ESD

Conflict Resolution & Strategies to resolve conflicting resolution
Conflict: A conflict is a disagreement or problem between people. A conflict can

happen when people want, need or expect different things. All people experience
conflicts from time to time; conflicts are totally normal.
Conflict Resolution: Conflict resolution is the process of ending a dispute and
reaching an agreement that satisfies all parties involved. Since conflict is an essential
part of being human, effective conflict resolution is not designed to avoid
disagreements. Instead, conflict resolution skills are used to facilitate discussions,
increase understanding and control emotional responses.
Conflict Resolution Education: Conflict resolution education programs focus on
developing critical skills and abilities for a person to deal constructively with conflict.
In most cases these programs occur in schools, but they may also be used in after-
school programs, community centers, church groups, etc.
What do children learn in conflict resolution education?
These programs give children an understanding of the nature of conflict.
 What is conflict?
 How it develops?
 What one can do to manage it?
Children learn that the existence of conflict is its natural, necessary, and important; its
just a disagreement about goals or methods to achieve those goals between two or
more than two people or group.
Its very important for Children to get aware with the variety of ways that they can use
to manage or respond to conflict; for that they learn and understand:
 Dynamics of power and influence that operate in all conflict situations.
 Role of culture
 How we see and respond to conflict situations
To intellectually deal with the situation at hand; its very important to learn range of
conflict style such as “competing, collaborating, accommodating, avoiding, and
compromising”; and consider the advantages and disadvantages of each because no
one approach to manage conflict works all the time.
A violent response to any conflict is almost never an appropriate response. It’s a need
of time to provide social and emotional skills to every single child to prevent conflict
and reinforce their use of pro social strategies in conflict. Some of the skills that
conflict resolution education helps develop include:
 Effective listening,
 Perspective taking,
 Emotional awareness, and
 Emotional control
 perspective taking
Conflict Resolution Strategies
Kenneth Thomas & Ralph Kilmann identified 5 conflict styles that vary in their
degrees of cooperativeness and assertiveness. Cooperativeness extent to which the
individual attempts to satisfy and consider the other individual's issues. Assertiveness
extent to which the individual attempts to satisfy own concerns.
 Avoiding
 Competing
 Accommodating
 Collaborating
 Compromising
Five Methods for Managing Conflict Conflict has many sources in the workplace. It is
borne out of differences and will arise in any situation where people are required to
interact with one another.
Dealing with conflict effectively is a key management skill. This article outlines five
different approaches to conflict management and the situations they are most
appropriate for.
1.Accommodation 2. Compromise 3.Avoidance 4. Competition 5. Collaboration .
1: Competing
This is a win/lose situation. One party attempts to win the conflict through dominance
and power. This approach is best used: When all other methods have been tried (and
failed). In emergency situations when quick, immediate and decisive action is called
for. In situations where unpopular changes need to be applied and discussion is not
appropriate.
2: Collaborating
This is a win/win situation. It is the most effective but most difficult way of managing
differences. It requires trust and commitment on all sides to reach a resolution by
getting to the heart of the problem. All parties need to be willing to empathise and try
to understand each other’s situation
3: Compromising
This is a win/lose – win/lose situation, i.e. everyone involved gains and loses through
negotiation and flexibility. Each will win some of what they desire while at the same
time giving something up. The main goal of this approach is to find common ground
and maintain the relationship. Compromise is best used: To achieve an agreement
when all parties have equal power. To reach a temporary resolution in more
complicated matters. To achieve a settlement when time or other circumstances are
constrained.
4: Avoiding
This is a lose/lose situation. Neither party takes action to address the issues involved
in the conflict, meaning that it will remain unresolved. This approach is best used: If
all concerned feel that the issue is a minor one and will be resolved in time without
any fuss. When the parties need a chance to cool down and spend time apart. If other
people are able to resolve the conflict more effectively than the parties concerned.
When more time is needed before thinking about dealing with the issues. If the impact
of dealing with the situation may be damaging to all parties involved.
5: Accommodating
This is a lose/win situation. The accommodation approach is generally used when one
party is willing to forfeit their position. It is best used in situations where: One party
wishes to indicate a degree of fairness. People wish to encourage others to express
their own opinion. The issue or problem is more important to the other party
concerned. It is more important to safeguard the relationship rather than argue about
the issue.
Conclusion
Negotiating and keeping track of conflicts is hard but necessary work. It’s the key to
creating a culture of trust, and a workplace more employees look forward to being a
part of every day. And using the Thomas-Kilmann Conflict model is a great way to
start.
In my opinion collaboration is most appropriate; When all parties are willing to
investigate alternative solutions together that they may not necessarily have thought
of on their own. When trying to get to the source of problems that have continued for
a long time. When upholding objectives that cannot be compromised on any side
while still preserving the relationship. When parties from different backgrounds and
experiences are involved.

ESD

Uploaded by

Copyright:

Available Formats

ESD

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

ESD

Uploaded by

Copyright:

Available Formats

Conflict Resolution & Strategies to resolve conflicting resolution

Conflict: A conflict is a disagreement or problem between people. A conflict can

You might also like