Conflict Resolution

In today’s society, it is often determined that one cannot do things alone. This is very true in all aspects of life. It often becomes necessary to work in teams or groups to accomplish certain goals. This is true in the workplace, in the classroom, in our family life and many other areas. Although it is great to work as a team, working as a team often brings about conflict. According to Webster’s English Language Dictionary, conflict is defined as a difference of opinion or disagreement (Levine & Staub, 2004). The manner in which this conflict is handled can greatly impact the success or failure of the team or group. Developing and maintaining good conflict resolution strategies will enhance the performance of the group as a whole. Generally, conflict encourages the team to be more creative and innovative in their thoughts, leading to a more cohesive and successful team. During the process of working in teams, there are several strategies to manage conflict. These strategies are avoidance, accommodation, competition, compromise and collaboration.

The avoidance strategy or style is merely when one or more members of the team avoid or deny the existence of a conflict (Porter, 2003). This situation usually occurs when members are not able or willing to come to a conclusion for the sake of reaching the team’s goals. Although this approach does not typically cause the conflict to end, it may be suitable in certain situations. The avoidance approach is appropriate if the issue is not important to that member. It can also be useful if members need time to gather their thoughts or cool down after a heated discussion and control their emotions. Sometimes this is best if the reaction from a confrontation of the issue will be risky (Dewine, 1994). It is also common to see the avoidance strategy if other members of the group are already actively pursuing a resolution to the issue.

The next conflict resolution strategy is the accommodation approach. When the accommodation strategy is used, one or more members give in for the sake of the group and sometimes at the expense of their own goals. This can be helpful especially when the person who gives in is not really concerned about the issue at hand. This strategy is also used when the team’s members feel that group harmony is far more important than the issue causing the conflict. Sometimes this method will be used when the team member realizes they are wrong or simply have a change of mind. It is also wise to use this method if the person knows they cannot persuade the other members of the group to agree with their position. A major component to this being a successful strategy is that the member must be positive that they are comfortable with the resolution and will not regret giving in.

Competition is another conflict resolution strategy. Usually this strategy arises as a method of handling conflict when members become more concerned about their own goals rather than meeting the needs of the group. Basically, one member feels so strongly about the issue that they see the need to persuade the other members aggressively. Although this strategy does not always promote harmony, there are times when it is appropriate. This style could be appropriate when one believes that the group may be acting in an unethical or even illegal manner. It is also advised to utilize the competition approach when the consequences of the team’s actions may be harmful or detrimental to the team itself or others. This is a conflict resolution strategy that must be used after careful consideration of the matter.

A more common approach to resolving conflict is the compromise strategy. This can be considered a “middle-ground” approach or a “meeting of the minds”. Generally with a compromise each person gives up something to ultimately reach an agreement. Although this probably sounds like the best approach, it could have some adverse reactions. Usually with compromise each person ends up only partially satisfied. With partial satisfaction one has to wonder if the group will stay committed to the agreed upon solution. However, this approach can still be useful in certain cases. When members are at a stand still and are not moving toward a reasonable solution a compromise would