Conflict Resolution

Conflicts

Conflicts are an everyday part of life and are inevitable when people live together in a community or society. They occur when there is a difference of opinion or some kind of disagreement between two or more parties. Conflicts need to be resolved effectively. Some of the sources of conflict include disagreements on decisions, priorities, opinions, resource management, administrative procedures and personal opinions. 

 

Conflicts are Healthy

Conflicts often thought in negative notion. Conflicts are avoided by most people because it creates an intense discomfort and anxiety. Feelings get hurt and sometimes healthy relationships are destroyed. When managed effectively, the most innovative solutions often arise out of conflict. 

A society or community is a dynamic environment that is always in need of growth, change, solutions, transitions and upgrading. 

 

Conflict Resolution

Conflict resolution is the art and technique of managing conflicts. An effective conflict management and resolution ensures that view points and opinions are heard, effective decisions are made, all the involved parties are in agreement with the decision.

Conflicts must be resolved at the earliest. Leaving a conflict open over a period of time adds more parties, and new conflicts arise.

Conflicts resolution for a community is managed and solved by a managing committee. The bye-laws have guidelines on community behavior. These are addressed at the committee level and are binding for all the members of the committee.

 

Conflict Resolution Process

The following is workflow of the conflict resolution process:

1. Recognize the problem and ensure that the involved parties are aware that this problem exists and that there is a conflict of interest between the 2 parties.  
2. The parties mutually agree to address the issue and find a resolution.
3.  Understand the concern of the opposing person or group.
4. Intervene to lessen the negative feelings, attitude, behavior changes to set the ground for peaceful negotiation. As part of this intervention, recognize triggers that will change any of the above. 
5. Have a 3rd person or group to intervene and validate the conflict.
6. Make a resolution. An effective resolution is mutually beneficial to both parties However, the resolution may not be completely satisfactory to one or both parties (compromise). 
7. Monitor the impact of this decision over time to ensure that the conflict does not arise again. 

 

Conflict Resolution Techniques

The following are some conflict resolution techniques that are useful when a conflict arises. Each technique applies to different kinds of conflicts.

Collaboration

This is the most effective conflict resolution technique. Both parties mutually agree that the problem exists an come forward to work together to arrive at an alternative or a solution that works for both. They rise above personal emotions and work towards finding a solution that works best for them and for the community. 

 

Compromising and Reconciling

This technique involves both parties to arrive at a middle path where both parties have to compromise. This is a lose-lose decision where both parties feel they have lost something. This method of resolution is temporary and does not last long. 

 

Forcing

This technique is used when a person or a group uses their authority to enforce a decision on the parties. This technique is used when the conflicts are not entertained because of the greater good of the community. This is a win-lose technique and most commonly used by a governing body to enforce rules, guidelines and law. 

 

Withdrawing

This technique is used in a conflict where one of the parties agrees to retract from the discussion and the decision goes in favor of the conflicting party. This is a lose-win technique. This works very well in cases where a person is emotionally charged, angry or violent. This is a temporary technique that provides both parties time to think and regroup at a later time for a meaningful discussion and resolution.

 

Accommodating

This technique is often used when the conflict results in outburst of emotions and anger bouts of all the parties involved. In a conflict, when no one takes the first step to address the problem, a mediator steps in to deescalate the situation. This is a necessary step to break the discomfort between the parties and makes way for them to come to a common ground before a decision is made.