Perspectives on conflict

Perspectives on Conflict 1
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Perspectives on Conflict 2
Perspectives on Conflict
A conflict is neither inherently negative nor positive. Instead, it is our reaction to a
conflict that identifies whether is destructive or constructive. Conflict resolution is the logical
prevention of fruitless disputes and addressing the disagreement that cannot have a
prevention measure. A conflict presents itself as a prospect of positive change, problem-
solving, and deepening relationships with managers, employees, customers, and within the
human resources.
Conflicts avoidant styles
Conflict management is one of the key skills a manager requires to possess while in
the course of their work. It is essential to understand how to deal with various confrontations
when they arise since the skill is efficient when the manager understands the cause of the
dispute. If you can determine the cause of conflict, you can use your best measure in
preventing it from taking place again. Conflicts in any environment can be caused by lack of
information, lack of resources, personal relationships, incompetent management, and among
others. Different approaches can be incorporated when responding to such causes of conflicts.
The approaches are termed as the styles used in dealing with conflict in various working
environments. Such strategies include accommodation, collaboration, compromising, and
competition. The choice of each style is based on the culture in which the manager is raised
and how your society deals with conflict. A comprehension of your style will help in the
improvement of your response to conflict and deepen your understanding regarding the
people around you.
The accommodation style takes place when an individual has a preferred result, but
he/she is willing to sacrifice his/her preference so that the other negotiators can realize their
Perspectives on Conflict 3
differences so that no harm can be evident between the two. Additionally, collaboration is
another conflict avoidant style that can help two clashing parties. The collaboration method
will occur when the two parties work together in ensuring sharing the information and
making joint decisions. The compromising conflict avoidant style is used when splitting the
rising differences between the positions of the negotiators. The competition conflict avoidant
style aims at winning as much as you can manage provided that the opportunities of winning
are available (Raines, 2013). Moreover, the physiological, evolutionary, and biological
theories can also be employed while making a resolution between the negotiating parties, and
an appropriate language style should be used while negotiating towards a solution.
Choosing the best conflict avoidant style
It is essential to note that the choice of a particular conflict management will need to
consider the context of the issue, its relevance to the firm and the individual employees
within the company. The preferred approach of avoiding conflict is considered the best
regardless of the phase, late or early phase, of the conflict. The best approach does not require
to problem solver to be hard on one side of the solution, but to weigh both sides. The solver
has an obligation to be analytic and developing a deeper cognitive framework so that you can
understand the conflict and its management.
Conflict management approaches are essential for the success of any organization.
The discussed conflict avoidant styles are essential for any manager willing to address any
issue in an organization. Lastly, choosing the best approach is essential so that the best
solution can be reached without being biased on one party, and the best strategy depends on
an individual in charge of solving the issue.
Perspectives on Conflict 4
Raines, S. S. 2013. Conflict Management for Managers: Resolving Workplace, Client, and
Policy Disputes. John Wiley & Sons.

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