How can you promote fairness in conflict situations?

1 What are conflict resolution styles?

Conflict resolution styles are the ways that people approach, manage, and resolve conflicts. The Thomas-Kilmann Conflict Mode Instrument (TKI) is one of the most common models to describe them, which identifies five styles based on two dimensions: assertiveness and cooperativeness. These include competing, where you pursue your own interests and goals at the expense of others; collaborating, in which you seek a win-win solution that satisfies both parties; compromising, where you look for a middle ground that partially satisfies both parties; avoiding, where you withdraw from or ignore the conflict; and accommodating, where you yield to the other party's interests and goals. Each style values different aspects of assertiveness and cooperativeness, as well as employs different strategies to reach an agreement.

2 How do conflict resolution styles relate to fairness?

Fairness is a subjective and complex concept that can have different meanings for different people. However, some common aspects of fairness in conflict situations include procedural fairness, distributive fairness, and interactional fairness. Procedural fairness refers to the process of resolving the conflict being fair, transparent, consistent, and respectful of everyone's rights and opinions. Distributive fairness means the outcome of the conflict is fair, equitable, and balanced in reflecting everyone's contributions and needs. Interactional fairness is when communication and behavior during the conflict is fair, honest, courteous, and empathetic. Different conflict resolution styles may have different implications for fairness depending on the context and parties involved. For example, competing may be seen as unfair by the other party who may feel dominated or coerced while collaborating may be seen as fair by both parties who may feel valued or respected. Compromising may be seen as fair or unfair depending on how it affects each party's interests and goals. Avoiding may be seen as unfair by the other party who may feel frustrated or dismissed while accommodating may be seen as unfair by yourself who may feel exploited or powerless.

3 How can you promote fairness in conflict situations?

When it comes to resolving conflict, there is no one-size-fits-all answer. Before choosing a conflict resolution style, assess the situation and consider the nature, urgency, and importance of the conflict, as well as the relationship and power dynamics between you and the other party. It's also important to understand your own and the other party's interests and goals. Communicate effectively by using clear, respectful language and listening actively and empathetically. Seek feedback and input from the other party, and involve them in the process of resolving the conflict. Finally, evaluate the outcome to ensure that it meets your and the other party's interests and goals, is equitable, and balanced. By promoting fairness in conflict situations, you can enhance your relationships, reputation, and results while fostering a positive environment where everyone feels respected.

4 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?