Conflict management is a process by which organizations seek to solve conflicts or negative situations in the workplace while promoting employee engagement. Conflict management encourages learning in a safe, supportive environment and leads to decisions that improve the situation. It also maintains trusting relationships with customers, improves the effectiveness of groups and ensures employees feel comfortable reporting ideas for improvement.
The competing conflict type puts a high value on assertiveness and a low value on cooperation. Adopting this type at work could mean you are unwilling to compromise or listen to other points of view.
Compromising is an effective way to resolve conflicts. It demands moderate assertiveness and cooperation from all parties involved, who then reach an agreement that works for everyone involved. The compromise allows time constraints to work in your favor by addressing issues quickly and effectively while satisfying all parties equally.
The accommodating conflict resolution style attempts to resolve disagreements without imposing one party’s needs or desires. This mode is characterized by high levels of cooperation and low levels of assertiveness so that you might sacrifice your own needs to meet those of the other person.
Avoidance of conflict type does not seek their opinions nor willing to listen to the other person’s opinion. They will evade conversations, cancel meetings, and change the subject to avoid conflicts altogether.
Collaborating is a conflict management style that requires all parties to work together to come up with a resolution that benefits everyone. Collaborating is most effective when you have ample time and the ability to discuss issues openly and honestly.
In order to communicate effectively with others, one must first listen carefully to all sides of an argument. This contrasts with prioritizing a response before hearing other points of view.
Humor can diffuse tension, making conflict resolution more likely.
This technique promotes rationality to remain calm when dealing with others’ arguments.
This skill enables you to solve problems rather than win an argument by putting yourself in someone else’s position.