Conflict Resolution Techniques
Problem Solving
Firstly, when it comes to handling conflict in the work station among team members, it would be prudent to understand the situation. Many situations are not what they seem to be on the outside, and mostly the situations in these cases are different from how others present them. In order to understand the situation, a person would need to understand both sides of the story (Liddle, 2017). This would be appropriate because it would make the person resolving the conflict to understand who was in the wrong in the first place. It also makes it possible for the team members in conflict to understand their problem in the first place. Therefore, understanding the situation is of paramount importance when handling conflicts in the workplace.
It is also vital for communication to be kept open when resolving the conflict among team members. The eventual goal in the conflict resolution process is that both parties in conflict resolve the issues between themselves. By keeping the communication open, the parties are allowed to define their viewpoints and similarly share their perspectives on the conflict. It is prudent that when keeping the conversation open, the person conducting the resolution tries to assist the parties to pinpoint the issue that is the cause of the conflict.
Withdrawing and Avoiding
It is a technique that is used when one or both of the parties in a conflict are charged up, and there is no possibility that they can converse. While this is a technique that does work, it is not advisable when resolving conflicts between team members to avoid a conflict. It is essential to acknowledge that there is a problem, and there is a need to address it. This is mainly because what may seem to be a small issue to one person in the team may be a big issue for another. When one of the team members acknowledges the mistakes of another or their mistakes, the team member makes a step towards resolving the conflict (Benis et al. 2011). An expert in the conflict resolution field gave a story of an exchange that ensued between two members of a company board because one of the members was not pleased with the running of the organization. The other member told him that it should not worry him much as it was not of much importance. It can be seen that this member did not acknowledge the problem, and therefore resolving the conflict, in this case, will be hard.
It is also a conflict resolution technique that one should be patient and take their time when handling any conflict. There is an adage that states that haste makes waste. In order to resolve any conflict within team members, it is prudent to take time when evaluating the information provided by the different persons in conflict. If a decision is made in haste, then it is more likely to cause more harm than resolve the conflict. This is especially so if the decision made turns out to be a wrong one, then the individual involved becomes further alienated. Therefore, it is primarily vital that time is taken before making a decision.
Forcing or Competing
This technique is used by persons in power and which does not lead to the desired conflict resolution. The parties in question must not use coercion or intimidation as a technique of resolving conflicts. These methods are useful, but they only resolve conflicts temporarily, and never do they resolve the issues for the long term (Benis et al. 2011). Whenever such techniques are used, the problems will probably arise, and the problem is that when it resurfaces, there will be another problem to deal with coupled with angry emotions of the team members who have been building up when they were being coerced. Therefore, it is prudent for any person resolving conflict to ensure that they avoid coercion or intimidation in their pursuit of resolving conflicts
Smoothing and Accommodating
This technique is used when parties seem to disagree on anything as one of the parties is considered to be the problem. There is a need when resolving conflicts among team members to ensure that the focus is on the problem causing the conflict and not on the individual. This is particularly important because, in every team, there are people who have been known as problematic individuals. In most instances, it may be the decision of some people to conclude that they are the cause of the conflict (Benis et al. 2011). This is a poor manner of resolving issues. It may be undisputed that the person in question is not a congenial individual, but that does not rule out the fact that they have a solid point or a legitimate issue. It is, therefore, prudent for anyone resolving conflicts to ensure that they focus on identifying the conflict and only focus on the individual if it becomes apparent that the individual is the problem at the time.
When resolving conflicts, the team members whose conflict are brought together in a formal meeting. It is judicious for the third parties in such a meeting to ensure that there are set guidelines that the team members are supposed to agree to follow (Liddle, 2017). The guidelines may include the need to express themselves calmly and without bringing emotions into the discussion. It is also important that while setting guidelines, the members understand that a violation of the guidelines will result at the end of the meeting. This will ensure that there is a calm environment for the team members to attempt to understand the other party’s perspective, which is a crucial step towards resolving the conflict.
Reconciling
This is a technique that is used when there is a need to act decisively and resolve the conflict. It is used when there is enough information gathered concerning the conflict, and the parties that are involved have reviewed the circumstances that led to their conflict. It is, therefore, at this stage that a decision is made and acted upon (Doherty & Guyler, 2008). It would not be prudent to leave the conflict in limbo without reconciling, and similarly, taking too much time without resolving the conflict is likely to build up anger and frustration among the team members to the extent of stalling the work of the team. It is also important to note that during reconciliation, there is an aspect of compromising. This is because one of the parties has to ensure that they change their perspective of the situation in order to accommodate the thoughts of the other party. This technique is often used as a buildup of other techniques.
References
Bennis, W., Cloke, K., Goldsmith, J. (2011). Resolving Conflicts at Work: Eight Strategies for Everyone on the Job. Germany: Wiley.
Doherty, N., Guyler, M. (2008). The Essential Guide to Workplace Mediation and Conflict Resolution: Rebuilding Working Relationships. United Kingdom: Kogan Page.
Liddle, D. (2017). Managing Conflict: A Practical Guide to Resolution in the Workplace. United Kingdom: Kogan Page.