Conflict is defined as difference in opinion, or disagreements between two or more individuals. Conflicts are inevitable when a number of people are required to work and interact with each other. It is not only imperative to deal with conflicts effectively, but also to ensure that the parties involved do not unnecessarily experience any emotional stress during or after the process leading to resentment and hate ( Maltarich et al., 2018) . To achieve successful conflict management, it is critical to strike a balance between conflict resolution and preserving the emotional wellbeing of the parties involved. The five approaches for managing conflict include avoidance, accommodation, comprising, collaboration, and competition. Given that every conflict is unique, there is no one-size-fits-all technique to resolving each one ( Sudhakar, 2016) . Each of the five techniques has its own weaknesses and strengths that make it suitable based on the conflict it is applied in.
When faced with conflicts in my personal life, such as minor relationship disagreements I often use the accommodating technique. Since most of the conflicts I encounter are minor, I am usually ready to forfeit my position as an indicator of some degree of fairness. I find this approach suitable for minor personal disagreements as it allows the involved parties to express their opinions. I chose this technique in resolving personal disagreements particularly when the issue of contest is more important for the other party, and when I consider it best to safeguard the relationship than to argue over the subject. However, if faced with group conflicts, I think I would use the collaboration approach. This is a win-win technique and probably the most effective conflict resolution approach. Through this method, the group members from diverse backgrounds and experiences can resolve conflict by getting to the heart of problem while maintaining stands that cannot be compromised, and preserving relationships.
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References
Maltarich, M. A., Kukenberger, M., Reilly, G., & Mathieu, J. (2018). Conflict in teams: Modeling early and late conflict states and the interactive effects of conflict processes. Group & Organization Management , 43 (1), 6-37.
Sudhakar, G. (2016). A review of conflict management techniques in projects. Brazilian Journal of Operations & Production Management , 12 (2), 214-232.
