Conflict Management

Conflict Is Natural

When two or more people deal with each other, work with each other and discuss with each other to find a common outcome (decision, solution, objective, aim, process, answer etc), do not be surprised if there is a conflict among the people concerned.
Conflict is natural to start with as each individual is different and unique.
Each individual's HSoftware (values, knowledge base, paradigms and motivation level/will power) is different and therefore, when more people are involved in any activity and if those people are a bit involved in the activity, we are experiencing many values, knowledge bases, many paradigms and many different levels of motivation interacting with each other and trying to fight with each other to gain the ground and if process of sorting out the differences is not found and used, the conflict will sustain.

(For more details refer URLs: http://humansoftware.blogspot.com/ and http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3#)

Conflict Spiral

Aggravation of conflict is a four stage process:

Since their values, knowledge levels, paradigms and motivation levels do not match with each other, they insist: "mine is right".
Then they do not listen to each other.
They become rigid and start blaming.
They get angry and angrier and the above-mentioned three steps keep repeating and the solution is not reached.

Conflict Resolution Process

A process will have to be worked out among the participants of the conflict to resolve the conflict. Process will include sharing knowledge on the subject, listening, accepting the better outcome if convinced and thus coming to a consensus or agreement. The process will have to be allowed the time it may require.

This will mean:

1. Break conflict spiral by
- controlling who is speaking
- controlling what is being said

2. Gain cooperation
- explore a plan acceptable to both (or more) parties

3. Be creative
- reach a solution

Win-win approach is necessary.

Five Conflict Handling Modes

1. Avoidance (unassertive and uncooperative)- Withdrawal or Denial

Avoid dealing with conflict.
Rationale: Disagreements are bad as they create tensions.
I am neutral on the issue. Let me not think about it; it's someone else's problem.
Outcome: The problems do not get resolved causing long term frustrations manifested in variety of ways.

2. Competing (assertive and uncooperative)- Forcing or Power

Get your way.
Rationale: It is preferable to risk causing a few hard feelings than to abandon the issue.
I know what is right and therefore, don't question my authority or judgment.
Outcome: you feel vindicated but the other party feels defeated and perhaps, humiliated.

3. Accommodating (unassertive and cooperative)- Smoothing or Suppression

Don't upset the other person.
Rationale: Maintaining harmonious relationships should be the priority.
How can I help you feel good about this? My position is not so important that it is worth risking bad feelings between us.
Outcome: The other party is likely to take advantage.

4. Compromising (intermediate in both assertiveness and cooperativeness)- Sharing or Negotiation

Reach agreement quickly.
Rationale: Prolonged conflicts distract from their work and cause bitter feelings.
Let us search for a solution we can both live with, so we can get on with work.
Outcome: The involved persons go for the expedient rather than effective solutions.

5. Collaborating (Assertive and cooperative)- Problem Solving or Collaboration

Solve the problem together.
Rationale: Each position is important though not necessarily valid. Emphasis should be placed on the outcome and the fairness of the decision making or problem solving process.
This is my position, what is yours? I am committed to finding the best possible solution. what do the facts suggest?
Outcome: The issue is most likely to be resolved. Both the parties will be committed to the solution. They will also be satisfied with the feeling that they have been treated fairly.

Collaboration (problem solving) is obviously the superior most mode of conflict handling.

Team Building

Conflict management is a pre-requisite for team building which is imperative in modern and competing organizations because only team building can generate the most sought after synergies. Refer: (Team Building) http://team-building-working.blogspot.com/

For More Guidance, Assistance, Training and Consultation

Contact: prodcons@prodcons.com

The training on "Conflict Management" will be imparted by Prodcons Group's Mr Shyam Bhatawdekar and/or Dr (Mrs) Kalpana Bhatawdekar, the renowned management educationists and consultants with distinction of having trained over 150,000 people from around 250 organizations. Implementation is facilitated by the team of Prodcons Group.

Also refer: (Prodcons Group) http://prodcons-group.blogspot.com/, (Training Programs by Prodcons Group) http://training-development-function.blogspot.com/, (Productivity Consultants) http://productivity-consultants.blogspot.com/

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