With the regular scarcity of resources in our societies, disputes are an unavoidable part of life. We encounter them in organizations and many other settings. Disagreements occur when the goals, interests and priorities of parties are not in congruence. Each party has an opposing view and resources are limited. Disputes may have positive or negative outcomes. If the outcome is expected to be negative, the disagreement should be quelled using non lethal conflict resolution techniques.
Achieving a consensus between the warring parties is the most desirable outcome of an argument. This is a scenario where both parties employ empathy to understand the problem. A common agreement is achieved after investigating the problem. In a consensus, both parties voluntarily choose to end the disagreement. This method is desirable since personal relationships are built over potentially hazardous ground.
In some arguments, forcing the interests and needs of one party over those of the opposing party may put a stop to the bickering. This technique of dispute settlement is known as competition. The root causes of your problem are not explored. As such, this kind of a disagreement is likely to resurface later in the future. This method may be used as a final resort when other techniques have failed.
In some cases, the only way to find a solution is to compromise the interests of disagreeing parties. Compromise is a technique that seeks to find an expedient and mutually acceptable solution for the warring parties. This approach can be employed for moderately important goals where coercion is not plausible. Looking for a common ground may however be tedious and time consuming. Since both parties give up something of value, they may become disgruntled and later engage in another battle.
Accommodating is a minor form of avoidance where one party gives up some of their demands. In this case, the mediator or arbitrator down plays the subject matter of the argument and highlights the common interests of opponents. One party voluntarily yields to some of the demands of another party to avoid fueling the dispute. This strategy works best in the upper tier management levels where company objectives are clear. Nonetheless, this position may be taken as a lack of guts or courage.
Withdrawal is a resolution strategy that works by ignoring the cause of problems and hoping that it will go away. Where the subject matter of a dispute is trivial, one party may choose to just walk away and give up their demands. This is usually the case if one party has more urgent matters. Nevertheless, avoiding a problem may result in bigger problems for the organization.
Where management has executive control over resources, they may issue a direct command regarding the dispute. An authoritative command gives out the position of the executive on the argument. The managers are not required to explain their position or reasons for coming to that conclusion.
Communication is important in solving intergroup disputes. In many instances, the opposing parties do not understand the value of the subject matter to other parties. For one to run an organization successfully, they have to learn the techniques of non lethal conflict resolution. This knowledge can also be used in social relationships.
Achieving a consensus between the warring parties is the most desirable outcome of an argument. This is a scenario where both parties employ empathy to understand the problem. A common agreement is achieved after investigating the problem. In a consensus, both parties voluntarily choose to end the disagreement. This method is desirable since personal relationships are built over potentially hazardous ground.
In some arguments, forcing the interests and needs of one party over those of the opposing party may put a stop to the bickering. This technique of dispute settlement is known as competition. The root causes of your problem are not explored. As such, this kind of a disagreement is likely to resurface later in the future. This method may be used as a final resort when other techniques have failed.
In some cases, the only way to find a solution is to compromise the interests of disagreeing parties. Compromise is a technique that seeks to find an expedient and mutually acceptable solution for the warring parties. This approach can be employed for moderately important goals where coercion is not plausible. Looking for a common ground may however be tedious and time consuming. Since both parties give up something of value, they may become disgruntled and later engage in another battle.
Accommodating is a minor form of avoidance where one party gives up some of their demands. In this case, the mediator or arbitrator down plays the subject matter of the argument and highlights the common interests of opponents. One party voluntarily yields to some of the demands of another party to avoid fueling the dispute. This strategy works best in the upper tier management levels where company objectives are clear. Nonetheless, this position may be taken as a lack of guts or courage.
Withdrawal is a resolution strategy that works by ignoring the cause of problems and hoping that it will go away. Where the subject matter of a dispute is trivial, one party may choose to just walk away and give up their demands. This is usually the case if one party has more urgent matters. Nevertheless, avoiding a problem may result in bigger problems for the organization.
Where management has executive control over resources, they may issue a direct command regarding the dispute. An authoritative command gives out the position of the executive on the argument. The managers are not required to explain their position or reasons for coming to that conclusion.
Communication is important in solving intergroup disputes. In many instances, the opposing parties do not understand the value of the subject matter to other parties. For one to run an organization successfully, they have to learn the techniques of non lethal conflict resolution. This knowledge can also be used in social relationships.
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