Conflict management

All about conflict management

1. CONFLICT MANAGEMENT

2. WHAT IS CONFLICT?
•Conflictisadisagreementorstrugglebetweentwoormore
partieswhohaveopposinginterests,needs,values,orgoals.
•Itcanoccurinvarioussettings,includingpersonalrelationships,
workplaces,communities,andinternationalrelations.
•Itcanhappenindifferentforms,suchasverbalarguments,
physicalconfrontations,orevenpassive-aggressivebehaviour.
•Conflictisoftenperceivednegativelybutitcanalsoleadto
positiveoutcomes,suchasimprovedproblemsolvingandbetter
understandingwhenmanagedandresolvedeffectively.
•Alsotherearetwotypeofconflicts,oneishealthyandother
oneisunhealthy.

3. HEALTHY VS UNHEALTHY
CONFLICT
UnhealthyConflictHealthyConflict
•Expressingdifferencescanleadto
communicationbreakdowns,yelling
etc.
•Individualsexpresstheirdifferences
andconcernsrespectfullyand
openly.
•Mayresultindamagedrelationships,
unresolvedissues,andnegative
consequences.
•Canleadtoimprovedunderstanding
andstrengthenedrelationships.
•Unhealthyconflictsoftendonot
leadtoproductivesolutions.
•Itinvolvesproblemsolvingandcan
leadtoinnovativesolutionsor
betterdecisions.
•Managingemotionshereisbit
difficult.
•Peopletendtomanagetheir
emotionsandavoidpersonal
attacks.

4. SOURCES OF CONFLICT
1.Miscommunication:Misunderstandings,misinterpretations,
orpoorcommunicationcanleadtoconflicts.
2.DifferencesinGoalsandPriorities:Whenindividualsor
groupshaveconflictinggoals,priorities,orinterests,itcanlead
toconflicts.
3.Personalityclashes:Differencesinpersonalities,values,or
workingstylescanleadtoconflicts.
4.Culturaldifferences:Diverseculturalbackgroundscanresult
inconflicts.
5.Pastconflicts:Unresolvedpastconflictscanresurfaceand
escalateifnotproperlyaddressedorresolved.

5. IMPORTANCE OF CONFLICT
MANAGEMENT
1.ImprovedRelationships:Effectiveconflictmanagementcanleadto
betterrelationships,whetherinpersonal,professional,orcommunity
settings.
2.EnhancedCommunication: Addressingconflictsrequiresopen
andhonestcommunication.Throughthisprocess,partiesinvolvedcan
improvetheircommunicationskillsandlearntoexpressthemselves
moreclearlyandlistenactively.
3.Problem-Solving:Conflictoftenarisesfromunderlyingissuesor
differences.Managingconflictsencouragesproblem-solving.
4.PreventionofEscalation:Unaddressedconflictscanescalateand
becomemorechallengingtoresolve.
5.LearningandGrowth: Conflictmanagementcanbeavaluable
learningexperience.Itteachesindividualsandgroupshowtodeal
withdifferencesandchallenges,leadingtopersonalandprofessional
growth.

6. IMPORTANCE OF CONFLICT
MANAGEMENT IN SCHOOLS
•CreatingaPositiveLearningEnvironment: Effectiveconflict
managementfostersasafeandpositiveenvironmentwherestudents
andteacherscanfocusonlearningandpersonalgrowth.
•EnhancingSocialSkills:Teachingconflictresolutioninschoolshelps
studentsdevelopessentialsocialandemotionalskills,suchasempathy,
activelistening,andcommunication.
•BullyingPrevention:Addressingconflictsearlycanhelpprevent
bullyingandharassment,creatingamoreinclusiveandrespectful
schoolcommunity.
•TeachingLifelongSkills:Conflictmanagementeducationequips
studentswithskillstheycanusethroughouttheirlivestonavigate
personalrelationshipsandresolvedisputes.
•ImprovedTeacher-StudentRelationships: Managingconflicts
betweenteachersandstudentsinaconstructivewaycanleadto
betterteacher-studentrelationshipsandamoreconducivelearning
environment.

7. IMPORTANCE OF CONFLICT MANAGEMENT
IN WORKPLACES AND IN PUBLIC RELATIONS
IntheWorkplace:
•EnhancingProductivity:Resolvingworkplaceconflictscanremovebarriers
toproductivityandcreateamoreefficientandcollaborativework
environment.
•EmployeeEngagement: Effectiveconflictmanagementcontributesto
higheremployeemoraleandengagement,reducingturnoverandabsenteeism.
•Innovation:Addressingconflictscanleadtoinnovativeproblem-solvingand
decision-making,whichisessentialforacompany'sgrowthand
competitiveness.
InPublicRelations:
•MaintainingTrust:Conflictmanagementisessentialinpreservingtrustand
credibilitywiththepublic.Addressingissuestransparentlyandresponsiblyis
crucial.
•CrisisManagement:Conflictresolutionskillsareinvaluableduringcrises,
helpingorganizationsaddresspublicconcernsandmitigatedamage.

