Conflict can be defined as a form of disagreement between different parties and often emerges as a rise of lack of consensus among them. Studies have shown that conflicts might arise as a result of various facts that hinders the overall development in any kind of activity including different behaviors, the rigidity of the regulations and rules, inflexibility of the parties in addition to lack of understanding and cooperation between the parties in conflict. Conflicts are often inevitable since it is the human nature that is varied and dynamic that individual with similar perception concerning one thing might end up in a conflict over the others. The responses to conflicts are filled with feelings and ideas that might be strong and powerful guides to the human sense of possible solutions. Conflict resolutions are thus a process of reaching an agreement or consensus between conflicting parties as a way to overcome the conflict’s problem.
The first tool of conflict resolution is avoiding the conflict, and it requires no consideration or even courage for the other involved party. Through avoiding the conflict, an individual essentially pretends that a conflict never occurred or does not necessarily exist. The second tool is giving in or accommodating the other aggrieved party. It entails a lot of cooperation but with little courage. Evidently, an individual will agree to accommodate the other side through accepting and acknowledging his or her suggestions and perspectives. Therefore such a style apparently is considered as letting the other aggrieved party have his way hence resulting in peace. The principle of the tool is to stand your ground which ultimately requires courage. Through standing your ground, an individual will compete with the other party. The competitive approach will thus offer short-term rewards; however, the long run effect might be detrimental to your business.
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The fourth tool of compromising and uses both consideration and courage when looking for common ground. The parties agree to negotiate the core points and let go of all smaller points. This style expediate the entire resolution processes. The last tool to resolve conflict is collaborating, and it also requires consideration and courage. To collaborate with the other aggrieved party, there is the need to listen to both sides, discuss the areas of goals and agreement and ensure that the parties involved understand each other. It entails creative thinking when resolving the conflict and without concession.
