In the workplace as with all types of relationships, conflict can be either a positive “power driver” or counterproductive. Left unresolved, conflicts can sabotage the best of working environments and/or relationships. Conflict must be dealt with head-on, particularly when it is interfering with people working together as a team–whether at work or as partners, friends or any other type of relationship.
Conflicts run the gamete from minor to major. No matter when it interferes in any conflict must be resolved. The confrontation is the only way. The trick, however, is done in a way that the conversation remains productive and the relationship (s) remain intact. The skills needed to resolve a major conflict, the same skills are needed to resolve a minor conflict. Let's first take a look at the widely accepted five causes of conflict and their definitions.
Control - The basic human desire to realize the direction of events, to gain or maintain power or resources.
Preferences - This is how we go about doing things, our styles, habits, trends and methods.
Beliefs about the facts - What do we believe to be true in May and how it differs from reality, the real truth.
Values - The values are the essence of who we are and how we see the world. It is difficult to resolve conflicts involving values.
Relationship - This is the story of May that people have with each other. These are issues such as past experiences, past businesses, or the hierarchy or reporting structure, if in a work environment.
Conflicts can arise due to one or more of these five factors. Other issues may also contribute to the escalation of the situation of a conflict beyond its primary causes, to the point of a major conflict in which the cause is almost not to forget.
So how can we resolve conflicts? First, it must be rational, unemotional communication. Often this is much more difficult than it may seem. But the fact of feeling and looking for a conflict situation to a logical, is the first step. In addition, watching the real reality, the truth of the situation. Do not beat around the bush and throw it in the kitchen sink of the discussion. Stick to the conflict at hand.
Other methods to resolve conflicts:
Contributors: say your point of view, while inviting other perspectives.
Compromise: Urge moderation and "split the difference" in an attempt to meet people halfway. Compromising is a good method to use to quickly find solutions to conflicts.
Accommodating: The acceptance of another person or the notice to acknowledge a mistake.
Avoid: Delay your response or withdrawal of the situation. Only in this way if one or both parties are angry and need time to cool off.
Force: Try to control the result of discouraging disagreement and insist on your point of view. It is best used in a work environment where a speedy resolution is needed. Avoid using force to resolve conflicts in personal relationships.
In conflict resolution, no single style is the best way to resolve the conflict. Knowledge of the relationship and the person who you are in conflict with you to help determine the best method to use.
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