8. AVOIDING CONFLICTS
Avoidingconflict,insomesituations,canbealegitimateand
constructivestrategy.
1.WhentheIssueIsTrivial:Notalldisagreementsareworthengagingin.
Avoidingconflictcansavetimeandenergyformoreimportantmatters
whentheissueathandisinconsequential.
2.WhenIt'sNotYourConflict: Sometimes,it'sbesttoletothers
resolvetheirissueswithoutyourinvolvement,especiallywhenyour
interventionmaynotbewelcomedornecessary.
3.AvoidingEscalation:Insituationswhereaminordisagreementhasthe
potentialtoescalateintoamajorconflict,avoidancecanpreventfurther
damage.
4.WhentheTimingIsWrong: Ifaddressingaconflictcouldinterfere
withmorepressingortime-sensitivematters,itmightbewisetodelay
thediscussiontoamoreappropriatetime.
5.StrategicDecision:Insomecases,avoidingconflictmaybeastrategic
move,especiallywhendealingwithindividualswhoarenotopento
resolution.Itcanpreventadditionaltensionorharm.

9. PROACTIVE MEASURES TO AVOID
CONFLICTS
•ClearCommunication:Fosteropenandtransparentcommunicationwithin
thegroupororganization.Clearlyconveyexpectations,policies,andgoalsto
reducemisunderstandings.
•EstablishBoundaries:Defineroles,responsibilities,andboundariesfor
individualsandteams.Wheneveryoneunderstandstheirrole,thereisless
roomforconflictsarisingfromroleambiguity.
•ConflictResolutionTraining:Provideconflictresolutiontrainingto
employees,students,ormembersofacommunity.Equipthemwiththeskills
andknowledgeneededtoaddressconflictsconstructively.
•PolicyDevelopment:Developclearconflictresolutionpoliciesand
procedures.Ensurethatthesearewell-documentedandaccessibleto
everyone.Addressissueslikeharassment,discrimination,andbullying.
•AddressProblemsEarly:Encourageindividualstoaddressissuesearly,
beforetheyescalate.Makeitclearthatconcernsarewelcome,andtherewon't
berepercussionsforraisingthem.
•CulturalAwarenessTraining:Offerculturalawarenessandsensitivity
trainingtoensurethatindividualsunderstandandrespectthediverse
backgroundsandperspectivesofothers.

10. NEGATIVE IMPACT OF AVOIDING
CONFLICTS
•ResentmentandFrustration:Whenconflictsareconsistentlyavoided,the
underlyingissuesremainunaddressed,leadingtofeelingsofresentmentand
frustrationamongthepartiesinvolved.Theseemotionscanbuildupovertime
andharmrelationships.
•PoorCommunication:Avoidingconflictcanhindereffectivecommunication.
Openandhonestcommunicationisessentialforresolvingissues,andwhenit's
lacking,misunderstandingscanpersist.
•Escalation:Unresolvedconflictscanfesterandeventuallyescalateintomore
significantandunmanageabledisputes.Whatmighthavebeenaminorissue
couldgrowintoamajorproblem.
•ImpactonMentalHealth: Thestressandanxietycausedbyunaddressed
conflictscanhaveanegativeimpactonmentalhealth.Individualsmay
experienceincreasedstress,anxiety,andevendepression.
•DamagetoRelationships:Avoidingconflictmayleadtodeteriorationin
relationships,asunresolvedissuescanerodetrustandcreateemotional
distancebetweenparties.
•MissedOpportunitiesforGrowth: Conflicts,whenmanagedeffectively,
offeropportunitiesforpersonalandprofessionalgrowth.Avoidingthemcan
meanmissingoutonvaluablelearningexperiences.

