Conflict Management

Paper Summary:

This paper explains that disagreement is the outcome of differences of opinion, while conflict is more threatening; disagreement is normally restrained and fairly calm, while conflict is unreasoned and violent. The author points out that there are five broad strategies people normally deploy in dealing with disagreement and conflict: Power, compromise, withdraw-avoid, placate-yield and synergy. The paper relates that the resolution of conflict is considered to be constructive when (1) it paves the way for people to change positively, (2) the relationship is strengthened, (3) cohesiveness is formed among team members and (4) the solved problem is a better solution. Table.

From the Paper:

"The second strategy is 'I win a little, you win a little'. This gives rise to compromise as a negotiated solution on the basis that each person would make some relaxation to the other. But within this style, the other person may still be viewed as an opponent. The policy of compromise is sometimes viewed as a mode of making the solution more tolerable to each party. It is taken to be persuasive and sometimes regarded as manipulative conflict management style in which both objectives are frequently played against the middle in an attempt to serve the common objective. The third strategy is 'I lose, you lose. The hopelessness is the crucial characteristic of this withdrawal and avoids strategy."

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