 Conflict Resolution
Hi,
Conflict Resolution
Conflict resolution is a process where individuals resolve disputes or conflicts, formally or informally. Successful conflict resolution occurs by listening to and providing opportunities to meet the needs of all parties, and to adequately address interests so that each party is satisfied with the outcome.
Conflict is a normal part of doing business. People connected to an organization have different goals, values, standards, etc. However, these differences a part of what makes an organization vital by stimulating creativity, promoting innovation, and change. Organizations without conflict are stagnant.
Conflict should not be considered “good” or “bad”. Instead, it should be evaluated from a perspective which takes into consideration the individual and the organization. Resolutions reflecting the mutual interests of the parties involved, are more likely to result in fewer formal grievances, improved morale and more effective use of human resources.
Ideally, conflict resolution occurs while problems are still manageable. Early recognition of conflict is critical. What can be dealt with effectively today may be more difficult to resolve next week.
Conflicts are inevitable; however anger, grudges, hurt and blame do not have to be. Unmanaged conflicts and disagreements harm important work and workplace relationships. Effectively managed conflict promotes cooperation and builds stronger relationships. Most conflicts can be resolved fairly and in a manner beneficial to all concerned.
An effective conflict resolution process unifies by addressing concerns and issues rather than suppressing them. It gets people talking to each other (instead of about each other), and enables people to be part of a team that cares. The process encourages compromise and collaboration as people learn to work together, develop creative solutions and reach mutually beneficial outcomes.
Don’t fight—solve the problem. Conflicts don’t have to be adversarial. Focus on outcomes and not anger. Work relationships will improve, and the overall sense of well-being will strengthen as successful solutions to problems are developed and implemented. The following is a comparison of the benefits of managed conflict and the damage resulting from out-of-control conflict:
Managed Conflict
Strengthens relationships and builds teamwork.
Encourages open communication and cooperative problem-solving.
Resolves disagreements quickly and increases productivity.
Deals with real issues and concentrates on win-win resolution.
Makes allies and diffuses anger.
Airs all sides of an issue in a positive, supportive environment.
Calms and focuses toward results.
Out-of-Control Conflict
Damages relationships and discourages cooperation.
Results in defensiveness and hidden agendas.
Wastes time, money and human resources.
Focuses on fault-finding and blaming.
Creates enemies and hard feelings.
Is frustrating, stress producing and energy draining.
Is often loud, hostile and chaotic.
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