Free Conflict Resolution Options Essay Sample

Experts in conflict resolution studies define five strategic options for resolving conflicts: competition, avoidance, adaptation, compromise and cooperation. Competition is a style of imposing certain convictions and solutions to opponent. This strategic option is justified if the proposed solutions are explicitly constructive; the results are profitable to the whole group or organization; there is no time to reach a consensus. Competition is appropriate in the extreme situations due to the lack of time or in case of the high probability of the dangerous consequences. 
Compromise is the strategy within which both parties partially sacrifice their principles and obtain a consensus. It is characterized by a partial refusal from the requirements that have been previously put forward and the readiness to accept the claims of the other party. Compromise is effective if both parties understand that they have equal opportunities, mutual interests and face the threat of losing everything. 
Adaptation is considered to be a forced or a voluntary renunciation of struggle and surrender of positions. An opponent accepts the adaptation due to different reasons, such as the awareness of own wrongness, the need to maintain good relations with an opponent, a strong dependence on an opponent; unimportance of the problem. In addition, this strategic option can bring the significant damages caused in the process of struggle and a threat of more serious negative consequences. 
Avoidance is an attempt to avoid or get out of the conflict with minimal losses and damages. Opponents choose avoidance if they failed to realize their interests through active strategies. Avoidance can be quite constructive response to the long conflict. This strategy is used in the absence of time and efforts to eliminate the contradictions. It is also useful if one party of the conflict is in need for gaining time or it has some difficulties in determining the line of conduct or due to the unwillingness to solve the problem at all. 
Cooperation is the most effective strategy for conflict resolution. It involves the desire of both parties for constructive discussion of the problem. One party of the conflict treats another party as a partner in finding a solution. This strategic option stipulates a strong interdependence of the opponents; tendency to ignore certain difference in opponent’s views; importance of the decision for both parties (Doherty & Guyler, 2008.)
Each style can be effective only under certain conditions. In reality, opponents tend to use a combination of different options for resolving conflict. For example, a young manager joined a company. He asked everyone to give him a report for the last month. It was necessary to plan the activities of the department. One of the ladies openly expressed her disobedience. The conflict situation demanded a quick resolution. Arguing with the lady in front of the staff was pointless because he could lose already undermined authority. The manager asked the lady to come to his office at the end of the day and left a meeting. He decided to carry out the further conversation in the spirit of "I'm the boss here, and you will either have to take my conditions, or leave." At the end of the conversation, he firmly added that he would not allow such declarative statements in front of the whole team in the future. Fortunately, the conflict was resolved quickly. In this case, the manager used the combination of avoidance and competition styles.

References

Doherty, N. & Guyler, M. (2008). The essential guide to workplace mediation & conflict resolution : rebuilding working relationships. Philadelphia: Saxon Graphics Ltd, Derby.