Conflict in the Workplace

Conflict = Drama! When the “real world” doesn’t measure up to how we picture it in our minds, it can lead to pain, conflict and drama. When we resolve conflicts, we reduce the amount of drama in our lives!

Five Approaches to Conflict

Avoidance—This approach is useful if the matter is less important or if there is nothing gained by entering into the conflict.
Accommodation—This is when people give up their own views in favor of another’s. The accommodator is likely to take on the ideas of the other person, just to avoid sparking a confrontation.
Competition—Unlike people who use avoidance or accommodation techniques, people with a competitive attitude take a firm stand and try to get what they want.
Collaboration—This is when people try to come to a solution that pleases everybody. It takes time because it means that each person gets to present a view and help come up with a solution that incorporates that view.
Compromise—The goal of compromise is to have people who disagree “meet in the middle”. Each person has to give up something, but in doing so, gains something in return.

The Process of Resolving Workplace Conflict

Realize there’s a solution! Both parties involved in the dispute need to come to the realization that the problem must be discussed. They must agree that the conflict needs to come to an end.
Exchange viewpoints. This is extremely important, perhaps the most important part of the entire process. This is where one side speaks and the other listens, so that the necessary points of view are understood. It is important for both parties to remain open-minded, to speak clearly and to identify the issues, making sure everything needed to be shared is discussed.
What’s your problem? Mine too! Before any further process of resolution can continue, both people have to agree on the issue that is causing the argument.
Create solutions. So that both sides feel like they are part of the solution, each should have an equal hand in negotiating the solution.
Negotiate the fix. The goal of this final step is to ensure that both parties have agreed on a solution, and that both are happy. One side being dominant is no fix, at least for long. The solution cannot be all one person’s idea—both must have a hand in creating the solution.