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Pproaches and Methods To Onflict Esolution: Interpersonal Approaches To Conflict Resolution

Interpersonal and structural approaches can be used to resolve conflicts. Interpersonal approaches depend on factors like intensity and time pressure, using techniques like avoiding, accommodating, competing, compromising, and collaborating. Structural approaches involve procedural, personnel, authority, layout, and resource changes. Specific strategies include Thomas Kilmann modes and avoiding, accommodating, compromising, forcing, and collaborating. Effective conflict management reduces stress, motivates employees, finds alternatives to problems, and allows different viewpoints, though conflict can damage organizations if not managed properly.

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147 views7 pages

Pproaches and Methods To Onflict Esolution: Interpersonal Approaches To Conflict Resolution

Interpersonal and structural approaches can be used to resolve conflicts. Interpersonal approaches depend on factors like intensity and time pressure, using techniques like avoiding, accommodating, competing, compromising, and collaborating. Structural approaches involve procedural, personnel, authority, layout, and resource changes. Specific strategies include Thomas Kilmann modes and avoiding, accommodating, compromising, forcing, and collaborating. Effective conflict management reduces stress, motivates employees, finds alternatives to problems, and allows different viewpoints, though conflict can damage organizations if not managed properly.

Uploaded by

Pun Punnie
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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APPROACHES AND METHODS TO CONFLICT

RESOLUTION

Interpersonal
approaches to conflict
resolution

. Structural approaches
to conflict resolution
Interpersonal approaches to conflict
resolution

People manage interpersonal


- The conflict management conflict depending on:
strategy chosen depends + the intensity
on: + the time pressure
+ the seriousness of the conflict
+ the motivation to resolve
+ the importance to maintain
conflict on a long-term or a
good relationships or achieve
short-term basis.
specific targets.
Five general techniques for
- The best approach will: resolving conflict:
+ reduce the difficulties of + avoiding
project implementation
+ accommodating
+ strengthen the relationship
+ competing
between team members
+ compromising
+ collaborating
STRUCTURAL APPROACHES TO CONFLICT
RESOLUTION
• Based on the structure of the project organization (such as procedures,
personnel, resources,…) that may cause the conflict to happen.

1 Procedural changes

2 Personnel changes

3 Authority changes

4 Layout changes

5 Resource changes
Specific Conflict Resolution Strategies
 Thomas Kilmann conflict mode
Specific Conflict Resolution Strategies
Strategy Feature Effect
Avoiding Withdraws from a conflict situation Does not solve the problem

Accommodating Emphasizes areas of agreement rather than Provides only short-term solution
areas of difference

Compromising Looks for solutions that bring satisfaction to all Provides definitive resolution
parties
Forcing Pushes one’s viewpoint at the expense of others; Hard feelings may appear
offers only win-lose situations

Collaborating Corporates multiple viewpoints from differing Provides long-term resolution


perspectives; leads to commitment

Confronting Treats conflict as a problem to be solved by Provides ultimate resolution


examining alternatives; requires open dialogue
Importance of conflict management

Conflict management avoids conflicts to a great


extent
=> reduces the stress and tensions of the employees,
motivates them to contribute to the organization.

Conflict management helps to find an


alternative to any potential problem and
IMPORTANCE contributes to successful implementation of any
idea

Conflict can become a strategic advantage:


+ the company is benefiting from different points of views.
+ employees express ideas and opinions and make
suggestions that lead to improvements without fear of
conflict.
Conclusion
Conflict is unavoidable but it is not necessarily
unfavorable when properly managed.

Several advantages: increasing personal growth,


enhancing communication, and producing better
project outcomes.

However, conflict can be the decline of an


organization if it is not effectively managed.

The key to resolving conflict is looking for a win-win


alternative, formulating conflict management
strategies, and using effective negotiation and
communication skills.

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