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Conflict Resolution


Credits to:http://www.past-transgressions.com/blog/resolving-conflict-man

You cannot please everybody. At some point in time, you will get involved in a conflict, especially in a workplace. It is an inevitable part of our everyday lives because each and everyone of us are different by nature. But despite its negative effects, it can serve as a motivation for positive change. Here are some approaches we learned during college for the management of conflicts:  

  • AVOIDANCE. With the word itself, you avoid and never acknowledge that a conflict arises. You act as if nothing happened. You remain neutral and choose to ignore whatever that it is between you and tge person you’re having a conflict with. But think about this, avoidance does little good in the resolution of the conflict because it only prolongs the problem. Nothing will be solved if you choose to ignore the issue at hand. This might be appropriate if facts are still to be gathered regarding what happened so it’s best not to judge yet, or you want to lessen the tension, thus avoidance. (I lose- you lose situation) 
  • ACCOMMODATION. This means self-sacrifice, or selflessness. You forget your own needs to grant the wishes and meet the goals of the other party. This is applicable when you know yourself that you are wrong, or the other party is more powerful. It is used to maintain and preserve harmony in the workplace. (I lose-You win situation)
  • COLLABORATION. Collaboration is working together to solve the issues at hand. It utilizes the talents and abilities of both parties to come up with satisfying solutions that would benefit those involved. In this type of approach, after the problems have been identified, alternatives are explored and both parties are willing to work together until the point where they agree to a solution and the disagreements are resolved. As termed in the book, this is the most effective method for the resolution of conflicts. (I win-You win situation)
  • COMPROMISE. Those involved both sacrifice something to come up with acceptable solutions. And since both parties both sacrifice something, they may feel only partially satisfied with the results. However, this is applicable when both parties have equal power
  • SMOOTHING. This approach ignores the disagreement and issues so that surface harmony is maintained in the workplace. This may be appropriate for minor problems.
  • WITHDRAWING. This approach removes one party in the conflict, and has the same results as those with smoothing

Management of conflicts, especially in the workplace is essential to avoid further disagreement from arising, and will help make work more productive.

Reference:

Topic: CONFLICT RESOLUTION, Nursing Management Towards Quality Care 4th Ed., by Lydia Venzon, RN, MAM, Ph. D, FPCHA and Jennifer Nagtalon, BSN, RN

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