and attitudes contribute to constructive workplace conflict management. 

This blog caters to various types of conflicts and effective ways for conflict resolution. 

Every agency, institution, and country experiences conflict, disagreements, and change on a regular basis.

A peaceful resolution to a difference of opinion between two or more parties is possible through conflict resolution. The difference of opinion could be emotional, financial, political, or personal.

The following statistics, which are taken from the report titled “Workplace Conflict and How Businesses Can Harness It to Thrive,” demonstrate how prevalent conflict is in the workplace:

What is causing workplace conflict?

Workplace conflict is a shared experience.

A challenging work environment is made worse by discriminatory practices, poor performance evaluations, customary dissatisfaction, personality clashes, and so on.

Employees frequently voice their displeasure with their manager’s management style. or to understand rivalries between peers.

In short, a conflict in the workplace can be caused by the interdependence of teams and organizations, competing, if not conflicting, goals and interests, and a perception of a lack of resources.

However, conflict in and of itself is not a problem.

The two attitudes toward conflict 

The attitude determines the outcome of a workplace conflict.

Morton Deutsch, a social psychologist who was a pioneer in conflict resolution, identified two fundamental attitudes that we develop when we are in a conflict.

I recall Professor Deutsch’s master class at Columbia University in the fall of 2000. He spoke to graduate students for two hours and summed up his lifelong commitment to conflict resolution and peace.

He stated that if we comprehended the two approaches to conflict and their potential effects on an organization’s life, we would have the key to having a significant impact.

When Conflict is about winning or losing

Morton Deutch explained that competition is one approach to conflict when winning or losing is all that matters. Conflict is perceived as a zero-sum game by parties involved. To be a winner, there must be a loser. The other must sink in order for me to continue swimming.

The following are some characteristics of a competitive conflict resolution strategy:

Having difficulty communicating, being obstructive, not receiving assistance, and constantly having disagreements are all signs of a destructive conflict pattern. It has the potential to send performance and outcomes spiraling downward.

A better Approach  at workplace to Conflict Management

 The opposite of conflict management is cooperation.

It is a strategy that frames conflict as an opportunity to improve performance, communication, and relationships while acknowledging the interdependence of the relationships.

Conflict transforms into a win-win situation rather than a zero-sum game. Everyone agrees that it would be better for everyone if everyone could swim instead of sinking.

Also Read: Corporate Grooming Etiquette- A Profound Tool to Boost Confidence

When conflict is approaching through cooperation, the following behavioral patterns emerge:

Maintaining a cooperative approach when confronted with conflict is difficult. Effective communication Helpfulness Trust Coordination of efforts Reciprocal respect Conflicting interests are defined as a mutual problem to be solved. When we have the impression that our interests, our position, or even our reputation are in jeopardy, it is simple to become defensive, fearful, aggressive, or even irate.

Because of this, organizations are increasing their investments in training in effective conflict management and conflict coaching.

In stressful situations, it is impossible to rely solely on improvisation and chance to maintain high performance. The mental grit of top performers is always honed for the most difficult situations.

The difference that makes a difference 

Every time we work with clients or lead a leadership training, we should always offer an invitation: 

We operate at the same level at which conflict began as long as we view it as a problem to be fixed.

Instead, when we view conflict as an opportunity to grow and improve, we are forced to adopt new ways of thinking, feeling, and acting; We are encouraged to create additional references and update our beliefs and values. We are ultimately encouraged to improve our self-image.

We eventually elevate and broaden our identity when we see conflict as an opportunity for change and transformation.

This enables us to recognize that beneath the conflict is a potential future. That is, there is a desire to create a reality and a potential that needs to be realized.

To put it another way, a conflict can be the most precious gift that comes into our personal and professional lives.

Strategies for Handling Conflict in the Workplace

In almost every aspect of your life, you may need to use conflict resolution techniques. Conflict in the workplace, for instance, typically arises when employees have opposing choices or interests. Maintaining workplace relationships while managing conflicts before they escalate can be made easier if you know how to resolve them. The purpose of this article is to provide a review of essential conflict resolution skills, as well as an explanation of what it means to resolve conflict in the workplace, an examination of a variety of conflict resolution tactics, and an explanation of how to do so.

Also Read: Soft Skills: A guide on how to upskill yourself

What’s the significance  of determining struggle in the working environment?

Addressing employee differences of opinion, goals, or styles and establishing common ground that enables them to collaborate peacefully is referred to as conflict resolution in the workplace. The majority of the time, the person who settles the dispute may be a mediator or another impartial third party. In other situations, a party to the conflict may utilize an outside perspective to aid in conflict resolution.

An essential quality of a leader is the capacity for conflict resolution. Essential employees are those who are able to identify conflict, acknowledge opposing viewpoints, and discover practical solutions. These people create an atmosphere that encourages teamwork and assists other employees in overcoming their differences and working together to achieve the company’s objectives. They also make sure that conflict doesn’t affect productivity or workflow when it happens.

Strategies for resolving disagreements in the workplace 

Let’s understand the best strategy for conflict resolution given by Ralph Kilmann and Kenneth Thomas. 

They proposed a Model for conflict management and named it “Thomas-Kilmann Model for conflict resolution”. 

