A conflict is a common phenomenon in the workplace. Conflict Management Technique is the practice of recognizing and dealing with disputes in a rational, balanced and effective way.
Different stakeholders may have different priorities; conflicts may involve team members, departments, projects, organization and client, boss and subordinate, organization needs vs. Following are the techniques one needs to apply based on the circumstances.
This is Part Two of a multi-part series that focuses on conflict in the workplace.
Part One detailed the causes of conflict in health care, explored the hidden costs of conflict, and explained the three stages of the conflict model. Nursing managers spend between 25 and 40 percent of their time dealing with conflict, according to various surveys and estimates.
The good news is that we can learn skills, strategies and processes to manage conflict.
The goal of conflict management is to manage yourself and others so as to bring about the best possible resolution of a conflict situation in terms of the issue at hand, the relationship.
Many experts have studied the ways in which people respond to conflict.
One tool that’s been developed is the Thomas-Killman Instrument (TKI).
Let us examine the first step in becoming an effective conflict manager: knowing how to use the 5 conflict management styles and strategies.
Compromising may be more practical when time is a factor • Can provide a temporary solution while still looking for a win-win solution • Lowers the levels of tension and stress resulting from the conflict • Important values and long-term objectives can be derailed in the process • May require close monitoring and control to ensure the agreements are met • May not work if initial demands are too great • Does not contribute to building trust in the long run • There is a risk to be abused, i.e.
the opponent may constantly try to take advantage of your tendency toward smoothing/accommodating.
Conflict is any situation in which people have incompatible interests, goals, principles or feelings and experience.
In other words, conflict means that two people experience discomforting differences.
It identifies five different styles, or tactics, that people commonly use when faced with a conflict: accommodating, collaborating, compromising, avoiding, and competing.