Conflicts between two people are inevitable at both social levels as well as professional levels. It is important for people to know how to resolve conflicts that occur both within their social circles as well as in the professional engagements. It is important to note that the early stages of conflict largely determine whether the conflict will be resolved amicably between the conflicting parties. People can take several steps to ensure that disputes are resolved amicably both in social situations as well as in professional situations.
Steps in Professional Situations
Observation
The first step to take in the event of a dispute, particularly within a professional situation, is to make an observation. At this stage, you identify the facts of the dispute neutrally and objectively. You could tell the other person about the specific issue of concern and explain how you hold a different view. A neutral approach in making observations invites the other person to make their observation on the same issue and sets the stage for a fruitful engagement aimed at resolving the dispute (Seibt, 2011).
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Apologize
In professional settings, it is important to realize that your point of view is not necessarily right. Everyone who is involved in a conflict often has acted or spoken in a way that fuelled the conflict. Apologizing for your part in the conflict helps you to accept a middle ground in the resolution process (Batton, 2008). Secondly, it communicates a willingness to negotiate with the other party and accept a position that is determined to be correct or realistic.
Appreciate the Views of the Other Person.
People should learn to appreciate the views of other people at this stage. The strategy helps the other party to feel accommodated in the resolution process (Seibt, 2011). For it to be effective, all parties must feel that their views are accommodated throughout the negotiation process. Moreover, the acknowledgment and appreciation enable the parties in conflict to set a give and take environment. Each party becomes receptive to the positive views of others.
Outlining the Consequences
The parties should be informed about the effects of their actions in case they agree or disagree to resolve their differences. At this stage, one outlines the consequences that the conflict has already resulted into in the workplace as well as the potential future consequences of the conflict if it is not resolved. Outlining consequences enables the parties to a conflict to consider the issue beyond them and from a neutral third party perspective (Batton, 2008). Looking at the issue from the “outsider’s eye” helps to create neutrality and hence bring about a more positive resolution of the conflict.
Outline Objectives
At this stage, you outline the objectives of the negotiation process. It is important that both parties share a common objective for the conflict resolution process (Seibt, 2011). This will help to guide the process of resolving the conflict and hence lead to an amicable solution.
Request for action
After a solution has been drafted, it is important to request for specific actions from both parties. Such actions will ensure that the conflict does not arise again. Moreover, the actions will help to create a commitment on both parties to end the conflict (Batton, 2008). Therefore, executing these actions will end the conflict in a way that is acceptable between the two parties.
Steps in a Personal Relationship Situation
Clarify the Issue of Dispute
It is important to clarify the issues of dispute both for yourself as well as for the other person. Clarifying issues of dispute helps both parties to focus on the specific issues. Where issues of the dispute have not been clarified, each party may focus on different issues that could potentially not be an issue of the dispute to the other party (Tint, 2010). Therefore, clarifying the issues focuses on the resolution process to the issues in question rather than other issues that may not be in dispute.
Identify a Place for Negotiation
Personal conflicts can occur at any time and in any place. However, the amicable resolution of the conflicts is dependent on the environment in which the conflict is resolved (Rafferty, 2017). At this stage, the conflicting parties decide on a specific place where they can meet and resolve their conflicts. The place should be conducive for such conflict resolution engagements.
Take a listening position
One of the barriers to effective conflict resolution in personal relationship situations revolves around arguments. Therefore, one party should take a listening position to create an environment for the other party to express oneself (Tint, 2010). The expression is part of the healing process that brings about consensus and eases the mood to facilitate reconciliation.
Approach Negotiation With Flexibility
The success of the negotiation process is largely dependent on the parties’ ability to be flexible and equally accept a middle road. At this stage, generate viable options for resolving the conflict from a neutral perspective (Rafferty, 2017). Brainstorm on the pros and cons of each option in respect to its impact on both parties.
Build an Agreement
After considering all viable options and the give and takes of each party, it is time to agree on the most viable option. The agreement on the option marks the end of the conflict (Tint, 2010).
References
Batton, J. (2008). Institutionalizing conflict resolution education: The Ohio model. Conflict Resolution Quarterly, 19 (4), 479-494.
Rafferty, R. (2017). Engaging with the violent past to motivate and direct conflict resolution practice in Northern Ireland. Conflict Resolution Quarterly, 35 (2), 197-221.
Seibt, J. (2011). Beyond the “identity”-paradigm: Conflict resolution and the dynamics of self-understanding. Conflict Resolution Quarterly, 28 (3), 229-237.
Tint, B. (2010). History, memory, and conflict resolution: Research and application. Conflict Resolution Quarterly, 27 (4), 369-399.
