Conflict arises due to lack of agreement between individuals or groups. There is difference of opinion between them and they are not able to reach a final decision.
Conflict management is a way in which we try to improve relation between individuals. With small talks any problem can be solved, so in case of a conflict it’s important not to avoid conversations. Always remember to keep your attitude positive or else you will be considered the cause. You should try to put your opinion in front of others but in a peaceful manner which is acceptable by all.
There is a question which comes into each one of us mind that why do a conflict arises? There are a numerous reasons some of them include the desire to gain power one wants to be superior from other. There is lack of knowledge and tolerance levels. All of this together contributes in a conflict. Due to conflict the goal is ignored.
127 our experts are availableright now
There are some positive and negative effects of conflicts. Positive effects include triggers the need for searching for new facts and solutions, facilitates innovation and change and increases loyalty, motivation and performance within group. Negative effects includes reduces productivity, delays the decision making process and negative influence on external image.
There are some different conflict management styles.
- Accommodating: This style is appropriate to use when you care less about the issue then others and want to keep it peaceful. Example accommodating a angry customer.
- Avoiding : This style is appropriate to use when conflict seems trivial, you don’t have time, you feel as if you don’t have chance to win. Example avoiding a argument
- Compromising: This style is appropriate to use when it’s more important to reach a solution
- Collaborating: This style is important to find solutions that will meet the needs of all parties. Example collaborating with loyal people.
- Competing: This style is appropriate when you have to stand for your rights or morals.
There are two types of Conflict functional and dysfunctional conflicts. Functional Conflict that improves the goals of the group and improve its performance. It is constructive, increase information and ideas, encourages innovative thinking and unshackles different points of view. Dysfunctional Conflict that hinders group performance causes tension, anxiety and stress, reduce trust, poor decision because of withheld or distorted and reduce information.
Types of conflict are following:
- Intergroup conflict: When misunderstandings between different teams within an organization. For instance sales department with customer department
- Intra-group conflict: When conflicts between individuals of team. For example members in team with different personalities
- Intrapersonal conflict: Conflict between two individual. It is due because people are different from one another.
Much unnecessary conflict can be avoided simply with clear, accurate written and verbal communication. Examples of good communication skills include:
- Addressing problems quickly before they reach crisis stage
- Formalizing an agreement between combatants (in writing when feasible)
- Listening without interruption as parties share their perspective
- Meeting with parties individually to identify grievances
- Negotiating
- Teaching alternative behaviors to avoid triggering conflict
Emotional intelligence is the ability to understand one’s own feelings and those of others, and to hand. A few ways they do this are:
- Compromising to accommodate others
- Forgiving transgressions
- Identifying triggers to conflict
- Recognizing improvements on the part of antagonists
- Showing respect
- Willingness to modify behavior
Empathy means feeling what others feel. Hallmarks of empathy include:
- Commitment to resolving problems
- Demonstrating understanding regarding the feelings and needs of the parties involved
- Identifying non-verbal cues indicating frustration and anger
- Recognizing the existence of a problem
