Conflict plagues our homes, our work, and most of our lives, yet, most of the conflict hardly ever affects us. This is either because the conflict is mediated to keep it from blowing too far out of per portion, or because the conflict is dealt with when it first arrives. There is also the other type of conflict that if left undealt with will plague the workplace or a home. This type of conflict is often destructive to the people directly dealing with the conflict and sometimes those who are indirectly associated with the conflict. In this paper we will be exploring the different types of conflict in some situations, some different strategies to dealing with conflict, and some strategies in dealing with conflict as a leader. By the end of this report, you should be able to successfully navigate or mediate a conflict while disarming the situation.
Conflict resolution is a process in which interpersonal communication is used to allow two conflicted parties to reach an amicable and satisfactory point of agreement. There are some important things to keep in mind before diving head first into a conflict. There are plenty of different conflict styles (someone’s preference for how they have a conflict). Conflict styles are often learned from parents, siblings, and close friends. It is important that you are able to identify which type of style you and the conflicted have to better navigate the conflict.
It is also important to remember that conflict is natural in human relationships, but it is only our skills in conflict that determine if it is constructive or destructive. Some basic points are, being able to separate the person from the problem. Being able to identify positions and focusing on shared interests. Pick and choose the conflicts that you are going to deal with. If these basic strategies can be remembered during any conflict than more often than not the conflict will be constructive instead of destructive.
In Salami’s report about conflict resolution strategies he talks about the use of five main strategies that were used in public service workers. This study was performed in Nigeria during a time of organizational change due to a restructuring of the work force to improve efficiency. The five different strategies are much like that strategies learned about in class. They are Forcing, smoothing, compromising, collaborating, and withdrawing, and the moderating role of supervisors.
The collaborating strategy is said to have the highest level of win/win orientation that involves sharing and openness. The compromising strategy is a give and take method of resolving strategy. Use of these styles may result in positive work behavior and attitudes in the workplace. The smoothing strategy is a system of avoiding conflict. The withdrawal strategy involves the tendency of a party to refrain from or ignore the conflict. These styles are looked at as being counterproductive towards work behavior.