Accommodating 

In the accommodating strategy, which is also known as the smoothing strategy, one party concedes to the other and gives them exactly what they want in order to ensure that the issue is resolved. In some circumstances, this strategy might be the most effective one. For instance, if you’re in a conflict where you don’t really agree with something, you could use this tactic to work out a solution. In addition, you can achieve a long-term objective while implementing a short-term solution with the accommodating strategy.

Avoiding strategy

The strategy of avoidance involves ignoring the existence of a conflict. This tactic can be used when you don’t want to get involved in the conflict. If one party is dissatisfied or there is no clear solution to the problem, this strategy might be useful. One of the parties may decide that they need some time to settle down before confronting the other. The avoidance strategy may result in tension between the opposing parties and may require more effort than engaging the issue.

Compromise

 The goal of the compromising strategy, also referred to as the reconciling strategy, is to come to an agreement that both parties can live with. To ensure that they reach an agreement, this strategy requires both parties to willingly compromise on their conditions. Using the compromise strategy might be a quick way to solve a problem without making it worse. You can use this tactic as a temporary solution until the mediator or the disputing parties come up with a more long-lasting and sustainable solution.

Collaborating 

This strategy is similar to the compromising strategy in that it involves collaboration. In the collaborative strategy, both parties collaborate to resolve the conflict in a way that is beneficial to both parties. During a negotiation, this tactic can be used in certain situations.

Competing strategy 

The competing strategy is aggressive and uncooperative to an excessive degree. Most people who employ this strategy want to win at any cost. The competing strategy is not considered by the majority to be a strategy that results in satisfactory solutions and does not facilitate collaborative problem-solving.

How to resolve conflict in the workplace

 If you are involved in a conflict in the workplace, you can resolve the situation by following these steps:

1. Evaluate the situation

 You must independently evaluate the situation. Assess your actions and behaviors to determine if you are the problem’s source. You can describe every problem you’re having, as well as the actions you’ve taken to address those problems. You can determine the issues that need to be addressed and the areas where you hope to make changes by taking an objective look at the situation.

2. Immediately resolve the conflict 

After independently identifying and evaluating the issue, you should consider initiating a conversation with the other party as soon as possible. Preventing the problem from getting worse can be accomplished by addressing it early. Additionally, it aids in preserving your productivity, safeguarding your relationships at work, and ensuring your well-being.

3. Set up a meeting in private

 If you can, do so in a private location. If you think you could benefit from the advice of a neutral third party or mediator, you can also invite them. In order to ensure that all parties to the conflict feel safe and free from judgment, arranging a private meeting helps both parties be more open and honest about their complaints.

4. Control your body language 

When you’re talking to other people, your body language is also very important. Try to project a positive vibe with your body language. Other aspects you can concentrate on are:

Keeping your arms at your sides or uncrossed, making eye contact, and maintaining a relaxed or neutral expression on your face are all important. 

5.Express your feelings

 Rather than a disagreement over figures or opinions, conflict typically stems from hurt feelings. It might be helpful for you to express how you really feel about the situation during the private resolution meeting. If you don’t want the other party to feel criticized, think about using the word “I” rather than “you” to express your feelings. Additionally, to avoid giving the impression that you are slamming the other party, you might want to consider making yourself the subject of the sentence whenever possible.

6. Find the issue

 In some situations, the conflict may be the result of a single incident, while in others, it may involve multiple scenarios and indiscretions by all parties. It is essential to take the time to inquire about how each party is feeling, regardless of how uncomfortable or tense the situation may become. Make sure you give all parties a chance to say how they feel so you can find the real problem and the root of the conflict.

7. Listen to the other party

 Make an effort to comprehend them in order to comprehend the motivations and purposes behind their actions. When necessary, you might want to think about giving feedback, but make sure not to interrupt them. Respond only when they have finished speaking. Additionally, if necessary, you might want to ask for clarification to ensure that you fully comprehend.

8. Find a solution 

After everyone has expressed their thoughts and feelings about the situation, you can start looking for a solution. A sincere apology may work in some cases. In other situations, it might be necessary for all of the parties involved to take some steps toward coming up with a solution that is both long-lasting and satisfactory. For instance, if a member of the team believes that their partner was unresponsive while working on a task, they might take on additional responsibilities as a way to fix the situation.

9. Make a plan

 If you need to, you can make an action plan to stop the conflict from causing any more pain or disruption. Consider working with a third party to develop the action plan if you are unable to do so on your own. Conflicting parties are made to feel heard and understood by this plan.

Conclusion

Businesses can contribute to the creation of a positive and productive work environment for all employees by gaining an understanding of the factors that lead to conflict in the workplace and the consequences of those factors, as well as by putting into practice strategies for efficient communication, de-escalation, the development of trust, and the resolution of conflicts. 

Get your hands on DT Evolve’s-

‘The Perfect Handbook for Conflict Management’ and Acquire the best of skills catering into Active Listening, Communication, Management, Assertiveness and many more. 

Learning Objectives:

• Recognize why some conflict is to be expected in good relationships and why it is a necessary element of them.
• Compare and contrast the many conflict resolution modes available.
• Examine your personal conflict mode and how it aids or hinders your dispute resolution.
• Explain how emotional and cognitive responses differ in conflict situations.
• Determine your time-management and work-flow preferences, as well as how they affect your flexibility.
• Develop conflict resolution strategies and have some suggestions for how to address problems.
• Learn how to utilize emotional intelligence to overcome disputes and strengthen emotional ties.