Ways to Resolve Conflict through Five Conflict Resolution Strategies with Outcomes
Ways to Resolve Conflict through Five Conflict Resolution Strategies with Outcomes: People cope with conflict in various ways, necessitating the use of various conflict resolution tactics. We spend a lot of time at Participation Company talking about conflict resolution and educating individuals to handle disagreement using a number of tactics. This is how we learned about the Thomas-Kilmann measuring instrument and their five dispute resolution tactics.
People employ five conflict resolution tactics proposed by Kenneth Thomas and Ralph Kilmann to address conflict: avoiding, defeating, compromising, accommodating, and cooperating.
This is founded on the premise that in a disagreement, individuals may choose how cooperative and aggressive they want to be. It implies that everyone has a favourite approach of dealing with conflict, but that most of us employ all of them in different situations. Understanding the five ways is beneficial, especially when trying to drive a group ahead.
Ways to Resolve Conflict through Five Conflict Resolution Strategies with Outcomes
The first strategy for resolving a conflict is to avoid it.
When individuals avoid a disagreement, they just ignore it or retreat from it. When the unpleasantness of confrontation outweighs the possible benefit of resolving the dispute, they select this strategy. While this may seem to be a simple solution for the facilitator, participants aren’t actually adding anything to the discussion and may be suppressing valuable ideas. Nothing is resolved when confrontation is avoided.
Contrary to popular belief, the second strategy for resolving conflicts is to compete.
Competing is a strategy adopted by those who enter a disagreement with the intention of winning. They’re abrasive and don’t want to work together. The idea that one side wins and everyone else loses characterises this technique. It doesn’t allow for several points of view to be incorporated into a well-informed overall picture. Competing in sports or war may be effective, but it’s seldom a smart technique for addressing collective problems.
Debra posted an interesting piece on how failing to resolve conflicts might lead to revolution. It’s what happens when individuals get forceful because they don’t believe they’re being heard.
Accommodating is the third conflict resolution strategy.
Accommodating is a method in which one party agrees to another’s preferences or expectations. They’re cooperative, but they’re not pushy. When one realises one has been mistaken about an issue, this may look to be a kind approach to concede. It’s less useful when one side makes an exception for the sake of maintaining unity or avoiding disturbance. It, like avoidance, may lead to unsolved problems. Too much tolerance may lead to groups where the more forceful members take charge of the process and the majority of the talks.
Collaboration is the fourth conflict resolution strategy.
When individuals are forceful while yet being cooperative, they collaborate. A group may learn to let each member to contribute their ideas, with the goal of co-creating a common solution that everyone can agree on.
Reaching out and touching someone is a terrific approach to cooperate and resolve problems.
Compromise is the fifth conflict resolution strategy.
Compromise is another method, in which members are partly forceful and cooperative. Everyone gives up a little of what they want, and no one gets all they desire. When working by compromise, the ideal conclusion is seen to be one that “splits the difference.” Even if no one is especially pleased with the end result, compromise is seen as fair.