Describe two situations in which there was a conflict that was eventually resolved
Conflict in the Workplace
Describe two situations in which there was a conflict that was eventually resolved. These situations should be based on your experiences, but feel free to change names, details, and any other identifying information. Your brief descriptions (1-2 paragraphs) should provide enough information so that your classmates can recommend one of the five strategies for managing conflict. Do not include any information on how the conflict was resolved.
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When conflict is experienced, each party is concerned about achieving their desired outcome. During the negotiation process, each party is concerned about the other party’s ability to achieve their desired outcome. The degree to which either party is concerned about achieving a specific personal outcome, versus achieving a compromised solution or an entirely new solution, is the basis for five major strategies for managing conflict (Zikic, Marinovic & Trandafilovic, 2012):
- Contending Strategy: Competitors or parties who feel very strongly about achieving a desired outcome will choose a contending strategy. This occurs when one party works hard to persuade the other party to accept their desired outcome, and pushes against any compromises and concessions that the other party may offer.
- Yielding Strategy: When one party works to accommodate the other party’s needs, then the accommodating party is choosing the yielding strategy. The yielding strategy is not simply a “doormat” approach; in fact, there can be advantages to accommodating the other party, particularly when a long-term relationship is at stake.
- Inaction: The third strategy for managing conflict is inaction. Inaction can be similar to choosing not to negotiate, or it may be a strategy used during the concession-making process. Silence and inaction toward the other party’s concession communicates disapproval.
- Collaborative Strategy: Problem solving together with the other party, called collaborative or integrative negotiating, is a strategy that results in maximizing the outcome for both parties. Negotiating on this level requires cooperation from both parties and a clear desire to achieve the best and most synergistic outcome possible together.
- Compromising Strategy: The fifth strategy for managing conflict is compromising. It is distinguished from problem solving because the parties are not necessarily working together positively. The parties may be reluctantly compromising during the concession-making process in order to continue the negotiation and achieve a relatively acceptable outcome.
Subject: Business
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