A conflict is a clash between parties, in which one or both of them feel threatened (even if just seemingly) and try to defend their goals. If not mediated, it will develop more quickly, provoking strong emotions that do not always allow the opponents to objectively assess the situation, especially since they react to their own perception of what is going on. What are the Conflict management pros and cons? However, This process must be initiated and carried out by a competent manager or leader, who will be able to ease the emotional tension and help the parties to come to a consensus.

Conflict management techniques

The management of the organization needs to have the skills to influence the staff to eliminate the motives, and causes of conflict and restore a healthy working friendly atmosphere, and a favorable moral climate. Also, Methods of conflict management are varied, we can distinguish several types, having their area of application:

• interpersonal;
• intrapersonal;
• structural;
• negotiations;
• aggressive reactions.

However, Interpersonal methods involve the parties to the conflict developing the correct form and style of behavior to minimize damage (the ability to compromise, give in, avoid conflict behavior, and mutually beneficial cooperation). Intrapersonal methods imply the correct presentation of one’s own opinion; and the ability to express it correctly, without causing an irritable reaction on the part of the opponent. It is also important to present one’s point of view without accusations, attacks, and demands on the opposite side. Structural methods are necessary when organizational conflicts arise – poor organization of labor, improper distribution of functions; rights, and responsibilities between employees, an unfair system of incentives for employees, etc. Thus, structural methods involve:

• a detailed explanation of work requirements;
• coordination of the mechanisms of the labor process;
• a clear set of goals and tasks;
• encouragement of employees by a reasonable system of remuneration.

Negotiations as a method of conflict resolution are aimed at resolving controversial situations; and finding compromises that suit both conflicting parties. Also, For negotiations to become possible; the willingness of the parties to interact and cooperate in the current conflict situation is necessary. However, Aggressive retaliation is an extreme and exclusive method of resolving conflict situations from a position of force, including brute physical force.

Basic skills for successful conflict management

An important factor in successful conflict management is to suppress contradictions in the early stages of their emergence and to anticipate possible conflict situations. Consequently, the earlier a problem is identified, the less effort and time is needed to resolve conflict. Let’s highlight a few basic skills for successful conflict management:

• Identify the source of the conflict – take into account people’s different perspectives on the same problem; and divergence in interests, values, and goals.
• Establish communication between the conflicting parties – search for common goals and willingness to make mutual concessions.
• Establish a constructive dialogue – avoid aggression, harsh reactions, and emotions, and base the dialogue on mutual respect. Strive to reach a mutually beneficial agreement.
• Create positive connections – the faster you can establish communications; the faster you can agree on contentious issues and achieve common goals.

Conclusion:

Thus, conflict is about disrupting people’s communication. And conflict management is an opportunity not only to resolve problems; and contradictions but also an opportunity to unite and bring people together.