Conflict Resolution

Conflict within an office or group-type setting is inevitable and usually occurs when an individual is not obtaining what they want and are seeking to fulfill their own self-interest. Although inevitable, conflict can be minimized, diverted and/or resolved. Keeping these thoughts in mind is the first step towards conflict management and resolution.

It’s important to recognize the signs that are the beginnings of conflict: A few of which are, reduced communication, disagreements (regardless of issue), stealthily seeking power, subtle public statements, airing disagreements through media or public venues, increasing lack of respect, lack of discretion with sensitive organizational issues.

Searching for the causes of conflict is essential to be successful in resolving the conflict. Possible causes of conflict include conflict with self needs or wants that are not being met, personal values are being tested, perceptions are being questioned, assumptions are being made, knowledge is minimal, expectations are too high/too low, personality, race, or gender differences are present.

Obviously conflict is destructive when it takes attention away from other important activities. Conflict is harmful when it begins to undermine morale or self-concept, polarizes people and groups, leads to reduced cooperation or increases and sharpens differences. Conflict can occasionally lead to irresponsible or harmful behaviors such as attempts of defamation towards other’s character or qualifications.

Not all conflict is negative, however. Conflict is constructive when it results in clarification of important problems and issues, involves people in resolving issues that are important to them, brings about authentic communication, or helps release emotion, anxiety, and stress. Conflict can build cooperation among people through learning more about each other. When a group or team joins together in resolving the conflict it helps individuals develop understanding of their environment as a whole.

It is best to meet conflict head on. Be honest about concerns and agree to disagree. Understand that a healthy disagreement will build better decisions. Get rid of individual ego and let your team create - people will support what they help create. Discuss differences in values openly by communicating honestly - avoid playing "gotcha" type games. Groups often collaborate closely in order to reach consensus or agreement. The ability to use collaboration requires the recognition of and respect for everyone's ideas, opinions, and suggestions. Attempt to follow a few guidelines for reaching consensus such as avoid arguing over individual ranking or position. Present a position as logically as possible. Avoid "win-lose" statements. Discard the notion that someone must lose in order for all to win.

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