With the regular scarcity of resources in our societies, disputes are an unavoidable part of life. We encounter them in organizations and many other settings. Disagreements occur when the goals, interests and priorities of parties are not in congruence. Each party has an opposing view and resources are limited. Disputes may have positive or negative outcomes. If the outcome is expected to be negative, the disagreement should be quelled using non lethal conflict resolution techniques.
Achieving a consensus between the warring parties is the most desirable outcome of an argument. This is a scenario where both parties employ empathy to understand the problem. A common agreement is achieved after investigating the problem. In a consensus, both parties voluntarily choose to end the disagreement. This method is desirable since personal relationships are built over potentially hazardous ground.
Competition is a strategy that works by giving precedence to the demands of one party over those of an opposing group. Forcing works where the argument is likely to continue over a long period and time is a significant factor. Competition does not investigate the underlying causes of the problem, thus raising the likelihood that it might resurface.
In some cases, the only way to find a solution is to compromise the interests of disagreeing parties. Compromise is a technique that seeks to find an expedient and mutually acceptable solution for the warring parties. This approach can be employed for moderately important goals where coercion is not plausible. Looking for a common ground may however be tedious and time consuming. Since both parties give up something of value, they may become disgruntled and later engage in another battle.
When you realize that the need or priorities of another party are superior to yours, it is better to accommodate their point of view for the overall good. Accommodation is a strategy that works well in the high levels of organization where the company vision and objectives are clear. It may also be used to buy time to prepare for a better argument. As the adage goes, it is better to live to fight another day.
Withdrawing from a disagreement is also one way of settling a dispute. In this case, one party opts out and gives up their demands. Management may also avoid problems by ignoring them and hoping that they go away. Withdrawal is mainly used where the subject matter is trivial and there are more urgent matters to be attended.
Where management has executive control over resources, they may issue a direct command regarding the dispute. An authoritative command gives out the position of the executive on the argument. The managers are not required to explain their position or reasons for coming to that conclusion.
Most disputes at the family and organizational level can be avoided or solved with effective communication. Where the value of subject matter is well understood, disputes are hard to arise. However, there are numerous non lethal conflict resolution techniques that can be used to quell disagreements.
Achieving a consensus between the warring parties is the most desirable outcome of an argument. This is a scenario where both parties employ empathy to understand the problem. A common agreement is achieved after investigating the problem. In a consensus, both parties voluntarily choose to end the disagreement. This method is desirable since personal relationships are built over potentially hazardous ground.
Competition is a strategy that works by giving precedence to the demands of one party over those of an opposing group. Forcing works where the argument is likely to continue over a long period and time is a significant factor. Competition does not investigate the underlying causes of the problem, thus raising the likelihood that it might resurface.
In some cases, the only way to find a solution is to compromise the interests of disagreeing parties. Compromise is a technique that seeks to find an expedient and mutually acceptable solution for the warring parties. This approach can be employed for moderately important goals where coercion is not plausible. Looking for a common ground may however be tedious and time consuming. Since both parties give up something of value, they may become disgruntled and later engage in another battle.
When you realize that the need or priorities of another party are superior to yours, it is better to accommodate their point of view for the overall good. Accommodation is a strategy that works well in the high levels of organization where the company vision and objectives are clear. It may also be used to buy time to prepare for a better argument. As the adage goes, it is better to live to fight another day.
Withdrawing from a disagreement is also one way of settling a dispute. In this case, one party opts out and gives up their demands. Management may also avoid problems by ignoring them and hoping that they go away. Withdrawal is mainly used where the subject matter is trivial and there are more urgent matters to be attended.
Where management has executive control over resources, they may issue a direct command regarding the dispute. An authoritative command gives out the position of the executive on the argument. The managers are not required to explain their position or reasons for coming to that conclusion.
Most disputes at the family and organizational level can be avoided or solved with effective communication. Where the value of subject matter is well understood, disputes are hard to arise. However, there are numerous non lethal conflict resolution techniques that can be used to quell disagreements.
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