Conflict Management Techniques<\/h2>\n\n\n\n
Conflict Management Techniques is the practice of recognizing and dealing with disputes in a rational, balanced and effective way. Following are the techniques one needs to apply based on the circumstances. Techniques should be evaluated and applied based on the own needs vs others needs:
\u2022 Collaborating \u2013 I win, you win
\u2022 Compromising \u2013 Win some, lose some (You bend, I bend)
\u2022 Accommodating \u2013 I lose, you win
\u2022 Competing \u2013 I win, you lose
\u2022 Avoiding \u2013 No winners, No losers<\/p>\n\n\n
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<\/figure><\/div>\n\n\nCollaborating (I win, you win)<\/strong> Compromising (Win some, lose some)<\/strong> Accommodating\/Smoothing (I lose, you win)<\/strong> Competing (I win, you lose)<\/strong> Avoiding \/ Withdrawing (No winners, no losers)<\/strong>
Collaboration involves an attempt to work with the other person to find a win-win solution to the problem in hand \u2013 the one that most satisfies the concerns of both parties.
When to Apply:
\u2022 When there is a high level of trust
\u2022 When you don\u2019t want to have full responsibility and you want others to also have \u201cownership\u201d of solutions
\u2022 When the people involved are willing to change their thinking as more information is found and new options are suggested
\u2022 When a long-term relationship is important<\/p>\n\n\n\n
Compromising looks for an expedient and mutually acceptable solution which partially satisfies both parties.
When to use:
\u2022 When people of equal status are equally committed to goals
\u2022 When time can be saved by reaching intermediate settlements on individual parts of complex issues
\u2022 When the goals are moderately important and not worth the use of more assertive or more involving approaches, such as competing or collaborating
\u2022 To reach temporary settlement on complex issues
\u2022 To reach convenient solutions on important issues
\u2022 As a first step when the involved parties do not know each other well or haven\u2019t yet developed a high level of mutual trust<\/p>\n\n\n\n
Accommodating the concerns of other people first of all, rather than one\u2019s own concerns
When to use:
\u2022 When an issue is not as important to you as it is to the other person
\u2022 When it is important to provide a temporary relief from the conflict or buy time until you are in a better position to respond\/push back
\u2022 When you realize you are wrong
\u2022 When you are willing to let others learn by mistake
\u2022 When harmony is extremely important<\/p>\n\n\n\n
Also known as forcing. An individual firmly pursues his or her own concerns despite the resistance of the other person. When goals are extremely important, one must sometimes use power to win
When to use:
\u2022 In certain situations when all other, less forceful methods, don\u2019t work or are ineffective
\u2022 When you know you are right
\u2022 When time is short and a quick decision is needed
\u2022 As a last resort to resolve a long-lasting conflict
\u2022 When you need to stand up for your own rights, resist aggression and pressure<\/p>\n\n\n\n
Avoids conflict by withdrawing, sidestepping, or postponing
When to use:
\u2022 When the conflict is small and not worth the effort
\u2022 When more important issues are pressing and you feel you don\u2019t have time to deal with this particular one
\u2022 When more information is needed
\u2022 When it is not the right time or place to confront the issue
\u2022 When you need time to think and collect information before you act (e.g. if you are unprepared or taken by surprise)<\/p>\n","protected":false},"excerpt":{"rendered":"