Conflict management is the practice of being able to identify and handle conflicts sensibly, fairly, and efficiently. Since conflicts in a business are a natural part of the workplace, it is important that there are people who understand conflicts and know how to resolve them. This is important in today's market more than ever. Everyone is striving to show how valuable they are to the company they work for and at times, this can lead to disputes with other members of the team.
An accommodating manager is one who cooperates to a high degree. This may be at the manager's own expense and actually work against that manager's own goals, objectives, and desired outcomes. This approach is effective when the other person is the expert or has a better solution.
Avoiding an issue is one way a manager might attempt to resolve conflict. This type of conflict style does not help the other staff members reach their goals and does not help the manager who is avoiding the issue and cannot assertively pursue his or her own goals. However, this works well when the issue is trivial or when the manager has no chance of winning.
Collaborating managers become partners or pair up with each other to achieve both of their goals in this style. This is how managers break free of the win-lose paradigm and seek the win-win. This can be effective for complex scenarios where managers need to find a novel solution.
Competing: This is the win-lose approach. A manager is acting in a very assertive way to achieve his or her own goals without seeking to cooperate with other employees, and it may be at the expense of those other employees. This approach may be appropriate for emergencies when time is of the essence.
Compromising: This is the lose-lose scenario where neither person nor manager really achieves what they want. This requires a moderate level of assertiveness and cooperation. It may be appropriate for scenarios where you need a temporary solution or where both sides have equally important goals.
As conflicts become an inherent part of the workplace, mastering conflict management is imperative for managers striving to lead cohesive and high-performing teams. Each conflict resolution style has its time and place, and astute managers must discern which approach best aligns with the specific circumstances they face. By honing these conflict management skills, managers contribute to a positive organizational culture where challenges are navigated with finesse, fostering growth and success for both individuals and the company as a whole.
Copyright 2023 ©Lana S.
I am not sure what part of the world you're in but here in Japan Avoidance is what brings Japanese employees what they care about in conflict management—the "good member image". Avoidance is selected to maintain social relationships as it is effective in the protection of one’s own face. What is your take on how culture shapes response to conflict in the workplace?
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ReplyDeleteHi Tadoa. Your comment prompted me to think about how organizations can foster a culture that embraces open communication while respecting cultural nuances. Conflict avoidance, even in the workplace is a coping technique that if left to become part of the culture, can have negative effects. Have you noted detachment, bullying and loss of communication in your workplace? These are all signs of avoidant behaviour. The acknowledgment of the cultural backdrop shaping conflict management in any country is particularly noteworthy. In my part of the world our vibrant and diverse cultures contribute immensely to the fabric of our workplaces, but they also introduce unique challenges when it comes to addressing conflicts. The cultural emphasis on harmony and collectivism often clashes with the necessity for candid conversations surrounding disagreements. I think for both of us, our discussion here serves as a valuable starting point for a broader conversation on the need for adaptive leadership and cultural intelligence to navigate the delicate terrain of conflict resolution in our professional arenas.
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