What are the different types of conflict resolution strategies?

Listening carefully and taking notes are helpful in conflict resolution.

Most of the conflict resolution strategies that work best focus on listening carefully. It is important to take notes, respond to needs, and avoid debate and further conflict. It often helps to separate the conflicting parties for a while to allow tempers to cool, and all conflict resolution strategies should focus on reaching a reasonable and workable conclusion that satisfies both parties. This won’t always be easy and it’s essential to avoid a winner and loser mentality to ensure both sides feel respected and well taken care of. In the workplace, specific conflicts may require intervention from the human resources department; Conflict resolution strategies for sexual harassment, for example, will involve documenting and reporting the behavior immediately.

Conflict resolution in relationships is often based on learning how to communicate with a partner.

The first step in developing strong conflict resolution strategies is learning to listen attentively and sympathetically to both parties. In many cases, it is possible to identify with both parties involved without alienating the other party; this helps the mediator to establish trust and a common bond with each party. It is important that the mediator understands and appreciates the arguments of both sides, avoiding insults, harsh language or judgments. The best mediator will work to maintain trust and understanding on both sides, without taking sides or alienating either party.

In the workplace, conflicts may require the intervention of the human resources department.

Remember that conflict resolution strategies must have a hierarchy: if a person’s rights have been violated, as in the case of sexual harassment, address those issues first. This could mean referring the case to human resources, or it could mean approaching both parties immediately and taking action. After one person’s rights are met, consider the needs of both parties. This means addressing issues that can prevent one or both sides from working effectively or functioning normally. This can include health issues. Finally, fulfill the wishes of both sides; Office space can be an issue that arises based on the wishes of one or both parties.

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The conciliation mode of dealing with the conflict seeks solutions that give at least partial satisfaction to all the disputants.

The biggest practice that both parties will appreciate is listening carefully. Be sure to address concerns raised by each party and ask clarifying questions to indicate that the mediator is listening and to make sure the mediator fully understands the issue. Mutual understanding and compromise is what the mediator should look for, so he or she should understand the issue and how to appease both sides. Remember that compromise must be sought and debate avoided during conflict resolution.

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