Effective Conflict Management

Effective conflict management in 3 Steps

Conflict is inevitable in the workplace - there's no two conflicts that are alike. They're always unique, so use this 3 step conflict management style as a guide to fully and effectively resolve a conflict.

What is conflict?

Conflict occurs when there are different opinions on a matter or subject. Conflict is a disagreement between two or more individuals which creates negative feelings and emotions. Conflict may arise among all types of people, although studies tend to focus on conflicts occurring in the workplace. There are many reasons why conflict exists in organizations, including different expectations, values and personality traits. However, when there's too much conflict it can hurt productivity, create hostility, reduce employee morale and discourage commitment. It can also affect the organization's reputation among customers/clients and business partners, as well as its bottom line through wasted time, energy and resources.

A negative perception of conflict arises when it is disruptive in nature rather than goal oriented. When people are ready to work out their differences with the help of others to achieve a common goal, it is considered as constructive conflict.

However, when conflicts affect relationships with clients, breach professional standards or cause ethical dilemmas for anyone involved in the situation, then it should be immediately brought up to superiors in the organization for solutions before things get worse.

Programs are available now which allows people who work together positively resolve their differences without having to involve third parties (like legal representatives). They are known as mediators and facilitators who provide resources, structure communication processes and facilitate problem solving

The 3 Steps approach to understanding the conflict for effective conflict resolution

Using A T I steps to uncover the levels of conflict.

A - the Asset level

T - the target level

I - the intent level

Depending on how 'deep' the level of conflicts, the better appreciation of where the conflict level lies, the more effective is the conflict resolution management and the more productive and rewarding the management efforts.

Let me explain the levels of conflict with an example.

If I have two daughters clamoring for an orange, and if I am not aware of why they both wanted this one orange, my only asset. So if daughter A said she wanted the orange for its fruit and daughter B wanted the orange for its skin for some beauty enhancement purposes... then this conflict is easily resolved. It is the at the Asset level, the reason why the conflict arise. Just give daughter A the fruit and daughter B the peels and we are good. Conflict resolved and mission accomplished.

But now let's move to another deeper level. So if daughter A replied that, 'dad, mum promised me the orange if I finished my homework'... and daughter B replied that she is sick of bananas and bananas and cannot wait to feast on the single orange . Wow, what a revelation.

So at this target level. Daughter A and B both had a different targets. Daughter A wanted the orange because she felt she earned it because she was promised by mum when she finished her homework and daughter B wanted a refreshing new fruit different from the bananas. So if I have an apple, I could negotiate or influence daughter B to accept the apple which is still refreshing change from bananas as an option and get her the orange the next time, whilst giving daughter A the orange as was promised by mum ... wonderful wonderful resolution of this conflict at the different Targets level, some others refers to this level as the Objective level.

Now let's see an example at the deepest level, called the Intent. What if daughter A tells me that she wanted the orange because she felt 'cheated' of her fair share (even though she was promised by mum) as daughter B already had an orange or a fruit today whilst she was not given one. This is normal sibling rivalry. And daughter B was upset and did not want daughter A to have the orange fruit because she too had finished her homework and felt that she too should deserve it as much as she. Hmmmm what a situation.

So in resolving this conflict you will need to get to that level and established with each individual what would be a best option acceptable to each to close out this conflict differences, how will it be resolved, suggestions from them the how and what else is needed to resolve it without going undemocratic as a parent. I hope with the above personal experience, I had propounded the ATI theory approach to uncover the levels of conflicts before resolving it. No conflict resolution would hold its ground if the key conflict issues especially at the Intent level is not unearthed and resolved.

Conflict is inevitable in the workplace - there's no two conflicts that are alike. They're always unique, so use the above conflict management style as a guide to better understand their ATI levels of conflict to effectively resolving it.

When should you compromise ?

Compromising is a good option when time is limited and there is no way to win the argument.

When you have conflicting needs, values, interests or goals.?When there are some things that both people want/need but each person sees a different role in achieving them.

When you are trying to reach a compromise, you should consider the following factors:

- The level of importance that each individual is placing on the issue.

- Your opinion on how the compromise should be reached.

- The degree of risk that each individual is willing to take.

- Your willingness to make concessions and the importance you place on the issue.

You will need to consider what type of situation must arise for you to need to compromise?

If it leads to a satisfying outcome and why is compromise that important instead of a resolution?

Dictionary.com defines compromise as: to make a settlement of differences by mutual concession, usually with an implied admission of error and a promise (implied or expressed) not to press for certain demands in the future.?In most cases, we tend to give up something that is important to us just in order to maintain good relationships.?However there are times when the seemingly "smaller" battle is in fact the bigger and more important one to fight, so you should never give up until you have reached the goal that you desire.

I personally think that fighting for what is wanted is very important, as long as it does not cause harm to others or their property.?So I would not compromise in those circumstances and those where rules compliance are non negotiable. However, if there is no need to fight or argue and the other party has valid concerns and they can both be resolved by give and take, then compromising may be a good option for resolving conflicts.

This should lead into the how you would do it.?It depends on the level of conflict which made it arise in the first place.?The easiest way is to start at the bottom and work your way up to what each individual gets out of it.?Also, think about everything that has been said before just to make sure that you are not repeating yourself and having multiple people trying to make their case.?Make sure that you are not just listening to what they say but also observing through your eyes and ears.?Listen carefully, watch for body language, facial expressions and tone of voice in order to avoid building bad relationships with the opposing party.

A quote from a famous person about compromise or conflict resolution:

In order to understand the world, one has to turn away from it on occasion. - T.S. Eliot

Conclusion

In conclusion, let me say that conflicts will occur in our work environment and if it all happens at the Asset or Resource level, the conflicts can be easily resolved with just the expense of getting the scarce resources or assets. It is when it gets deeper, a leader's perceptive communication skills will be needed to dig it out. Failing to do so may result in a incomplete conflict resolution and unhappy situation that can affect the morale health of the organisation. Of course there will be times when the leader has to decide if the conflict matter can be compromised and in which case , allow time to takes its course.

Aug 19, 2021(posted in www.commonsense202x.blog)