Conflict is not a strange thing for people. Human beings experience it in their day-to-day lives – with their friends, families, and more so their professional lives. In the workplace, conflict causes a massive degree of frustration, pain, discomfort, sadness, as well as anger. It is a normal life aspect. In the world of today, organizations hire employees from diverse geographical locations with dissimilar cultural and intellectual backgrounds, as well as various viewpoints. In a working environment where people have disparate outlooks toward the same problems, disagreements are bound to happen.
We all have natural responses to conflict — both constructive and destructive. All of the constructive responses are equally useful, and every one of the destructive responses can be equally damaging. Understanding how we respond to conflict is the first step in taking control.
|Style||Approach||Positive Response||Negative Response|
|Director||Not adverse to conflict; often the trigger||Responds initially by holding ground; if presented with evidence, will negotiate||Undermines other people; attacks their authority|
|Expresser||Not adverse to conflict; sometimes the trigger||Responds by looking at big picture and searching for solutions||Criticizes the behavior and attitudes of other people|
|Thinker||Avoids conflict; normally not the trigger||Responds by analyzing causes and looking for compromises||Resentful; slows down productivity; may withdraw|
There are 8 methods of conflict resolution. These methods include: unilateral decision, persuasion, haggling/bartering, arbitration, postponement, problem solve, total surrender, and negotiation.