Management of Conflict
- When determining how to manage conflict, we tend to utilize different styles depending on the situation:
- Avoidance - Non-confrontational: walking away from the situation
- Accommodation - Non-confrontational: setting aside your needs for the needs of the other party
- Competition - Win/lose: your loss is the other party's gain; tactics include: forcing, low-balling, time constraints, deception, etc.
- Compromise - Splitting the difference: (i.e. flipping a coin, cutting something in half)
- Collaboration - Win/win: both parties mutually benefit, and creative alternatives are achieved.
Responding to Conflict
New Directions for Conflict Management
- Bargaining/Negotiation
- Third-Party Conflict Resolution
Bargaining/Negotiation
- Negotiation: an interpersonal decision-making process necessary whenever we cannot achieve our objectives single-handedly
- Ex. Buying a car; buying a house; things at work
- Integrative Bargaining
- Distributive Bargaining
Differences Between Distributive & Integrative Bargaining
Distributive
|
Integrative |
- Claim Value (win-lose)
- Positional/ Rights/ Power
- Goal: Individual Gain
- Single Issue
- No future relationship
|
- Create Value (win-win)
- Principled / Interest
- Goal: Mutual & Individual Gain
- Multiple Issues
- Long-term relationship
|
Third-Party Conflict Resolution
- Managerial Conflict Resolution
- Outside Conflict Resolution
Managerial Conflict Resolution
Roles:
- Inquisitor
- Judge
- Advisor
- Motivator
- Investigator
- Restructurer
- Problem solver
- Procedural marshal
Outside Conflict Resolution
- Mediators - help parties facilitate the dispute but hold no decision power
- Arbitrators - makes binding decisions based on the proposals and arguments of the parties involved in the conflict
This text was adapted by Saylor Academy under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work's original creator or licensor.
Last modified: Tuesday, December 7, 2021, 4:16 PM
