Harmony in the Workplace: Mastering the Art of Conflict Resolution

Wherever two or more people come together, conflicts occur. It is natural.

But are conflicts always bad? How do we resolve conflicts?

Conflict occurs in circumstances where people are:

• Interdependent
• Seek different outcomes
• Favor different methods to the identical end
• Have differences of opinion
• Varied perspectives
• Perceive others are interfering with their ability for rewards or resources

A person's behavior in conflict situations is described by two basic dimensions—assertiveness and cooperation. Assertiveness is the degree to which an individual focuses on fulfilling their concerns. Cooperation involves making an effort to address the concerns of the other person.

There are five specific methods of managing conflict using these two dimensions:

• Competing
• Collaborating
• Compromising
• Avoiding
• Accommodating

All people tend to have one or more behavior styles reckoning on matters.

Understanding the method with which you are comfortable is vital and subjective. For example, if avoidance is how you cater to conflict when it arises, you will tend to look away, saying to yourself, "I don't want to get into this."

Remember that there are times when each of us gets into conflicts. But taking it personally, keeping grudges, and spoiling relations is always in our hands. The conflict may not be avoidable, but the degree of the conflict is in our hands. Sometimes, conflicts are even healthy! For example, we would not have sports without competitive conflict—football, baseball, basketball, hockey, golf.

So, remember that conflict has value. If you discourage conflict, you will have trouble building good teams. If everyone always agrees, we go along; it becomes boring and predictable.

Teams with a decent understanding of conflict management work effectively and learn to trust others.

Art of Conflict Management

These people work together effectively in other subgroups, are more task-oriented, demonstrate increased satisfaction, and work toward better decisions. They have learned the art of conflict management, which usually involves the following simple steps:

1. Determine the cause: You can only solve the problem once you are sure everybody shares a mutual definition of the problem or matter being addressed.

2. Collaborate on solutions: Use a "yes... and" response to focus and drive potential solutions. Avoid employing a "yes... but" response, which tends to shift focus back onto the matter and off from solutions. Whenever possible, key stakeholders should always be engaged in devising solutions. This may help facilitate buy-in when final decisions are made.

3. Discuss alternative options: Discuss the various available options whenever possible. People tend to feel empowered after they are involved in the higher cognitive process. This can also facilitate problem-solving and conflict resolution.

4. Communicate critical decisions: Develop a communication plan that communicates the decisions. This might include meeting one-on-one with those involved, announcing them at a team meeting, and sending an email announcement or written memo to follow up. When appropriate, involve your boss (and senior management or human resources) to strengthen and support the ultimate decision.

5. Implement solutions: Once a call has been made, you must be assertive in implementing that call. Be calm, refocus on identifying issues and developing solutions, and be confident that you have done the most effectively. You'll be able to resolve things. Do not get angry or over-apologize; this may only weaken your position.

Handling workplace conflict is challenging, but it is necessary if you want to be perceived as a robust leader or team member capable of being part of the team. It is very important to be able to draw the line between healthy and unhealthy conflicts. It is a skill that every working individual nowadays must have.

Conflict Resolution Learning Goals

Understanding conflict resolution strategies involves familiarizing oneself with a comprehensive seven-step process that can be adapted to address conflicts of varying magnitudes effectively. You will also gain a valuable skill set in solution building and the ability to find common ground.

In Conflict Resolution, you will gain valuable insights into conflict management skills, such as effectively handling anger and utilizing the agreement frame. Addressing conflict is crucial for any organization, regardless of its scale. Not addressing or resolving it can result in decreased productivity, increased absences, higher employee turnover, and potential legal issues.

For the learning goals, you have to gain

• A comprehensive understanding of the five primary styles of conflict resolution.
• Gain a clear understanding of the concepts of conflict and conflict resolution
• Gain a comprehensive understanding of the six phases involved in the conflict resolution process
• Have the ability to dissect different aspects of the process and utilize those tools to avoid conflicts proactively
• Learn how to manage anger and stress effectively
• Have the ability to adjust the process for various types of conflicts
• Have a good grasp of essential communication tools and methods

How can an online course help you resolve, manage, and avoid conflicts?

Gurukol's course is devised keeping in mind today's workforce and the basic principles of teamwork. As relevant as the course is in the modern context, it also focuses on deep-rooted business management principles. Being the perfect blend of these two, the course is an experience.

Conflict Management is for everyone. It is a basic necessity for us social beings. These skills can help you upskill personally, not just in the workplace. You can align your energies to more productive matters with in-depth knowledge about conflict management.

Why wait?