11. CONFLICT RESOLUTION
Conflictisnotastrangethingforpeople.Humanbeingsexperienceitin
theirday-to-daylives–withtheirfriends,families,andmoresotheir
professionallives.Conflictcausesamassivedegreeoffrustration,pain,
discomfort,sadness,aswellasanger.Conflictsareinevitableinaperson’s
day-to-daylife.Andwhentheyhappen,theideaisnottotrytopreventthem
butrathertoresolveandmanagetheminaneffectivemanner.Beloware
somewaysthroughwhichyoucanmanageandresolveconflict:
•Clarifywhatisthesourceofconflict:Thefirststepinresolvingconflictis
clarifyingitssource.Definingthecauseoftheconflictwillenableyouto
understandhowtheissuecametogrowinthefirstplace.Additionally,youwill
beabletogetbothpartiestoconsenttowhatthedisagreementis.Andtodo
so,youneedtodiscusstheneedswhicharenotbeingmetonbothsidesof
theissues.Also,youneedtowarrantymutualunderstanding.Ensureyouobtain
asmuchinformationaspossibleoneachside’soutlook.Continueasking
questionsuntilyouareconfidentthatalltheconflictingpartiesunderstandthe
issue.

12. CONFLICT RESOLUTION
•Findasafeandprivateplacetotalk:Manypeopleoftenwonderandask,“Whatis
anapproachtosolvingproblemspeacefully?”Tohaveaconstructiveconversation,you
needtofindanenvironmentthatissafeforyoutotalkto.Suchaplacealsoenablesyou
totakethenecessaryrisksforhonestcommunicationregardingtheissuesathand.So,
beforetryingtoresolveanyissue,findasafeandprivateplacetotalk.Andwhileatthis
place,ensurethateachpartygetsenoughtimetoairouttheirviewsregardingthe
matter.
•Listenactivelyandleteveryonehavetheirsay:Aftergettingbothpartiestomeet
inasecureandprivateplace,leteachofthemhavetheopportunitytoairouttheir
viewsandperceptionsregardingtheissueathand.Giveeachpartyequaltimeto
expresstheirthoughtsandconcernswithoutfavouringtheother.Embraceapositiveand
assertiveapproachwhileinthemeeting.Ifnecessary,setgroundrules.Takingthis
approachwillencourageboththesepartiestoarticulatetheirthoughtsinanopenand
honestmanneraswellascomprehendthecausesoftheconflictandidentifysolutions.
•Investigatethesituation:Afterlisteningtotheconcernsofbothparties,taketime,
andinvestigatethecase.Donotprejudgeorcomeupwithafinalverdictonthebasisof
whatyouhave.Digdeeperandfindoutmoreaboutthehappenings,involvedparties,the
issues,andhowpeoplearefeeling.Haveanindividualandconfidentconversationwith
thoseinvolvedandlisteninakeenmannertoensureyoucomprehendtheirviewpoints.
Youcandosobysummarizingtheirstatementsandreplicatingthembacktothem.Also,
tryfindinganyunderlyingconflictsourceswhichmaynotbeevidentornoticeableat
fast.

13. CONFLICT RESOLUTION
•Determinewaystomeetthecommongoal: Whenmanagingconflict
processes,youneedtohaveacommonobjective,whichisresolvingtheissueand
ensuringitdoesnotresurface.Andtosolveanyproblem,youneedtobeawareof
thedifferentstagesofconflict.Thiswillenableyoutolookfortheidealwaysto
meetthecommongoal.Afterclarifyingthesourceofconflict,talkingtoboth
parties,andinvestigatingthesituation,youneedtositdownwithbothpartiesand
discussthecommonwaysyoucanexecutetomeetthecommongoal,whichis
managingandresolvingthematterathand.Listen,communicateandbrainstorm
togetheruntilyouexhaustalloptions.
•Agreeonthebestsolutionanddeterminetheresponsibilitieseachparty
hasintheresolution: Managingandresolvingconflictleapsmodelof
communication.Employeeswillfinditeasytointeractwithanotherasthey
understandthattheyhaveonegoal,whichismeetingthecompany’sobjectives.So,
afterinvestigatingthesituationanddeterminewaysthroughwhichyoucanresolve
theissue,bothpartiesneedtodevelopaconclusiononthebestsolutionforthe
problem.Andtoagreeonthebest,youneedtoidentifythesolutionswhicheach
partycanlivewith.Findcommonground.Afterward,determinetheresponsibilities
eachpartyhasinresolvingtheconflict.Also,itiscrucialtousethischanceto
identifytherootcauseandensurethisissuewillnotcomeaboutagain.
•Evaluatehowthingsaregoinganddecidepreventativestrategiesforthe
future:Neverpresumethattheissueisresolute.Effectivecommunicationoughtto
dominateinthebusiness.So,askyourself,“Whatisthesecondstepofeffective
communication?”Knowingthiswillhelpyouensurethattheemployeesare
workingtogethertomeettheorganizationalgoals.So,continuekeepinganeyeon
theissueandassessifthesolutioniseffective.Iftheissueresurfaces,take
necessaryaction.