CONFLICT RESOLUTION It is bound to happen . . . whether it is in your professional life or your personal life, you are going to experience conflict! It is inevitable that—because we are individuals with different principles, beliefs and points of view—there will be times when disputes transpire among us. There are several types of conflicts, and it is only a matter of time before one pops up in your life. According to American psychologist, Daniel Katz, conflict arises primarily due to these three sources: • Economic conflict which comes about when there is a limited number of resources available. The parties involved become hostile in their efforts to attain the most of the limited resources. • Value conflict comes into play when different preferences and principles are present. War is a prime example of value conflict whereby differing beliefs are aggressively asserted.
The Thomas-Kilmann model identifies two dimensions that individuals fall into when choosing a resolution strategy: assertiveness and cooperativeness. The obvious difference is assertiveness benefits one’s own needs or concerns while cooperativeness requires taking action to address the other’s needs or concerns. Each of the five strategies can be effective given certain situations. In order to choose the conflict resolution that best accommodates any given situation, several factors should be contemplated: • The importance of your needs • The impact on you (or others) if needs are not met • The consequences of choosing to be more assertive • If there is a collaborative or cooperative option available There are skills that one can develop that will improve one’s ability to determine which strategy is most effective in securing a resolution. These skills include: • Effective listening
• Power conflict is demonstrated when one party tries to maximize influence over another.
• Identification of specific points of disagreement
As noted previously, due to human nature, conflict is unavoidable, and therefore, it becomes necessary for one to learn how best to deal with conflict. In an article posted by CLIMB Professional Development and Training, March 11, 2020, five different categories of conflict resolution from The Thomas-Kilmann Model are addressed.
• View the conflict as an opportunity for growth
1. A voidance: A person using this strategy is simply trying to ignore the conflict, hoping it will resolve on its own or dissipate. 2. Accommodating: This strategy involves doing whatever is necessary to satisfy the other party at the expense of your own needs or desires. 3. C ompromission: Finding an acceptable resolution that will at least partly satisfy all parties involved. 4. C ompeting: One party uses competing to meet their own wants at the expense of others involved. 5. Collaborating: All involved finding a solution that completely responds to the concerns of all parties involved.
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• Clearly expressing your needs or concerns • Don’t generalize or escalate the situation—focus on the specific issues at hand
As noted previously, due to human nature, conflict is unavoidable, and therefore, it becomes necessary for one to learn how best to deal with conflict.
