Hello Saira! You probably posted a question on the difference between conflict management and conflict resolution. I couldnt find the thread so I am posting a new thread for your question. Conflict management and conflict resolution are often used synonymously. However, there are significantly different. Conflict management focuses on how to control, handle and tone down an open conflict and how to limit the budding harm caused by its escalation. On the other hand, Conflict resolution focuses on the inherent causes of conflict, including structural, behavioural and above all, attitudinal aspects. In a nutshell, Conflict management indicates that the conflict is managed or controlled; but the conflict is still there. Conflict resolution is a step forward to get a solution for the conflict. Emotions play an important role in conflict management. How the conflict is controlled is determined by the emotion that overpowers the others during negotiation. Negative emotions leads to intense and absurd behaviour and can cause conflicts to soar and negotiations to break down, while positive emotions makes it easy to reach an accord and help to maximize joint gains. When you are enmeshed in a conflict that cannot be dealt with by managing it, learning to resolve it is the next step. At this stage, it is advisable to create and engage a person or a small group of uninvolved people. Step 1: Clarify the conflict. Understand the problem. What is the conflict? The issues involved, the people involved, when did the conflict arise and how long has it existed, is the conflict real, accurate or exaggerated? How important is it to solve the conflict? What would happen if the conflict is not resolved? Step 2: Have a dialogue with the parties involved. Understand their side of the story. Take time to formally gather information from those who are involved. Remember to keep emotions calm and focus on the issues rather than the people. Understand what solution they long for. Determine what will be the best suited option for the organization. Step 3: Identify the solutions. Work on alternatives. Identify several possible solutions to the problem. Design ways to execute the solutions. Determine the outcomes of each solution. Resolve the conflict collaboratively rather than in an adversarial way. Narrow the solutions and decide upon with the best suited resolution. Step 4: Communicate the appropriate solution. Allow parties to examine the top resolutions. Edify them and get agreement to participate in the process. Bring parties together and narrow the solution to a jointly agreed upon and owned solution. Step 6: What if no resolution was reached? Make sure that you have the right people involved in the resolution process. Go back to the beginning and attempt to work through the process again. Be sure that the people intervened are not part of the problem. We live in a world of predictable uncertainty and we all are different from each other. We think, understand and behave differently. Conflict is obvious in such a situation. I appreciate your curiosity in this particular topic. Miles to go for understanding and mastering this art. Hope you have got a lil idea and input for your project. :) Pls share your work once you are done and pls write to me if i can be of any help further.
Posted on: Fri, 24 Jan 2014 09:30:26 +0000
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