<a href="javascript:void(0);">BUILD THE APTITUDE OF RESOLVING YOUR CONFLICT WITH OTHERS</a>
What is CONFLICT?
Conflict often occurs when two or even a group of individuals have a stark or a slight difference in their opinions, beliefs or theories about a particular subject matter.
What is NEGOTIATION?
Negotiation is the method of addressing each individual’s position about a subject matter and an attempt to arrive at a decent solution, the one that benefits both the parties.
What are the MAJOR CAUSES OF CONFLICT?
Opposing interests is the nucleus factor of most of the conflicts. In this era of complexity and uncertainty, we encounter such conflicting situations, several times a day. At the present moment, the most potential causes of conflict are:
1. A fight over scarce resources and proper time management.
2. Doubtfulness over responsibility and authority.
3. A difference in perception, working tendencies, beliefs, communication complexities and personal disagreements.
4. An unclear interdependent relationship between individuals and groups.
Following is a list of the possible causes of conflict in the work area:
1. System of Compensation: We work in extreme intricate workplace circumstances. The contradictory and inconsistent incentive policies, for example, frame to be the principal cause of conflicting situations.
2. Differentiation: Individuals holding different positions in an organization, having distinct point of views, possessing contrasting grounds of personal and organizational goal attainment, fabricate to be critical yet unconscious elements of conflicting situations.
3. Equity versus Equality: The law of equity creates an environment where one gets rewarded as per his/ her relative contributions. Equality, on the other hand, is surrounded by a belief that everyone must receive the same/ similar outcomes. The whole scenario of the likewise circumstances, therefore, roots continuous tension.
1. A fight over scarce resources and proper time management.
2. Doubtfulness over responsibility and authority.
3. A difference in perception, working tendencies, beliefs, communication complexities and personal disagreements.
4. An unclear interdependent relationship between individuals and groups.
Following is a list of the possible causes of conflict in the work area:
1. System of Compensation: We work in extreme intricate workplace circumstances. The contradictory and inconsistent incentive policies, for example, frame to be the principal cause of conflicting situations.
2. Differentiation: Individuals holding different positions in an organization, having distinct point of views, possessing contrasting grounds of personal and organizational goal attainment, fabricate to be critical yet unconscious elements of conflicting situations.
3. Equity versus Equality: The law of equity creates an environment where one gets rewarded as per his/ her relative contributions. Equality, on the other hand, is surrounded by a belief that everyone must receive the same/ similar outcomes. The whole scenario of the likewise circumstances, therefore, roots continuous tension.
What are the 5 MODES OF RESPONDING TO CONFLICT?
We have a two-dimensional concept in the circumstances of conflict:
1. How important or trivial is it to satisfy our wants?
And,
2. How important or insignificant is it to consider the requirements of the other individual?
1. How important or trivial is it to satisfy our wants?
And,
2. How important or insignificant is it to consider the requirements of the other individual?
The questions result in the following five modes of conflict resolution:
1. Competitive/ Distributive (Win-Lose) Bargaining: Fulfilling your requirements is critical; satisfying the needs of other, isn’t important to you.
2. Collaborative/ Integrative (Win-Win): Satisfying both, yours as well as the needs of other is important. Re-framing the situation becomes the eventual solution. It creates a bigger space and room for everybody’s ideas.
3. Compromising: The requirements of both the parties are moderately important. Satisfying both your needs or, fulfilling none of them forms the basis of coming onto an ultimate concluding determinant. A little bit of yours, a little bit of the other, that is how this resolution works!
4. Avoiding: You are indifferent about satisfying either your or the other individual’s needs. No action seems to be quite reasonable to both the parties.
5. Accommodating: Give in, as the outcome of the subject doesn’t matter to you, though, it holds a lot of significance to the other person.
1. Competitive/ Distributive (Win-Lose) Bargaining: Fulfilling your requirements is critical; satisfying the needs of other, isn’t important to you.
2. Collaborative/ Integrative (Win-Win): Satisfying both, yours as well as the needs of other is important. Re-framing the situation becomes the eventual solution. It creates a bigger space and room for everybody’s ideas.
3. Compromising: The requirements of both the parties are moderately important. Satisfying both your needs or, fulfilling none of them forms the basis of coming onto an ultimate concluding determinant. A little bit of yours, a little bit of the other, that is how this resolution works!
4. Avoiding: You are indifferent about satisfying either your or the other individual’s needs. No action seems to be quite reasonable to both the parties.
5. Accommodating: Give in, as the outcome of the subject doesn’t matter to you, though, it holds a lot of significance to the other person.
Therefore, if you study about the different modes of conflict panacea, you too would able to find various ways to resolve your issues with others. And LBSIMDS, the Best MBA College in Lucknow, absolutely acknowledges the advantages of incorporating this topic in its management course.
Thus, learn the art of settling your conflicts with LalBahadurShastri Institute of Management and Development Studies.
Thus, learn the art of settling your conflicts with LalBahadurShastri Institute of Management and Development Studies.
