Methods of conflict resolution in the organization
Posted: Wed Jan 29, 2025 8:08 am
There are 5 main methods of conflict resolution: avoidance, smoothing, compromise, coercion, problem solving.
The first method is avoiding participation in the dispute with a clearly expressed unwillingness to continue it further. One of the parties, accused of causing the conflict, avoids the topic, changing the conversation to another channel. Any excuses are used - lack of time, an ill-timed dispute, etc. As a result, the opponent "leaves the battlefield."
The second method of solution is smoothing over. In order not to aggravate the situation, one of the parties tries to whitewash itself or agrees with the accusations made, but only in the moment. This method is not able to completely eliminate the contradictions and can even deepen them. Having outwardly made concessions to the other party, the opponent hides discontent inside, mentally continuing to defend his own opinion.
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The third type of way out of new zealand email list the situation is a compromise. The parties openly express their opinions, listen to each other, and look for the most acceptable solution for everyone. Arguments for and against are discussed, the opponents do not try to put the matter off for a long time or force the choice of an option unilaterally. This method of resolving conflicts in an organization is most attractive because it preserves the equality of rights and obligations of the parties to the dispute, legalizing all claims. If both parties behave with dignity and do not violate the established rules of conduct, then a compromise really helps to relieve tension in the relationship and even come to a consensus.
The fourth option is coercion. This is an ineffective solution to the problem. This outcome of the conflict occurs when none of the participants accepts the opposite opinion, trying to put forward arguments that will "push the opponent against the wall" and force them to agree with the imposed decision.
The fifth option is to solve the problem that caused the incident. To clarify the subject of the dispute, the participants must agree on their opinions regarding the current confrontation and develop a common strategy for behavior to get out of the difficult situation. There are different ways to reach an agreement, but in any case, this method is considered the most effective.
There are two main ways to manage conflicts in an organization and achieve peace in a team.
The first method is avoiding participation in the dispute with a clearly expressed unwillingness to continue it further. One of the parties, accused of causing the conflict, avoids the topic, changing the conversation to another channel. Any excuses are used - lack of time, an ill-timed dispute, etc. As a result, the opponent "leaves the battlefield."
The second method of solution is smoothing over. In order not to aggravate the situation, one of the parties tries to whitewash itself or agrees with the accusations made, but only in the moment. This method is not able to completely eliminate the contradictions and can even deepen them. Having outwardly made concessions to the other party, the opponent hides discontent inside, mentally continuing to defend his own opinion.
Read also!
"How to fire an employee: understanding legal methods"
Read more
The third type of way out of new zealand email list the situation is a compromise. The parties openly express their opinions, listen to each other, and look for the most acceptable solution for everyone. Arguments for and against are discussed, the opponents do not try to put the matter off for a long time or force the choice of an option unilaterally. This method of resolving conflicts in an organization is most attractive because it preserves the equality of rights and obligations of the parties to the dispute, legalizing all claims. If both parties behave with dignity and do not violate the established rules of conduct, then a compromise really helps to relieve tension in the relationship and even come to a consensus.
The fourth option is coercion. This is an ineffective solution to the problem. This outcome of the conflict occurs when none of the participants accepts the opposite opinion, trying to put forward arguments that will "push the opponent against the wall" and force them to agree with the imposed decision.
The fifth option is to solve the problem that caused the incident. To clarify the subject of the dispute, the participants must agree on their opinions regarding the current confrontation and develop a common strategy for behavior to get out of the difficult situation. There are different ways to reach an agreement, but in any case, this method is considered the most effective.
There are two main ways to manage conflicts in an organization and achieve peace in a team.