Conflict resolution is an essential aspect of running a successful small business. Without a proven method to resolve workplace conflicts, your company will degenerate into a hotbed of competing agendas, hostility, and low morale, none of which are the hallmarks of a thriving business. Collaborating conflict management, which is sometimes referred to as a “win-win” strategy, is an effective means of restoring peace, but there are benefits and drawbacks you must understand. Show Collaborating Means CompromiseTwo or more parties, in which each wants something different, always generate conflict. The key, therefore, is to determine the extent to which each party in the conflict is willing to compromise. For example, if two employees are arguing about who will do a specific task, and neither wants to give an inch, finding a happy medium in which both parties feel satisfied is the only solution. This is the essence of collaborating conflict management, which focuses on finding a compromise that will make all parties feel as if they got what they wanted, even if it isn’t exactly what they thought they wanted. To achieve this resolution, collaborating conflict management stresses the need for a mediator to listen to the wants, needs, fears, and concerns of all sides. The approach must be mild and non-confrontational because the goal is to make all parties feel comfortable expressing their point of view. Advantages of Collaborating Conflict ManagementThe primary advantage of collaborating conflict management is that it makes all parties involved in the dispute feel valued and understood. When you critically listen to the concerns people in conflict have with each other, you diffuse the hostility by allowing free expression. Many conflicts are generated because the sides aren’t listening to each other, so they tend to misunderstand the source of the other side’s reasons for not giving in. When everyone in a dispute expresses the totality of their concerns, it can foster understanding, empathy and mutual respect. Another advantage is that it sets the tone for future conflict resolutions, and it gives those involved the shared responsibility to resolve the problem. Disadvantages of Collaborating Conflict ManagementThe main disadvantage of collaborating conflict management is that it takes a lot of time, energy and effort to achieve a resolution. The reason is that because the desired outcome is a “win-win,” a mediator must sift through multiple solutions before achieving compromise. This delay can affect workplace productivity, and may increase tension and resentment. Another disadvantage is that there may not be a solution that provides a victory for all parties involved, and if all parties are not committed to compromise, collaboration conflict management will fail. A conflict may arise when the individuals are not allowed to select the necessary alternative courses of action. The conflict between two individuals states that they have conflicting values, perceptions, goals and attitudes. Conflict is an energetic process as it denotes many events. Each conflict is made up of many episodes of interlocking conflict. Guetzkow (1954) says that conflict must be aware by the parties. If nobody is aware of a conflict,
then it is agreed generally that no conflict has occurred. Conflict is an impossible and natural output in any group and need not be a competitor but rather with the capability to have a strong force in determining the performance group. In a group, conflict may be a positive force and it is important for a group to perform efficiently. Conflict is caused by management error in designing organizations or by troublemakers. Optimal performance of the organization requires a moderate conflict
level. The management task is to manage the conflict level and its resolution for an optional performance of the organization. Organizational conflictRahim (2001) says that organizational conflict has both advantages as well as disadvantages. The following table shows the pros and cons of organizational conflict
Table 1 Positive and negative impact of conflict.Source: (Buchanan and Huczynski, 2004). As the table shows organizational conflict has both advantages and disadvantages. However, managing it properly would result in positive effects to an organization. References
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Which of the following is an advantage of having a moderate level of organizational conflict
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